Improve the perception of your organization:
Create organizational alignment with corporate strategy
Establish and communicate business goals and metrics
Understand and close barriers to execution
Corporate University Summit Presentation
May 2007
This document summarizes a presentation on implementation planning. It discusses the four stages of implementation planning: plan, diffuse, adopt and stabilize, and institutionalize. It also identifies common reasons why implementations fail such as lack of resources, communication, accountability and support. The presentation provides tools to help participants effectively plan implementations and addresses key factors like resources, communication, feedback and evaluation that drive implementation success.
Green Firm Certification: Is Your Firm Green?batshalom
The document discusses the Sustainable Performance Institute's Green Firm Certification Program. It provides an overview of the state of green building and design practices, highlights results from an industry survey showing gaps that firms need to address, and presents SPI's framework and certification process. The framework focuses on leadership, project delivery, partnering, infrastructure, and outcomes/metrics. It aims to help firms institutionalize sustainability and deliver consistently high performance.
Overview of framework and process a company can use to institutionalize sustainability and achieve consistent, high quality capability.
This is a very fast overview of content that is used in day-long workshops.
Celerant Consulting recommends a 7-point plan for GRIDS corporations to improve operational performance:
1. Embed project teams in the field to motivate local teams.
2. Establish direct links between leadership and field operations to improve understanding of performance issues.
3. Involve local managers centrally to identify problems and solutions.
4. Take a holistic view of corporate functions to address underlying issues restricting performance.
5. Develop local solutions through pilot programs and test improvements.
6. Identify and engage best practices and key stakeholders to accelerate change.
7. Embed continuous improvement approaches through training to sustain changes over time.
Presentation at Knowit Lean Experience 2012
Experience and practical examples from the Lean transformation of the product development at Volvo Penta, in particular the program set up to drive cultural change in operation.
Lean Six Sigma Deployment Robin Gates Asq Quality Progress Article Aug ...Robin Gates
The document provides guidance on successfully deploying Lean Six Sigma. It emphasizes the importance of:
1) Carefully planning the deployment by answering difficult questions about goals, leadership, and organizational fit before starting. In particular, identifying specific metrics and accountable stakeholders is critical.
2) Understanding internal customer requirements through tools like a "critical to" tree to ensure the deployment meets their needs.
3) Choosing an appropriate deployment model based on organizational factors and carefully mapping out the course of action.
4) Maintaining focus on high priority business goals to select relevant projects and keep the deployment meaningful over the long run. Proper planning and preparation are keys to starting the Lean Six Sigma journey on the right foot
Performance management, Post Credit CrunchChris Sheader
This is the results of my primary research for my recent MA.
Essentially I was interested in whether we needed a new perspective - from Taylorism to Systems Thinking?
Improve the perception of your organization:
Create organizational alignment with corporate strategy
Establish and communicate business goals and metrics
Understand and close barriers to execution
Corporate University Summit Presentation
May 2007
This document summarizes a presentation on implementation planning. It discusses the four stages of implementation planning: plan, diffuse, adopt and stabilize, and institutionalize. It also identifies common reasons why implementations fail such as lack of resources, communication, accountability and support. The presentation provides tools to help participants effectively plan implementations and addresses key factors like resources, communication, feedback and evaluation that drive implementation success.
Green Firm Certification: Is Your Firm Green?batshalom
The document discusses the Sustainable Performance Institute's Green Firm Certification Program. It provides an overview of the state of green building and design practices, highlights results from an industry survey showing gaps that firms need to address, and presents SPI's framework and certification process. The framework focuses on leadership, project delivery, partnering, infrastructure, and outcomes/metrics. It aims to help firms institutionalize sustainability and deliver consistently high performance.
Overview of framework and process a company can use to institutionalize sustainability and achieve consistent, high quality capability.
This is a very fast overview of content that is used in day-long workshops.
