It’s not particularly helpful to discuss leadership in the abstract. We’re going to expect you to apply it directly to your personal leadership challenges. The Applied Influence session is an opportunity for you to tap into the wisdom of your peers to help you craft an influence strategy to improve your leadership effectiveness. Come prepared with some of your career and leadership challenges and we'll work as a group to help you address them.
Our future success is in the hands of our leaders. They will be the ones to notice and remove roadblocks, mentor employees and foresee future opportunities. They will be the ones to tackle the seemingly unsolvable problems of the future. Are they ready?
It’s not particularly helpful to discuss leadership in the abstract. We’re going to expect you to apply it directly to your personal leadership challenges. The Applied Influence session is an opportunity for you to tap into the wisdom of your peers to help you craft an influence strategy to improve your leadership effectiveness. Come prepared with some of your career and leadership challenges and we'll work as a group to help you address them.
Our future success is in the hands of our leaders. They will be the ones to notice and remove roadblocks, mentor employees and foresee future opportunities. They will be the ones to tackle the seemingly unsolvable problems of the future. Are they ready?
MB Types In Action - Group 1 (Fall 2017)Paul Nguyen
This semester, I am taking UGBA 155 - Leadership. Throughout the semester, we learned so many interesting concepts about leadership such as thinking from right to left, adaptive problems vs technical problems, creating a vision, and so much more.
For our final project, my group and I wanted to focus on two concepts we learned in class: Myers-Briggs Types and leading by two. We wanted to see the pros and cons of leading by two pairings with the complete opposite, the exact same, and a mix of Myers-Briggs types. To observe the pros and cons of different leading by two pairings, each pair would compete to raise money for Undocufund, an organization that directly helps undocumented folks that were affected by the fires in Sonoma.
We have compiled our results into a presentation and we wanted to share it with you. We hope you can use this data for your organization's future fundraisers and learn more about how to best lead with your leading by two team.
@danmulhern #Haas155Leads
Service learning: Domestic Violence Intervention Programclaudiataylor_pr
I was apart of a team that organized a donation drive for the Domestic Violence Intervention Program as a service learning project for my Organizational Communication course. We gave a presentation to our classmates and instructor to reflect on our experience.
Learning Objective: Examine the role of sports in teaching lessons on diversity
Sports can be the ultimate teacher of life’s lessons. Sports bring people together from various backgrounds, regions, and financial levels, and this is nowhere more prevalent than at high school and college athletics and even top sporting events like the Super Bowl, the World Series, the World Cup, or the Olympics. During these times, a culturally diverse community is created where people are free to share their culture with other people. In this microcosm of society, participation in sports can teach us volumes about diversity and the way we respond to it. Sports are learning laboratories where we can discover a setting to learn about each other’s values and bridge social divisions.
At the end of this seminar, participants will be able to:
a. Understand the role that participation in sports teaches about the human spirit, cultural differences, and teamwork.
b. Address the stereotypes of cultural differences and successful teamwork.
c. Use sport analogies to build camaraderie and structure teams.
d. Help teams focus on what they have in common and put aside individual differences.
e. Apply lessons learned from sport teams’ working dynamics to everyday situations.
https://bloomerang.co/webinars-events/
As a nonprofit leader, you’ve been told for so long that you must scrape by, are not worthy of real investment, and deserve only the leftovers – of money, of people, of time. It’s no wonder that a scarcity mindset – a fundamental belief that there is not enough – pervades the nonprofit and philanthropic sector. And it holds back your critical social change work.
But the truth is that there is more than enough.
There is synergy of energy, commitment and excitement that participants bring to a mastermind group. My facilitated groups offer a combination of masterminding, peer brainstorming, education, accountability and support in a group setting to sharpen your business and personal skills. By bringing fresh ideas and a different perspective, my masterminds can help you achieve success.
— @mikelsteadman
Groups are one of the most powerful systems in the world. Which ones you belong to dictates many aspects of our lives and the online groups such as Facebook and LinkedIn are no different.
Hello, friends nice to meet you. I'm presenting the Quotes. Friends today I'm coming with Teamwork Quotes. Friends when the difficult work came, that work solved by the team not only by one or two persons. Friends once check this page top to bottom you will inspire by these Quotes. I think I hope you like it. If you like it then share with your friends.
Presentation slides from GetSET team building. GetSET is a 2-year nonprofit capacity building process for health and human services agencies in the greater Buffalo Niagara Region of New York State.
How teams work do's and don'ts for dealing with resistance to your team projectMike Cardus
Working on teams you will deal with resistance. What To Do When Stakeholders Resist Your Project … And What Not To Do. The checklist provides guidance on how to effectively deal with resistant behavior … and what not to do.
