Prioritizing your IT work--take care of the "Big Rocks" first, and the pebbles and sand will take care of themselves. Thanks to Stephen Covey for the concept.
Overview
To thrive in an environment that’s filled with constant change, it’s important to understand how to harness human response to support a sustainable future. Proactively managing organizational change results in a corporate culture that is optimistic—fueled by empowered leadership and employees who feel valued and secure. Helping individuals and teams to recognize the predictable path of transitioning through change can foster innovation and improve business agility.
What You Will Learn
• Understand how the human brain responds to change
• Learn five different ways to reduce threat and increase resilience
• Identify a predictable path of responding to change
• How to lead teams from resistance to performance
Training Slide Deck
Tips on Difficult Conversations
-What to think about when preparing for difficult conversations
-Things to remember during difficult conversations
- Top 6 mistakes that can turn difficult conversations into disasters.
This document discusses how change is inevitable but we can control our attitude towards it. It identifies four typical responses to change - deny, resist/react, explore, and commit. While denying or resisting change tends to involve negative feelings, exploring possibilities and committing to change with focus and cooperation allows one to see opportunities during times of change. The document encourages developing a willingness to learn and accepting that having the right attitude is important for dealing with change.
This document provides a summary of Stephen Covey's book "The 7 Habits of Highly Effective People". It discusses two main philosophies on success - the Personality Ethic and the Character Ethic. The Personality Ethic attributes success to traits and skills, while the Character Ethic sees it as stemming from principles like integrity, courage and justice.
The document then summarizes each of the 7 Habits that move people through stages of dependence, independence and interdependence. Habit 1 is to be proactive by choosing your response to things rather than reacting explosively. Habit 2 is to begin with the end in mind by envisioning the person you want to become. Habit 3 is to put
The document discusses time management and provides tips for improving it. It emphasizes the importance of balancing life aspects like family, work, health and personal goals. It recommends writing down goals and breaking them into tasks, creating a daily to-do list with priorities, and reviewing the list daily to track progress. Common time wasters like interruptions and procrastination should be minimized. Practicing time management techniques like task lists for a few months can help make it a habit for achieving more in life.
2017 Convene Canada AHP conference presentation on leadership. Some say that leaders make or break organizations and I say, having an organizational leader with a growth mindset is absolutely key to thriving in today's competitive environment.
Explore:
The difference between “important” and “urgent”, and how to deal with each
The “time stealers” – what they are and how to avoid them
What is “quality time” and how you can create it
Dealing with the e-mail mountain – the 4 Ds
Overview
To thrive in an environment that’s filled with constant change, it’s important to understand how to harness human response to support a sustainable future. Proactively managing organizational change results in a corporate culture that is optimistic—fueled by empowered leadership and employees who feel valued and secure. Helping individuals and teams to recognize the predictable path of transitioning through change can foster innovation and improve business agility.
What You Will Learn
• Understand how the human brain responds to change
• Learn five different ways to reduce threat and increase resilience
• Identify a predictable path of responding to change
• How to lead teams from resistance to performance
Training Slide Deck
Tips on Difficult Conversations
-What to think about when preparing for difficult conversations
-Things to remember during difficult conversations
- Top 6 mistakes that can turn difficult conversations into disasters.
This document discusses how change is inevitable but we can control our attitude towards it. It identifies four typical responses to change - deny, resist/react, explore, and commit. While denying or resisting change tends to involve negative feelings, exploring possibilities and committing to change with focus and cooperation allows one to see opportunities during times of change. The document encourages developing a willingness to learn and accepting that having the right attitude is important for dealing with change.
This document provides a summary of Stephen Covey's book "The 7 Habits of Highly Effective People". It discusses two main philosophies on success - the Personality Ethic and the Character Ethic. The Personality Ethic attributes success to traits and skills, while the Character Ethic sees it as stemming from principles like integrity, courage and justice.