Celerant Consulting recommends a 7-point plan for GRIDS corporations to improve operational performance:
1. Embed project teams in the field to motivate local teams.
2. Establish direct links between leadership and field operations to improve understanding of performance issues.
3. Involve local managers centrally to identify problems and solutions.
4. Take a holistic view of corporate functions to address underlying issues restricting performance.
5. Develop local solutions through pilot programs and test improvements.
6. Identify and engage best practices and key stakeholders to accelerate change.
7. Embed continuous improvement approaches through training to sustain changes over time.
Presentation at Knowit Lean Experience 2012
Experience and practical examples from the Lean transformation of the product development at Volvo Penta, in particular the program set up to drive cultural change in operation.
Lean Six Sigma Deployment Robin Gates Asq Quality Progress Article Aug ...Robin Gates
The document provides guidance on successfully deploying Lean Six Sigma. It emphasizes the importance of:
1) Carefully planning the deployment by answering difficult questions about goals, leadership, and organizational fit before starting. In particular, identifying specific metrics and accountable stakeholders is critical.
2) Understanding internal customer requirements through tools like a "critical to" tree to ensure the deployment meets their needs.
3) Choosing an appropriate deployment model based on organizational factors and carefully mapping out the course of action.
4) Maintaining focus on high priority business goals to select relevant projects and keep the deployment meaningful over the long run. Proper planning and preparation are keys to starting the Lean Six Sigma journey on the right foot
Performance management, Post Credit CrunchChris Sheader
This is the results of my primary research for my recent MA.
Essentially I was interested in whether we needed a new perspective - from Taylorism to Systems Thinking?
This two-day Lean Six Sigma Yellow Belt Certification course provides an overview of Six Sigma concepts and the DMAIC process. Attendees will learn techniques to continuously improve processes and apply these skills to solve business challenges. The goal is for professionals to support improvement opportunities, document best practices, and work to ensure gains from successful projects are sustained.
The 2010 Environmental Performance Summit was held from June 28-30, 2010 in Arlington, VA. The summit focused on measuring and improving environmental performance in government agencies. It featured workshops on developing quality performance measures and integrating performance and budgeting. The keynote address discussed the status of Executive Order 13514 on meeting federal leadership requirements for environmental, energy, and economic performance. Breakout sessions provided strategies for utilizing performance measures and selecting the right measures for environmental programs.
2011 strategy conference strategy to execution - final 2Mason Holloway
This document summarizes a presentation about translating strategy into execution. It discusses how most strategies fail due to poor execution. The presentation outlines the "4 C's" of effective execution: clarify the strategy, communicate the strategy, cascade the strategy down through the organization, and confirm progress by measuring and monitoring. It provides details on each step, such as how to test and align the strategy, communicate it to different audiences, set goals and link them to capabilities and outcomes, and measure impact and monitor initiatives. Capturing the average 37% performance loss in strategy execution is also summarized.
Strategic Initiative Optimization and Strategic Relationship Optimizationarnoldconsultants
New solution consisting of processes, services and software tools for the alignment (and management) of strategic initiatives to the corporate strategies they support and provide a 360 view of status via SharePoint.
Normalizing agile and lean product development and aimRussell Pannone
The what, why, and how of agile and lean product (system-software) development and delivery is not one persons vision alone; to become reality it needs to be a "shared" vision through negotiation and compromise between individuals, the team and the organization.
The following is a set of norms for your agile and lean product (system-software) development teams to rally around and evolve.
The document announces an environmental performance summit to be held from June 28-30, 2010 in Arlington, VA. The summit will focus on measuring and improving environmental performance in government through workshops on developing quality performance measures, performance-based budgeting, and selecting the right performance measures for environmental programs. Featured speakers will discuss renewable energy contributions to environmental sustainability and innovations for utilizing performance measures. Attendees include environmental managers, specialists, researchers, and sustainability coordinators.
The document provides information about an upcoming succession planning summit to be held from June 28-30, 2010 in Arlington, VA. The summit will focus on developing effective succession plans, cultivating and retaining employees, overcoming obstacles to succession planning, and promoting a strong employer brand. It includes an agenda for the three-day event with sessions on creating results-driven succession plans, using social media to strengthen plans, retaining top talent, and developing a strong employer brand. The summit aims to help participants enhance their organizations by aligning succession plans with goals and engaging employees in the process.