SCORE (Strengths, Challenges, Opportunities, Responses, Effectiveness) is a more versatile alternative to the commonly-used SWOT strategy-assessment framework
MB Types In Action - Group 1 (Fall 2017)Paul Nguyen
This semester, I am taking UGBA 155 - Leadership. Throughout the semester, we learned so many interesting concepts about leadership such as thinking from right to left, adaptive problems vs technical problems, creating a vision, and so much more.
For our final project, my group and I wanted to focus on two concepts we learned in class: Myers-Briggs Types and leading by two. We wanted to see the pros and cons of leading by two pairings with the complete opposite, the exact same, and a mix of Myers-Briggs types. To observe the pros and cons of different leading by two pairings, each pair would compete to raise money for Undocufund, an organization that directly helps undocumented folks that were affected by the fires in Sonoma.
We have compiled our results into a presentation and we wanted to share it with you. We hope you can use this data for your organization's future fundraisers and learn more about how to best lead with your leading by two team.
@danmulhern #Haas155Leads
Service learning: Domestic Violence Intervention Programclaudiataylor_pr
I was apart of a team that organized a donation drive for the Domestic Violence Intervention Program as a service learning project for my Organizational Communication course. We gave a presentation to our classmates and instructor to reflect on our experience.
Learning Objective: Examine the role of sports in teaching lessons on diversity
Sports can be the ultimate teacher of life’s lessons. Sports bring people together from various backgrounds, regions, and financial levels, and this is nowhere more prevalent than at high school and college athletics and even top sporting events like the Super Bowl, the World Series, the World Cup, or the Olympics. During these times, a culturally diverse community is created where people are free to share their culture with other people. In this microcosm of society, participation in sports can teach us volumes about diversity and the way we respond to it. Sports are learning laboratories where we can discover a setting to learn about each other’s values and bridge social divisions.
At the end of this seminar, participants will be able to:
a. Understand the role that participation in sports teaches about the human spirit, cultural differences, and teamwork.
b. Address the stereotypes of cultural differences and successful teamwork.
c. Use sport analogies to build camaraderie and structure teams.
d. Help teams focus on what they have in common and put aside individual differences.
e. Apply lessons learned from sport teams’ working dynamics to everyday situations.
https://bloomerang.co/webinars-events/
As a nonprofit leader, you’ve been told for so long that you must scrape by, are not worthy of real investment, and deserve only the leftovers – of money, of people, of time. It’s no wonder that a scarcity mindset – a fundamental belief that there is not enough – pervades the nonprofit and philanthropic sector. And it holds back your critical social change work.
But the truth is that there is more than enough.
There is synergy of energy, commitment and excitement that participants bring to a mastermind group. My facilitated groups offer a combination of masterminding, peer brainstorming, education, accountability and support in a group setting to sharpen your business and personal skills. By bringing fresh ideas and a different perspective, my masterminds can help you achieve success.
— @mikelsteadman
Groups are one of the most powerful systems in the world. Which ones you belong to dictates many aspects of our lives and the online groups such as Facebook and LinkedIn are no different.
Hello, friends nice to meet you. I'm presenting the Quotes. Friends today I'm coming with Teamwork Quotes. Friends when the difficult work came, that work solved by the team not only by one or two persons. Friends once check this page top to bottom you will inspire by these Quotes. I think I hope you like it. If you like it then share with your friends.
Presentation slides from GetSET team building. GetSET is a 2-year nonprofit capacity building process for health and human services agencies in the greater Buffalo Niagara Region of New York State.
How teams work do's and don'ts for dealing with resistance to your team projectMike Cardus
Working on teams you will deal with resistance. What To Do When Stakeholders Resist Your Project … And What Not To Do. The checklist provides guidance on how to effectively deal with resistant behavior … and what not to do.
SCORE (Strengths, Challenges, Opportunities, Responses, Effectiveness) is a more versatile alternative to the commonly-used SWOT strategy-assessment framework
www.create-learning.com
Dimension Time Cost Operator (DTC) – A TRIZ tool for for seeing problems differently exploring ideas of extremes in size, time and cost. The DTC Operator can work to release Psychological Inertia.
Post-agile approaches - agile for the real world and how to avoid agile failureYuval Yeret
A session for an ILTAM forum in Israel - Agile is really great. Can it fail? Are failures due to mismatch of practices? principles? Only implementation details?