The document then summarizes each of the 7 Habits that move people through stages of dependence, independence and interdependence. Habit 1 is to be proactive by choosing your response to things rather than reacting explosively. Habit 2 is to begin with the end in mind by envisioning the person you want to become. Habit 3 is to put
The document discusses time management and provides tips for improving it. It emphasizes the importance of balancing life aspects like family, work, health and personal goals. It recommends writing down goals and breaking them into tasks, creating a daily to-do list with priorities, and reviewing the list daily to track progress. Common time wasters like interruptions and procrastination should be minimized. Practicing time management techniques like task lists for a few months can help make it a habit for achieving more in life.
2017 Convene Canada AHP conference presentation on leadership. Some say that leaders make or break organizations and I say, having an organizational leader with a growth mindset is absolutely key to thriving in today's competitive environment.
Explore:
The difference between “important” and “urgent”, and how to deal with each
The “time stealers” – what they are and how to avoid them
What is “quality time” and how you can create it
Dealing with the e-mail mountain – the 4 Ds
How to build your own resilience and the resilience of your team.
slides accompanying the Rowan workshop and talk on Building Resilience, available inhouse or as a speaker.
Most supervisors under-communicate during times of change and feel they must hoard information, but over-communication is needed to alleviate employees' fears. When managing change or problems, supervisors should recognize the issue, analyze its root cause with employees, and involve employees in solving it. Supervisors should communicate about changes as far in advance as possible, include employee ideas, provide details, offer training, listen to concerns, get buy-in, pay attention to those resistant to change, recognize progress, and encourage creativity and a positive view of change.
This document provides an overview of personal development and leadership skills training. It covers 6 key traits of leadership, different leadership styles including autocratic, bureaucratic, laissez-faire and democratic. Factors that influence leadership style are discussed. Modules also address knowing your own leadership style, developing team leadership, managing team conflicts, communication for team leaders, and moving up the leadership levels from position-based to pinnacle leadership. The goal is to help participants improve their leadership skills through knowledge and application.
Brief conceptual highlighting, Key leadership skills, Major leadership competencies, Function and Importance of Leadership, Delivery of results and ten lessons
The document discusses various time management skills and techniques. It begins by explaining the importance of time management and analyzing how people spend their time. It then provides tips for managing time effectively including setting goals, prioritizing tasks, avoiding procrastination, learning to delegate, and managing interruptions. Specific time management techniques are outlined such as using to-do lists, time matrices, and the 80/20 rule. The document emphasizes the importance of planning, organization, and focus to make the most of one's time.
The 7 habits of highly effective people-SummaryHumayun Kabir
The 7 habits for effective people is a #1 national best seller book on personal development, written by Stephen R. Covey. It has sold more than 15 million copies since its first publication in 1989.
This document provides an overview of strategies and techniques for influencing others without direct authority. It discusses the importance of choice, intentionality, and trust (C.I.T.) in building influence. Various models and approaches are presented for mapping networks, gaining insights, and increasing one's level of influence through credibility and perception of value. Case studies and activities are used to illustrate concepts like leading meetings, gaining buy-in for initiatives, and using feedback to improve interpersonal skills.
The document discusses Stephen Covey's time management matrix from his book "First Things First". It divides a person's 16 hours of non-sleep time into four quadrants based on whether tasks are urgent or important: 1) necessary tasks that are urgent, 2) quality tasks that are important but not urgent, 3) deception tasks that seem urgent but aren't important, and 4) waste tasks that are neither urgent nor important. The document advises focusing time on quadrant 2 quality tasks to achieve goals most effectively while minimizing time spent in quadrants 3 and 4.
Time management is defined as managing time to make the most of it. Some common myths about time management include thinking there is too much to do, that there is always plenty of time to complete tasks later, or that small tasks are not important. An effective time management plan involves setting goals, identifying time wasters, using tools like planners and calendars, prioritizing tasks, setting time limits, and staying organized. Procrastination is the biggest obstacle to good time management. Tips for better time management include writing things down, prioritizing tasks, planning your week, carrying a notebook, learning to say no, avoiding distractions, scheduling your day, and breaking large projects into smaller tasks.