This is the deck we used for a webinar presentation, along with HR.com, on how to handle and successfully manage individual and organizational transitions on the job.
The document provides information about the Succession Planning Summit 2010 conference to be held June 28-30 in Arlington, VA. The conference will focus on developing effective succession plans to strengthen organizations and enhance leadership through various economic conditions. Sessions over the three days will address creating results-driven succession plans, retaining top employees, developing strong employer brands, and identifying high potential candidates. Attendees can earn up to 15 CPE credits for the conference and workshop.
The document discusses the results of a study on the effects of a new drug on memory and cognitive function in older adults. The double-blind study involved giving either the new drug or a placebo to 100 volunteers aged 65-80 over a 6 month period. Testing showed those receiving the drug experienced statistically significant improvements in short-term memory retention and processing speed compared to the placebo group.
The document summarizes an upcoming conference on Six Sigma excellence. The three day conference will be held in Washington D.C. from July 13-15, 2010. It will provide tools and techniques for effectively managing, measuring, and sustaining Lean Six Sigma initiatives. Attendees will learn how to streamline processes, identify performance measures, garner company-wide support, and create an infrastructure for deployment. A pre-conference workshop on July 13th will provide white belt certification training.
Provide Authority
Hold people accountable for what they can control
41
Effective Training
• Training is not just a one‐time event
• Training must be ongoing and reinforced
• Training must be relevant to job duties
• Training must be understood and applied
• Assess competency and provide feedback
• Training is an investment, not a cost
"Tell me and I'll forget; show me and I may remember; involve me and I'll
understand." - Chinese Proverb
42
Empowerment
• Empower employees to identify and correct issues
• Create environment where mistakes are opportunities to learn
• Provide tools and resources to solve problems
• Recognize
The document summarizes a new book from the Reputation Institute about building alignment within organizations. It discusses alignment as balancing company interests with stakeholder demands. Getting employees aligned around strategy requires four phases - knowing the strategy, revealing support and resistance, creating an action plan, and tracking progress. A tool called the RepTrak Alignment Monitor is used to measure alignment and identify which employee groups are aligned and which need more focus. Key performance indicators are also introduced to track alignment goals over time.
Avanulo White Paper Gestalt Safety 2012mstxbusiness
The Gestalt System is Avanulo's proven approach for achieving world-class safety performance in the workplace in 90 days or less. It utilizes six powerful tactics: Universal Accountability, which holds that everyone is responsible for safety; Tenacity in demanding safety performance; Animation to motivate safety through effective means rather than traditional programs; Comportment making safe behavior an employment obligation; Knowledge providing skills and information for safe work; and Sustainability to maintain safety efforts long-term. The Gestalt System provides a holistic approach to eliminate injuries where other programs often focus on just one aspect of safety.
What is the value proposition for agile? Does agile deliver on those benefits? What do the practitioners using it say?
In 2010, I began asking Scrum experts and practitioners about their perceived value of Scrum. A common response was, "it depends on what you mean by value." When presented with examples like return on investment or internal rate of return, they often stated that they don’t use those waterfall measures. However, when asked about value being nimble, they told me I was getting warmer...
During my doctoral research in 2013-2014, I interviewed 32 Scrum and Scaled Agile Framework (SAFe) practitioners from 17 industries in Southern and Northern California and Nevada to learn about the value of Scrum to their organizations based on their experiences. The practitioners included: four business leaders, three Scrum coaches, two product owners, eight Scrum masters, three Scrum team members, and 12 other professionals. The discussion continued with attendees at AgileOpen to capture additional insights.
Dr. Dave Cornelius is an experienced business and IT professional and globally recognized lean and agile catalyst that empowers others to achieve their very best. Dave’s specialty is leading and coaching co-located and distributed teams to deliver quality innovations from concept to cash. Learn more about Dave by visiting www.Dave-Cornelius.com and follow him on twitter @DrCorneliusInfo.