We will look at the strengths weaknesses opportunities threats related to the major agile frameworks as well as common failure modes and what to do about them
(the actual session includes case studies from audience and agilesparks experience)
Addressing Diversity in Mentoring Relationships - Leadership Alliance - Steve...Steve Lee
This workshop, "Addressing Diversity in Mentoring Relationships through Case Studies", was provided for the Leadership Alliance Faculty Retreat on Mentoring Diverse Scholars at Hunter College on April 29, 2016.
Leadership & People-Are you the Problem or SolutionJamie Balkin
What is your organizations leadership style? Control or Support Does your organization define the type of leadership it wants? What does Leadership look like in action and how can it impact your organization and people?
This session will share how:
• Defining a purpose for an organization,
• Knowing your team and caring about what they care about,
• Utilizing people’s strengths and what they are passionate about,
• Defining leadership characteristics and
• creating a cohesive team drives an organization to success.
It will share how empowering multi-generations with leadership skills allow your organization to do more with less by creating an environment where staff are empowered to make the decisions necessary for your organization to thrive.
The discussion will share examples of how leadership of our 70-year old firm has evolved. The journey we have been on to prepare us for the future and the success we are enjoying from making these shifts in our culture.
It will touch on how creating an environment where Employee Leadership & Development aids with hiring and retaining the staff needed to succeed. It will help you understand:
• How you select people with potential?
• How you bring leadership out of people?
• How you train for leadership?
• What are some ways to help an employee develop into a leader?
Decision making and planning during complexity and uncertaintyMike Cardus
Decision making and planning during complexity and uncertainty.
From a recent meeting, I facilitated on how to make progress on a complex (unknown and not-experienced before) challenge that the company was facing.
Includes the questions that each team member answered and the planning and progress steps document we completed to make sense, make creat a better understanding of the complexity.
Focusing on problems makes you an expert in what’s wrong. To become an expert in what’s right, you must be able to guide others toward progress. Join us and Mike Cardus, an organizational development expert and facilitator for our Executive Exchange program, for this interactive workshop. Find out how the solution-focused SOLVED coaching method will help you draw on the individual talents and abilities of your team members and find ways to develop a team sustainably and systematically.
You’ll learn:
1. A research-based process to coach yourself and make progress through complex challenges
2. Strategies and tools for improving the performance of any team
3. An innovative, proven approach to managing complexity and change in teams
4. A coaching model that can be applied to organizations, teams, and individuals
5. How these methods have been applied in leading organizations across the world, including banks, military, manufacturing, retail, law enforcement, non-profit, and small businesses
Complexity and Quality: Using the most appropriate problem-solving process Mike Cardus
Complexity and Quality: Using the most appropriate problem-solving process. Effective leaders understand that problem solving is not a "one-size-fits-all" process. They know that their actions depend on the situation, and they make better decisions by adapting their approach to changing circumstances.
How do you know which approach you should use in a particular situation?
Organization Development by Mike Cardus Impact StoryMike Cardus
Mike Cardus sharing with the Organization Development Network of Western New York. Learning about capacity building, developing value propositions using data, and how leadership creates the organizational structure for progress.
How Teams Work Recognizing Resistance to Team WorkMike Cardus
What to Do When You’re Not Getting Cooperation.
The success of your team goal and team work depends in good part on cooperation from the people on your team and people across the larger organization.
So what do you do when you can’t get cooperation, when people resist?
www.create-learning.com
Getting buy-in on your team project and task from those who you do not directly manage can prove challenging.
Here are 5 areas to check your data against for persuasiveness.
Within work, in order to complete your tasks, you have to depend upon many people whom you do not have direct authority over to supply you with information needed to complete your work on time, in budget and quality specifications.
How Teams Work Teamwork Through Consensus or CompromisingMike Cardus
Consensus and Compromise
Many misconceptions haunt both consensus and compromise; it is not a tool in total agreement among the team, nor is it a type of voting.
Both are a decision making method where all parties involved have input on the decision to be made and whatever agreement is reached will not be sabotaged by the team.
How Teams Work team based conflict management approachesMike Cardus
Three ways to handle project team conflict, and when each works best
Following good conflict-management procedures can have a highly positive effect on your project:
- You’ll be able to reduce the disruptive effects of interpersonal conflict, making members willing to participate on the team.
- At the same time, you’ll allow the task-related conflict that comes from productive differences of opinion – differences that can help you come up with better solutions.
How Teams Work Making Team Decisions Through Consensus Mike Cardus
Team Decision Making.
Managing & working on teams the procedures being used must be known, shared and understood.
What are often seen as ‘personality conflicts’ are usually just people with unknown work procedures.