The document discusses goal setting and provides tips for effective goal setting. It defines what goals are, the benefits of setting goals, and different types of goals. It also provides a template for setting goals and outlines steps for setting goals effectively such as writing goals down, stating them positively, setting priorities, being precise, anticipating obstacles, identifying required elements, creating an action plan, and setting a time frame.
From Peer to Leader: How to Develop Your First-Time ManagersBizLibrary
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Key takeaways:
Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
Create a training plan that builds confidence and increases productivity for your new managers
The document discusses topics related to personal effectiveness at work such as developing communication skills, setting goals, managing time and stress, and having a positive attitude. Some key points are developing the ability to think clearly and present ideas effectively, setting goals using the SMART framework, managing time by prioritizing and avoiding time wasters, and addressing emotions at work by staying calm under pressure and controlling reactive behaviors. The overall document provides guidance on behaviors and skills to improve personal and professional effectiveness.
This document provides an overview of key principles and activities for effective change management in corporate transformations. It discusses (1) principles of change including that change is a process enabled not managed and behavioral change occurs at the emotional level, (2) five key activities for change management - motivating change, creating a vision, developing political support, managing the transition, and sustaining momentum, and (3) additional concepts like overcoming resistance to change, roles in organizational change, and skills needed by change agents.
“Things which matter most must never be at the mercy of things which matter least.”
― Johann Wolfgang von Goethe
This presentation gives some powerful time management tips that helps with prioritization. Importance of time management cannot be emphasized enough especially in the business world. Good time management skills enhances both personal and professional lives.
How do you set expectations for your self and the team your are supervising so as to achieve organizational goals.
Take a few minutes and learn how this can be done
Implementing Microsoft Teams in phases allows organizations to assess current communication tools, pilot the new platform, and track results to change user behaviors over time. Key steps include planning a client-specific strategy, conducting technical pilots and end-user training, and consulting business units on adopting new collaborative behaviors supported by Teams. Incentives like prizes and gamification can boost user engagement with learning activities at each phase of deployment.
The document discusses organizational change and provides models for managing change, providing feedback, resolving conflict, and assigning group roles and responsibilities. It outlines Kotter's 8-step change model for creating urgency, building a coalition, developing a vision, communicating the vision, removing obstacles, creating short-term wins, building on changes, and anchoring changes in the organizational culture. It also describes the GROW model for goal setting, examining current reality, exploring options, and establishing willingness when providing feedback. Additionally, it outlines an IRB approach and the RACI model for assigning responsibilities to roles in a group.
The document discusses personal effectiveness and provides a model for achieving goals that involves envisioning the desired outcome, generating options, choosing actions, taking action, and evaluating results in an ongoing cycle. It emphasizes the importance of self-awareness, continual evaluation, receiving coaching from others, and understanding different perspectives to work effectively with other people. Technological tools and finding accountability partners can help with regularly evaluating progress and staying on track.
This document provides leadership lessons from Christine Y. Cruzvergara's experience as a leader. It discusses 5 key lessons:
1) Repetition builds reputation - leaders are defined by their daily actions, like how they treat others, more than big accomplishments.
2) Strive to respond, not react - take time to thoughtfully respond to situations rather than immediately reacting, which builds trust.
3) Your people are your most important resource - invest in your team by learning about them and their needs.
4) Hiring is important - take time to find the right fit for open roles rather than settling for less.
5) Authenticity is best - adapt lessons to your own style
This document discusses nurturing a growth mindset both for oneself and one's team. It defines a growth mindset as believing that abilities can be developed through effort and a fixed mindset as believing abilities are innate talents. It recommends acknowledging imperfections, viewing challenges as opportunities, and replacing "failed" with "learned" to nurture a personal growth mindset. It also suggests rewarding actions not traits, encouraging risk-taking, seeking feedback, praising the process, and cultivating grit and resilience to nurture a growth mindset in one's team.