The document discusses Stephen Covey's book "The 7 Habits of Highly Effective People" and provides a disclaimer and copyright notice. It contrasts a Character Ethic, which focuses on principles like integrity and patience, versus a Personality Ethic, which focuses on skills, techniques and social image to achieve instant success. The document notes that true achievement comes from integrating basic principles into one's character.
Stephen R. Covey is the founder of Covey Leadership Centre and co-chairman of Franklin-Covey Company. He has an MBA from Harvard and a doctorate from Brigham Young University. Covey is the author of the bestselling book "7 Habits of Highly Effective People" and has received several awards for his work including from Time Magazine and Toastmasters International. The document discusses the difference between leaders and managers and key qualities of leadership such as continual learning, service orientation, and having a principle-centered core.
Historisme islam (islam ditinjau dari sejarah)mas karebet
Dokumen tersebut membahas sejarah lahirnya Islam mulai dari kondisi Arab pra-Islam, lahirnya Nabi Muhammad SAW sebagai utusan Allah, masa pemerintahan Khulafaur Rasyidin dan dinasti Bani Umayyah serta Abbasiyyah setelah wafatnya Nabi, serta ajaran dan sumber ajaran Islam seperti Al-Qur'an dan As-Sunnah beserta metode ijtihad.
This two-day Lean Six Sigma Yellow Belt Certification course provides an overview of Six Sigma concepts and the DMAIC process. Attendees will learn techniques to continuously improve processes and apply these skills to solve business challenges. The goal is for professionals to support improvement opportunities, document best practices, and work to ensure gains from successful projects are sustained.
The 2010 Environmental Performance Summit was held from June 28-30, 2010 in Arlington, VA. The summit focused on measuring and improving environmental performance in government agencies. It featured workshops on developing quality performance measures and integrating performance and budgeting. The keynote address discussed the status of Executive Order 13514 on meeting federal leadership requirements for environmental, energy, and economic performance. Breakout sessions provided strategies for utilizing performance measures and selecting the right measures for environmental programs.
2011 strategy conference strategy to execution - final 2Mason Holloway
This document summarizes a presentation about translating strategy into execution. It discusses how most strategies fail due to poor execution. The presentation outlines the "4 C's" of effective execution: clarify the strategy, communicate the strategy, cascade the strategy down through the organization, and confirm progress by measuring and monitoring. It provides details on each step, such as how to test and align the strategy, communicate it to different audiences, set goals and link them to capabilities and outcomes, and measure impact and monitor initiatives. Capturing the average 37% performance loss in strategy execution is also summarized.
Strategic Initiative Optimization and Strategic Relationship Optimizationarnoldconsultants
New solution consisting of processes, services and software tools for the alignment (and management) of strategic initiatives to the corporate strategies they support and provide a 360 view of status via SharePoint.
Normalizing agile and lean product development and aimRussell Pannone
The what, why, and how of agile and lean product (system-software) development and delivery is not one persons vision alone; to become reality it needs to be a "shared" vision through negotiation and compromise between individuals, the team and the organization.
The following is a set of norms for your agile and lean product (system-software) development teams to rally around and evolve.
The document announces an environmental performance summit to be held from June 28-30, 2010 in Arlington, VA. The summit will focus on measuring and improving environmental performance in government through workshops on developing quality performance measures, performance-based budgeting, and selecting the right performance measures for environmental programs. Featured speakers will discuss renewable energy contributions to environmental sustainability and innovations for utilizing performance measures. Attendees include environmental managers, specialists, researchers, and sustainability coordinators.
The document provides information about an upcoming succession planning summit to be held from June 28-30, 2010 in Arlington, VA. The summit will focus on developing effective succession plans, cultivating and retaining employees, overcoming obstacles to succession planning, and promoting a strong employer brand. It includes an agenda for the three-day event with sessions on creating results-driven succession plans, using social media to strengthen plans, retaining top talent, and developing a strong employer brand. The summit aims to help participants enhance their organizations by aligning succession plans with goals and engaging employees in the process.