Helping teams work. Team meetings making them good enough to get work doneMike Cardus
Following good meeting management procedures can have a highly positive effect:
People will be more willing to attend meetings that run smoothly.
The team will feel a sense of accomplishment that increases commitment and willingness to do the work.
Mike Cardus' How Teams Work - Biggest Team Leader Meeting Mistake Mike Cardus
Team Leaders’ Biggest Team Meeting Mistakes
Give members the chance to get to know one another, build trust, voice expectations and goals, establish credentials, discuss desired roles, raise concerns, etc…
This approach is viewed by some as waste of time instead of a necessary step in creating high performance.
When teams have problems later, everyone gets frustrated and things come to a halt.
Leveraging Diversity to Find What Works and Amplify Mike Cardus
Academic & pragmatic ways to gather a wide variety of ideas, then create ways to implement the ideas. They are trying to shift the default mode of problem solving away from people who are senior or tenured within the organization.
Creating and Sustaining Skeptical TeamsMike Cardus
Workshop slides from Center for Inquiry Leadership Conference. How can you create & sustain teams of skeptical people that are able to keep their diverse knowledge and expertise while avoiding group think and spinning into an asphyxiating death spiral?
Seeing Problems Differently Results in Different Solutions - Innovation Tool ...Mike Cardus
Seeing Problems Differently Results in Different Solutions
DTC Operator is one of my favorites for working with teams that feel stuck or just cannot move out of their own way to explore the system and problem from a different perspective. It allows people to work in extremes and through those extremes they see possibilities that felt silly or just wrong before.
Outcomes from Seeing Problems Differently Results in Different Solutions
- Understanding and various uses of DTC Operator.
- Use of DTC Operator to find inventive solutions to challenges.
www.Create-Learning.com
Broadening Assumptions to Find a Better Way - Innovation Tools Current Method...Mike Cardus
Every company, team and person has established patters of What, Where, When, Who and How something gets done. It ranges from simple things like arriving at work and when we take a break to complex things like employee onboarding and hiring practices. Taking time as a team to challenge existing presumptions and work to create small steps, can break inertia (stuckness) in how your project team operates, while creating a shared understanding of why we are here and how we can improve things.
www.create-learning.com
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
2. Our Mission
To strengthen regional leadership.
Our Vision
We are the premier leadership resource for our region.
Our Core Values
- Visionary Leadership - Excellence
- Regional Partnerships - Societal Responsibility
- Diversity and Inclusion - Lifelong Learning
Mike Cardus
3. Objectives:
1. Closing of Leadership Niagara Class of 2016
2. Processing and application of what was
learned? How does that learning matter? How
did I, or can I, apply what was learned?
3. How can LN continue support LN’16 Leadership
Community?
4. Connect personal learning and appreciation to
other people within LN’16 __
Mike Cardus
5. 1.Significant learning experience? How
did it happen? What motivated you?
2.Significant behavior change? How did it
happen? What motivated you?
3.From both responses what makes you
proud of your accomplishments?
Mike Cardus
6. How do adults learn?
Adult education is concerned not with preparing
people for life, but rather with helping people to
live more successfully. Thus if there is to be an
overarching function of the adult education
enterprise, it is to assist adults to increase
competence, or negotiate transitions, in their
social roles (worker, parent, retiree etc.), to help
them gain greater fulfilment in their personal
lives, and to assist them in solving personal and
community problems.
(Darkenwald and Merriam 1982: 9)
Mike Cardus
35. Mike L Ken D Drew C Jenn S Carissa L Claire S Chris S Jillian C Melissa G
Diedre R Emily M Ameet B Scott B Matt D Kayel S Kristin M Steve B Julia S
Rob R Tracy D Wendy S Lisa S Aaron C Scott D Melissa L Ang B Carole M
Julie B John C
Kathleen
H Len T Mike G Andrea C Camille L Sheila K Nick G
Andrea K Jeff W Kory S Lisa H Ezra S Sara C Kevin K Melanie D Tom M
Carolyn R Roscoe N Brian R
Mike Cardus
36. Distinctive
What has stood out to you as
distinctive this year? What
made your experience
special, unique, different than
other leadership processes
Working Well
What did we do that worked
well? Meaning it does not
require much change or
improvement
Improvements
What does better look like for
other classes? How can we
improve this process for
future LN leaders
What impacts did LN have on you?