How to build your own resilience and the resilience of your team.
slides accompanying the Rowan workshop and talk on Building Resilience, available inhouse or as a speaker.
Most supervisors under-communicate during times of change and feel they must hoard information, but over-communication is needed to alleviate employees' fears. When managing change or problems, supervisors should recognize the issue, analyze its root cause with employees, and involve employees in solving it. Supervisors should communicate about changes as far in advance as possible, include employee ideas, provide details, offer training, listen to concerns, get buy-in, pay attention to those resistant to change, recognize progress, and encourage creativity and a positive view of change.
This document provides an overview of personal development and leadership skills training. It covers 6 key traits of leadership, different leadership styles including autocratic, bureaucratic, laissez-faire and democratic. Factors that influence leadership style are discussed. Modules also address knowing your own leadership style, developing team leadership, managing team conflicts, communication for team leaders, and moving up the leadership levels from position-based to pinnacle leadership. The goal is to help participants improve their leadership skills through knowledge and application.
Brief conceptual highlighting, Key leadership skills, Major leadership competencies, Function and Importance of Leadership, Delivery of results and ten lessons
The document discusses various time management skills and techniques. It begins by explaining the importance of time management and analyzing how people spend their time. It then provides tips for managing time effectively including setting goals, prioritizing tasks, avoiding procrastination, learning to delegate, and managing interruptions. Specific time management techniques are outlined such as using to-do lists, time matrices, and the 80/20 rule. The document emphasizes the importance of planning, organization, and focus to make the most of one's time.
The 7 habits of highly effective people-SummaryHumayun Kabir
The 7 habits for effective people is a #1 national best seller book on personal development, written by Stephen R. Covey. It has sold more than 15 million copies since its first publication in 1989.
This document provides an overview of strategies and techniques for influencing others without direct authority. It discusses the importance of choice, intentionality, and trust (C.I.T.) in building influence. Various models and approaches are presented for mapping networks, gaining insights, and increasing one's level of influence through credibility and perception of value. Case studies and activities are used to illustrate concepts like leading meetings, gaining buy-in for initiatives, and using feedback to improve interpersonal skills.
The document discusses Stephen Covey's time management matrix from his book "First Things First". It divides a person's 16 hours of non-sleep time into four quadrants based on whether tasks are urgent or important: 1) necessary tasks that are urgent, 2) quality tasks that are important but not urgent, 3) deception tasks that seem urgent but aren't important, and 4) waste tasks that are neither urgent nor important. The document advises focusing time on quadrant 2 quality tasks to achieve goals most effectively while minimizing time spent in quadrants 3 and 4.
Time management is defined as managing time to make the most of it. Some common myths about time management include thinking there is too much to do, that there is always plenty of time to complete tasks later, or that small tasks are not important. An effective time management plan involves setting goals, identifying time wasters, using tools like planners and calendars, prioritizing tasks, setting time limits, and staying organized. Procrastination is the biggest obstacle to good time management. Tips for better time management include writing things down, prioritizing tasks, planning your week, carrying a notebook, learning to say no, avoiding distractions, scheduling your day, and breaking large projects into smaller tasks.
The document discusses goal setting and provides tips for effective goal setting. It defines what goals are, the benefits of setting goals, and different types of goals. It also provides a template for setting goals and outlines steps for setting goals effectively such as writing goals down, stating them positively, setting priorities, being precise, anticipating obstacles, identifying required elements, creating an action plan, and setting a time frame.
From Peer to Leader: How to Develop Your First-Time ManagersBizLibrary
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Key takeaways:
Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
Create a training plan that builds confidence and increases productivity for your new managers
The document discusses topics related to personal effectiveness at work such as developing communication skills, setting goals, managing time and stress, and having a positive attitude. Some key points are developing the ability to think clearly and present ideas effectively, setting goals using the SMART framework, managing time by prioritizing and avoiding time wasters, and addressing emotions at work by staying calm under pressure and controlling reactive behaviors. The overall document provides guidance on behaviors and skills to improve personal and professional effectiveness.