This is the deck we used for a webinar presentation, along with HR.com, on how to handle and successfully manage individual and organizational transitions on the job.
The document provides information about the Succession Planning Summit 2010 conference to be held June 28-30 in Arlington, VA. The conference will focus on developing effective succession plans to strengthen organizations and enhance leadership through various economic conditions. Sessions over the three days will address creating results-driven succession plans, retaining top employees, developing strong employer brands, and identifying high potential candidates. Attendees can earn up to 15 CPE credits for the conference and workshop.
The document discusses the results of a study on the effects of a new drug on memory and cognitive function in older adults. The double-blind study involved giving either the new drug or a placebo to 100 volunteers aged 65-80 over a 6 month period. Testing showed those receiving the drug experienced statistically significant improvements in short-term memory retention and processing speed compared to the placebo group.
The document summarizes an upcoming conference on Six Sigma excellence. The three day conference will be held in Washington D.C. from July 13-15, 2010. It will provide tools and techniques for effectively managing, measuring, and sustaining Lean Six Sigma initiatives. Attendees will learn how to streamline processes, identify performance measures, garner company-wide support, and create an infrastructure for deployment. A pre-conference workshop on July 13th will provide white belt certification training.
Provide Authority
Hold people accountable for what they can control
41
Effective Training
• Training is not just a one‐time event
• Training must be ongoing and reinforced
• Training must be relevant to job duties
• Training must be understood and applied
• Assess competency and provide feedback
• Training is an investment, not a cost
"Tell me and I'll forget; show me and I may remember; involve me and I'll
understand." - Chinese Proverb
42
Empowerment
• Empower employees to identify and correct issues
• Create environment where mistakes are opportunities to learn
• Provide tools and resources to solve problems
• Recognize
The document summarizes a new book from the Reputation Institute about building alignment within organizations. It discusses alignment as balancing company interests with stakeholder demands. Getting employees aligned around strategy requires four phases - knowing the strategy, revealing support and resistance, creating an action plan, and tracking progress. A tool called the RepTrak Alignment Monitor is used to measure alignment and identify which employee groups are aligned and which need more focus. Key performance indicators are also introduced to track alignment goals over time.
Avanulo White Paper Gestalt Safety 2012mstxbusiness
The Gestalt System is Avanulo's proven approach for achieving world-class safety performance in the workplace in 90 days or less. It utilizes six powerful tactics: Universal Accountability, which holds that everyone is responsible for safety; Tenacity in demanding safety performance; Animation to motivate safety through effective means rather than traditional programs; Comportment making safe behavior an employment obligation; Knowledge providing skills and information for safe work; and Sustainability to maintain safety efforts long-term. The Gestalt System provides a holistic approach to eliminate injuries where other programs often focus on just one aspect of safety.
What is the value proposition for agile? Does agile deliver on those benefits? What do the practitioners using it say?
In 2010, I began asking Scrum experts and practitioners about their perceived value of Scrum. A common response was, "it depends on what you mean by value." When presented with examples like return on investment or internal rate of return, they often stated that they don’t use those waterfall measures. However, when asked about value being nimble, they told me I was getting warmer...
During my doctoral research in 2013-2014, I interviewed 32 Scrum and Scaled Agile Framework (SAFe) practitioners from 17 industries in Southern and Northern California and Nevada to learn about the value of Scrum to their organizations based on their experiences. The practitioners included: four business leaders, three Scrum coaches, two product owners, eight Scrum masters, three Scrum team members, and 12 other professionals. The discussion continued with attendees at AgileOpen to capture additional insights.
Dr. Dave Cornelius is an experienced business and IT professional and globally recognized lean and agile catalyst that empowers others to achieve their very best. Dave’s specialty is leading and coaching co-located and distributed teams to deliver quality innovations from concept to cash. Learn more about Dave by visiting www.Dave-Cornelius.com and follow him on twitter @DrCorneliusInfo.
The document discusses Stephen Covey's book "The 7 Habits of Highly Effective People" and provides a disclaimer and copyright notice. It contrasts a Character Ethic, which focuses on principles like integrity and patience, versus a Personality Ethic, which focuses on skills, techniques and social image to achieve instant success. The document notes that true achievement comes from integrating basic principles into one's character.