Through LN’16 a behavior I choose to create or add is …
Through LN’16 a behavior I choose to preserve or enhance is …
Through LN’16 a behavior I choose to eliminate is …
Through LN’16 a behavior I choose to accept is …Mike Cardus
38. What impacts did LN have on you?
Through LN’16 a behavior I choose to create or add is …
Through LN’16 a behavior I choose to preserve or enhance is …
Through LN’16 a behavior I choose to eliminate is …
Through LN’16 a behavior I choose to accept is …
Mike Cardus
39. 6 Personal Leadership Questions
to Ask Everyday
1.Did I do my best to set clear goals?
2.Did I do my best to make progress towards
goal achievement?
3.Did I do my best to find meaning?
4.Did I do my best to be happy?
5.Did I do my best to build positive
relationships?
6.Did I do my best to be fully engaged?
Mike Cardus
41. Mike L Ken D Drew C Jenn S Carissa L Claire S Chris S Jillian C
Diedre R Emily M Ameet B Scott B Matt D Kayel S Kristin M Steve B
Rob R Tracy D Wendy S Lisa S Aaron C Scott D Melissa L Ang B
Julie B
John C
Julia S Kathleen
H
Len T
Brian R
Mike G
Carole M
Andrea C
Nick G
Camille L
Sara C
Sheila K
Tom M
Andrea K
Melissa G
Jeff W Kory S Lisa H Ezra S Kevin K Melanie D
Carolyn R Roscoe N
HOOPDOM! TEAMS!
Mike Cardus
42. Leadership Coaching and Development
1.People share their leadership
development plan
2.Team coach each leader on how to best
achieve and keep the person
accountable to their plan
3.Team develops a process for updating
LN and the class of progress
Mike Cardus
43. LEADERSHIP DEVELOPMENT PLAN
Person Person’s name
Questions Questions you have about their LDP
Impressed by List what impresses you about that person and their LDP
Concerned
about
List what concerns you about the LDP
Follow up
process
Identify how the person would like to be held accountable for progress on
their LDP
Mike Cardus
46. Leadership Development Is Not About You … It is about
the organization and those you support and support you.
Most of what is written about leadership development is
very introspective.
Focusing on the individual.
Trying to create the Übermensch through excessive self-
discovery, assessments, journaling, therapy, emotional
intelligence, etc.…
Believing that if you can just know more about yourself
you will become a mindful leader that others will openly
follow.
Unfortunately, knowing yourself is half the battle
Mike Cardus
50. Leadership is contextual =
you need to understand the context
you are being asked to exercise
leadership accountability within and
what clues or tools will allow you to
best lead.
Mike Cardus
51. My solution will not work for you =
while many people have a close
enough answer to leadership
challenges. You need to frame the
problem within your context and
determine what capacity, skills and
resources you have (or know) can
make progress.
Mike Cardus
52. The current environment is enough =
where you are and what you know
right now is sufficient. When
challenged to make a leadership
decision the more you understand
the current environment and ask
people to show you what is
happening, the better you can lead.
Mike Cardus
53. When something works take notice=
leadership is creating awareness of
the minute details and how those
things happen. When something
happens that the team would like to
have happen more take notice, figure
out with the team what happened
and design an experiment to repeat
what worked.
Mike Cardus
54. The team will grow or wither based
on the organizational system and
your capacity =
your accountability as a leader is to
add value to the decision-making and
problem-solving of the team and to
supply resources to complete the
work.
Mike Cardus
55. You will be wrong > 50% of the time.
When you are wrong admit it =
nobody believes that leaders need to
be superheroes. When you are
wrong, make a bad decision, offend
somebody, and fail to understand the
environment tell the team, apologize
and bring the team together to
develop the next small experiment.
Mike Cardus
56. As a leader finding solutions and making
progress is not the absence of problems.
Leadership is looking for what is
happening when the problem is absent.
Mike Cardus
58. Mike L Ken D Drew C Jenn S Carissa L Claire S Chris S Jillian C Melissa G
Diedre R Emily M Ameet B Scott B Matt D Kayel S Kristin M Steve B Julia S
Rob R Tracy D Wendy S Lisa S Aaron C Scott D Melissa L Ang B Carole M
Julie B John C
Kathleen
H Len T Mike G Andrea C Camille L Sheila K Nick G
Andrea K Jeff W Kory S Lisa H Ezra S Sara C Kevin K Melanie D Tom M
Carolyn R Roscoe N Brian R
Strength Envelopes
Mike Cardus
59. Our Mission
To strengthen regional leadership.
Our Vision
We are the premier leadership resource for our region.
Our Core Values
- Visionary Leadership - Excellence
- Regional Partnerships - Societal Responsibility
- Diversity and Inclusion - Lifelong Learning
Mike Cardus