This document provides an overview of key principles and activities for effective change management in corporate transformations. It discusses (1) principles of change including that change is a process enabled not managed and behavioral change occurs at the emotional level, (2) five key activities for change management - motivating change, creating a vision, developing political support, managing the transition, and sustaining momentum, and (3) additional concepts like overcoming resistance to change, roles in organizational change, and skills needed by change agents.
“Things which matter most must never be at the mercy of things which matter least.”
― Johann Wolfgang von Goethe
This presentation gives some powerful time management tips that helps with prioritization. Importance of time management cannot be emphasized enough especially in the business world. Good time management skills enhances both personal and professional lives.
How do you set expectations for your self and the team your are supervising so as to achieve organizational goals.
Take a few minutes and learn how this can be done
Implementing Microsoft Teams in phases allows organizations to assess current communication tools, pilot the new platform, and track results to change user behaviors over time. Key steps include planning a client-specific strategy, conducting technical pilots and end-user training, and consulting business units on adopting new collaborative behaviors supported by Teams. Incentives like prizes and gamification can boost user engagement with learning activities at each phase of deployment.
The document discusses organizational change and provides models for managing change, providing feedback, resolving conflict, and assigning group roles and responsibilities. It outlines Kotter's 8-step change model for creating urgency, building a coalition, developing a vision, communicating the vision, removing obstacles, creating short-term wins, building on changes, and anchoring changes in the organizational culture. It also describes the GROW model for goal setting, examining current reality, exploring options, and establishing willingness when providing feedback. Additionally, it outlines an IRB approach and the RACI model for assigning responsibilities to roles in a group.
The document discusses personal effectiveness and provides a model for achieving goals that involves envisioning the desired outcome, generating options, choosing actions, taking action, and evaluating results in an ongoing cycle. It emphasizes the importance of self-awareness, continual evaluation, receiving coaching from others, and understanding different perspectives to work effectively with other people. Technological tools and finding accountability partners can help with regularly evaluating progress and staying on track.
This document provides leadership lessons from Christine Y. Cruzvergara's experience as a leader. It discusses 5 key lessons:
1) Repetition builds reputation - leaders are defined by their daily actions, like how they treat others, more than big accomplishments.
2) Strive to respond, not react - take time to thoughtfully respond to situations rather than immediately reacting, which builds trust.
3) Your people are your most important resource - invest in your team by learning about them and their needs.
4) Hiring is important - take time to find the right fit for open roles rather than settling for less.
5) Authenticity is best - adapt lessons to your own style
This document discusses nurturing a growth mindset both for oneself and one's team. It defines a growth mindset as believing that abilities can be developed through effort and a fixed mindset as believing abilities are innate talents. It recommends acknowledging imperfections, viewing challenges as opportunities, and replacing "failed" with "learned" to nurture a personal growth mindset. It also suggests rewarding actions not traits, encouraging risk-taking, seeking feedback, praising the process, and cultivating grit and resilience to nurture a growth mindset in one's team.
1. Tackling The “Big Rocks” in IT “ If you don’t put in the big rocks first, you’ll never get them in at all” — Stephen Covey Developing an IT Organization’s Planning and Prioritization Capabilities
2.
3. What Are “Big Rocks”? Important Not Important Urgent Not Urgent Too Much Time Spent Here PEBBLES AND SAND Way Too Little Time Spent Here THE BIG ROCKS No Choice: Must Spend Time Here Important and Urgent (crises, deadline-driven projects) Where IT Management has focused in the past Important, Not Urgent (preparation, prevention, planning, relationships) Where IT Management must now focus Urgent, Not Important (interruptions, many pressing matters) Not Urgent, Not Important (trivia, time wasters)