Stephen R. Covey is the founder of Covey Leadership Centre and co-chairman of Franklin-Covey Company. He has an MBA from Harvard and a doctorate from Brigham Young University. Covey is the author of the bestselling book "7 Habits of Highly Effective People" and has received several awards for his work including from Time Magazine and Toastmasters International. The document discusses the difference between leaders and managers and key qualities of leadership such as continual learning, service orientation, and having a principle-centered core.
Historisme islam (islam ditinjau dari sejarah)mas karebet
Dokumen tersebut membahas sejarah lahirnya Islam mulai dari kondisi Arab pra-Islam, lahirnya Nabi Muhammad SAW sebagai utusan Allah, masa pemerintahan Khulafaur Rasyidin dan dinasti Bani Umayyah serta Abbasiyyah setelah wafatnya Nabi, serta ajaran dan sumber ajaran Islam seperti Al-Qur'an dan As-Sunnah beserta metode ijtihad.
Dokumen tersebut membahas tentang kondisi masyarakat Islam pasca wafatnya Nabi Muhammad saw dan sistem pemilihan khalifah. Abu Bakar terpilih sebagai khalifah pertama melalui musyawarah. Keempat khalifah yang menyusul mewariskan berbagai pencapaian seperti penyebaran Islam, pembangunan imperium, dan berbagai interpretasi hukum Islam berdasarkan al-Quran dan sunnah.
The document outlines the goals and processes of a transformation team. The team aims to (1) communicate their views to obtain buy-in from the CEO, (2) address the lack of clarity and focus in achieving the end state vision, and (3) create a high-performance team that delivers results and achieves the vision. Key roles on the team include game changers, motivators, and drivers who will coordinate efforts, integrate feedback, and manage stakeholders. The team's processes include change management, feedback collection, and communication through updates, town halls and stakeholder presentations.
The document summarizes a session on Real Time Strategic Change (RTSC). It provides an overview of RTSC principles and areas of work. It then discusses a case study where RTSC was applied to a social services organization undergoing a change initiative. Key aspects of scoping possibilities, developing leadership, and creating organizational congruence were discussed as they related to the case.
IABC Colorado Measurement Workshop March 2009tudorwilliams
Four hour workshop consisting of three modules
1. preparing a measurable communication plan
2. Designing measurement strategies for communication
3. Measuring outputs and outcomes of social media
The Balanced Scorecard is a strategic planning and management system used to translate an organization's mission and strategy into a comprehensive set of performance measures. It provides top-level managers with a fast but comprehensive view of the organization from four important perspectives: financial, customer, internal business processes, and learning and growth. The document outlines the key components of a Balanced Scorecard including objectives, measures, initiatives and cause-and-effect linkages across the four perspectives. It also discusses how to cascade the Balanced Scorecard throughout an organization.
This document discusses key concepts in food and beverage management. It defines management as the process of planning, organizing, coordinating, staffing, directing, controlling, and evaluating. The management process aims to achieve organizational objectives through allocating resources and solving problems. Several management tasks are also outlined, including defining goals and objectives, developing action plans, organizing work assignments, effective communication, delegation, scheduling, recruiting and hiring, measuring performance, and assessing training programs. Daily activities for managers are listed such as developing budgets, addressing problems, coordinating special events, revising job descriptions, supervising employees, controlling costs, and conducting performance reviews. Managers must work with both primary and secondary groups to provide hospitality to guests.
The document discusses leadership development and the LMI Total Leader program. It provides an overview of LMI's vision, mission and purpose to develop leaders and organizations to their full potential. It then summarizes LMI's offering which includes a needs assessment, aligning goals, selecting the best development plan, implementing it, and measuring results. Finally, it outlines the Total Leader solution and its four key elements: personal productivity, personal leadership, strategic leadership, and motivational leadership.
Tangible provides executive coaching services to help clients achieve their goals and realize their full potential. Their methodology focuses on moving clients from intention to impact through a 5-phase process of initiating goals, mapping a path, practicing adjustments, catalyzing change, and transforming outcomes. They work with individuals and teams across various industries to improve leadership, performance, and organizational success.
Planning is an essential function for all organizations that involves determining objectives, strategies, and policies to achieve goals. It bridges the present to the future by making predictions and outlining steps for accomplishing targets. Effective planning is continuous, collaborative, and adaptable to changing conditions. Key elements include defining objectives, developing alternative strategies, evaluating options, selecting plans, implementing actions, and following up on results. Objectives should be clear, measurable, and support each other. Strategies are devised at corporate, business unit, and functional levels. Standing plans like policies, procedures, rules standardize repetitive tasks. Together, planning and controlling help organizations work towards continuous improvement.
The document discusses a company called McKinney Rogers and their focus on business execution. They have a business execution model and Mission Leadership solution that helps companies align their organizations, set strategic direction, and measure performance to achieve sustainable results. McKinney Rogers claims to have no competitors in their space of helping companies translate their strategies into focused actions to deliver business results.
This document discusses common pitfalls that process improvement initiatives often face. It begins by noting that while process improvements initially generate excitement and progress, they frequently fail to create lasting change as motivation wanes over time. The document then outlines three key drivers of process improvement initiatives - purpose, process, and people - and examines common pitfalls within each area. These include a lack of leadership support, unrealistic expectations, not involving the right stakeholders, and poor change management. The document stresses that understanding potential pitfalls can help recovery efforts and recommends preventative strategies like clear communication, addressing employee concerns, and linking goals to business strategies to help ensure process improvement initiatives succeed.
The document outlines a consulting firm called Contemporary LnOD Consulting & Coaching (CCC) that aims to help organizations improve learning and development. It discusses establishing a center of excellence to enhance growth, define learning processes, assess leadership gaps, and create individual development plans. The firm promotes adopting contemporary learning methodologies like e-learning and mobile learning to meet business goals. It also emphasizes assisting leadership teams to create a culture of trust, collaboration, and achieving common organizational objectives through customized curriculum and talent development initiatives.
Overview of Strategy Execution Management - Vision without Execution - The Ha...Tom Willingham
Welcome to an Overview of Strategy Execution Management and the KeyneLink Process. We’ve spent over a decade working with our Partners at KeyneInsight to understand what it takes to build an organization that consistently executes its Strategy year-after-year.
Unfortunately, the odds are stacked against most organizations. We’ve found that:
1. Every organization has an “execution management system” but doesn’t know what it is.
2. People who’ve never had to be accountable for results are scared of the thought.
3. Many individuals value the status quo of being left alone and not challenged.
4. Most businesses would disagree when challenged about their Execution...it’s like challenging whether or not they have “Integrity”.
There are two types of activities found in organizations:
1. Activities that move an organization forward
2. Day-to-Day activities of running the business
Without a system in place, the Day-to-Day activities take priority and consume employee’s time.
Your organization may or may not be ready to improve its Execution and establish Strategy Execution Management as a core competency, but this topic needs to be on your radar. So enjoy the education being shared with you today.
The Business Execution Gap
Companies execute their strategy in fits and starts, and few companies are
good at aligning their current activities to their long term strategic priorities
- 90% of strategies fail due to poor execution (HBR):
• Only 27% of employees have access to their company strategic plan.
•Only 5% of employees understand their company strategy.
• 92% of organizations do not measure Key Performance Indicators
Agile2011 - What do we supposed to do with these managers now?skipangel
This document discusses the role of managers in agile organizations and options for how managers can adapt to agile ways of working. It suggests that managers transition from being directive leaders to being catalyst leaders who facilitate teams and create collaborative environments. Some ways managers can support teams mentioned are by reducing dependencies between teams, reducing technical and other debts, minimizing waste, and investing in learning. The document also notes that for agile to be successful, the entire organization needs to understand strategy, have a learning culture instead of a culture of fear, and optimize outcomes for the whole system rather than individual parts. It acknowledges that agile cannot address all challenges and is a significant organizational change and journey rather than a destination. Strong leadership is needed to make the
A brief presentation about Annual Performance Management. Performance Appraisal cycle, how to set objective, how to give constructive feedback, and finally feedback Dos and Don'ts
Managing Large-Scale Agile Transformations - Experiences At Yahoo!Tathagat Varma
Yahoo aims to keep users connected through personalized experiences across devices. This creates value for advertisers by connecting them with engaged audiences. Yahoo began embracing agile in 2004 through grassroots efforts and has experimented with various approaches over 8 years. The Agile and Scrum Adoption Program focuses on facilitating agile adoption across Yahoo in a framework-agnostic, results-oriented way. Key to scaling agile at Yahoo has been establishing credibility by solving problems rather than making promises, creating "beachheads" of success, and showing real results. Metrics are used strategically to measure effectiveness, efficiency, adoption, and readiness over time. The ultimate goal is for agile practices to become self-sustaining based on results
Founded in 1966, GP Strategies is one of the few truly global performance improvement companies in the market. Serving more than 16 diverse industries, GP Strategies is a leader in sales and technical training, eLearning solutions, and management consulting.
Our services, solutions, and technologies empower organisations to perform above their potential. To do this, we partner closely with clients to develop diverse, comprehensive services based on a commitment to sustainable performance improvement.
The document presents the Agile Transition Framework, a structured approach for introducing Agile methods in organizations. It discusses the need for change from traditional approaches that are no longer effective. The framework consists of 4 sequential steps - Orientation, Intervention, Expansion, and Normalization - that individual teams and organizations go through when transitioning to Agile. Key aspects of the framework include developing skills and guidelines, setting up teams, training, coaching, and establishing processes to make the transition stick. Transitioning successfully requires balancing top-down and bottom-up approaches over time as organizations evolve.
Tathagat Varma presented on implementing an unbalanced scorecard at Yahoo. He discussed Yahoo's journey in developing strategic goals and key performance indicators across product and support groups from 2010-2012. Some challenges included unbalancing the scorecard, setting vertical vs horizontal goals, organizational changes, and ensuring effective execution and review. Learnings included the need for flexibility, leadership's critical role, and the importance of constant realignment and double-loop learning to coordination strategic initiatives.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....Lacey Max
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...Aleksey Savkin
The Strategy Implementation System offers a structured approach to translating stakeholder needs into actionable strategies using high-level and low-level scorecards. It involves stakeholder analysis, strategy decomposition, adoption of strategic frameworks like Balanced Scorecard or OKR, and alignment of goals, initiatives, and KPIs.
Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
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B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
1. Measure for Measure
Innovative Execution Measures to
Improve Business Results
Presented By:
Rosanna D’Orazio – Franklin Covey
Christine Troianello – Avaya
NJOD Annual Sharing Day
May 3, 2007
2. What Causes Strategy Failures?
The execution gap is the great
unaddressed issue in the business
world today
—Larry Bossidy & Ram Charan,
Execution: The Discipline of Getting Things Done
3. Does Execution Matter?
Companies with Strong Alignment Return 4 Times More to
Shareholders
25%
20%
15%
Total Return to
10% Shareholders
1999-2001
5%
0%
Weak Strong
Alignment Alignment
Source: Watson Wyatt study of 12,750 US Workers in 2002
4. Barriers to Execution
Clarity Do people know what’s most
important?
Commitment Have they embraced the organization’s
most critical goals?
Translation to Action Do they know what they must do to achieve
the goals?
Does the organization make it easy for
Enabling workers to achieve the goals?
Is the organization working effectively
Synergy
together to achieve goals?
Accountability Is everyone accountable to their peers to
achieve the goals?
5. Execution Happens on 3 Levels
Individual goal clarity
Engagement/commitment
Individual Personal planning discipline
Responsibility for results
Time spent on key priorities
Success measures
Team planning
Team Communications
Trust
Accountability
Focus on key priorities
Purpose & Strategy
Line of sight to goals
Organization Collaboration
Values
Systems
Leadership