This talk is inspired by work of Frederic Laloux.
We look at how Teal Organization looks like –
The Teal paradigm refers to the next stage I the evolution of human consciousness. When applied to organization, this paradigm views the organization as an independent force with its own purpose, and not merely as a vehicle for achieving management’s objectives.
And the journey to become Teal Organization –
There are many principles that come into play when we know what we are starting with. Knowing the colour make-up of a team helps us to see who would embody the qualities of the next stage in such a way to be the most capable change leader.
Knowing the Values we are presenting to about possible changes, helps us craft messages that are most effective for the audiences concerned.
And above all, it’s a continuous cycle of learning in which everyone is involved, a constant evolution toward maturing to teal.
This document discusses influential leaders such as the Dali Lama, Dr. Martin Luther King Jr., Ghandi, and Mother Teresa. It suggests that these leaders were able to gain followers through trust and their ability to inspire cooperation. The document seems focused on examining qualities that make certain individuals effective as leaders.
An organisation is an entity accommodating two or more persons who are connected together in realization of a predetermined worthwhile goal.
Entity
Plurality of Persons
Connection
Realisation
Predetermined Goal
This document discusses groups and group dynamics. It defines what a group is and lists key characteristics of groups such as having two or more interacting individuals, a shared goal or interest, and a collective identity. The document also discusses group formation processes, types of groups, properties of groups including roles, norms, status and size, and factors that influence group performance such as structure, resources, process, and conditions.
Trinity Kings World Leadership: Assessment Evaluation Measurement of Leadersh...Terrell Patillo
Covenant Commitment Character System (*0 out of 5*) 1-Being Poor & 5-Being Excellent...Cause for dismissal as leaders...*All leadership references can be found in John Maxwell Leadership Bible or A Leader's Heart Devotional(Leadership Playbook) also by John Maxwell
This document outlines 10 key qualities of leadership: 1) Loyalty to the organization and those within it, 2) Pursuit of excellence rather than just success, 3) Assertiveness and willingness to take responsibility, 4) Dedication of mind, body and spirit, 5) Enthusiasm to motivate others, 6) Ability to manage risk, 7) Inner strength to withstand challenges, 8) Acting with honor and integrity, 9) Inspiring others to achieve more, 10) Ultimately being judged on performance results. True leadership requires incorporating all of these elements.
What is an Agile Mindset? Exploring the Virtues of An Agile LeaderJason Schreuder
This document discusses the virtues of an agile mindset for leadership. It begins by providing background on the author as an agile coach and then discusses some of the complex issues facing the world today. It contrasts a Newtonian mindset that values stability and control with a quantum mindset that embraces uncertainty and change. The document advocates adopting qualities like autonomy, mastery and purpose. It discusses intent-based decision making and the virtues of an agile organization, including clarity of vision, pervasive collaboration, integrity and accepting prudent risks. The overall message is that an agile mindset can help leaders adapt to a complex, changing world.
This document discusses leadership and team building. It defines leadership as the action of leading a group towards goals. There are different leadership styles such as autocratic, democratic, and laissez-faire. Good leadership skills include drive, emotional intelligence, motivation, knowledge, and self-confidence. Team building involves forming a team, storming through issues, norming team roles and processes, and high performing collaboration. Characteristics of effective teams include trust, commitment to shared goals, empowerment, information sharing, developing team spirit, and celebrating successes together.
This talk is inspired by work of Frederic Laloux.
We look at how Teal Organization looks like –
The Teal paradigm refers to the next stage I the evolution of human consciousness. When applied to organization, this paradigm views the organization as an independent force with its own purpose, and not merely as a vehicle for achieving management’s objectives.
And the journey to become Teal Organization –
There are many principles that come into play when we know what we are starting with. Knowing the colour make-up of a team helps us to see who would embody the qualities of the next stage in such a way to be the most capable change leader.
Knowing the Values we are presenting to about possible changes, helps us craft messages that are most effective for the audiences concerned.
And above all, it’s a continuous cycle of learning in which everyone is involved, a constant evolution toward maturing to teal.
This document discusses influential leaders such as the Dali Lama, Dr. Martin Luther King Jr., Ghandi, and Mother Teresa. It suggests that these leaders were able to gain followers through trust and their ability to inspire cooperation. The document seems focused on examining qualities that make certain individuals effective as leaders.
An organisation is an entity accommodating two or more persons who are connected together in realization of a predetermined worthwhile goal.
Entity
Plurality of Persons
Connection
Realisation
Predetermined Goal
This document discusses groups and group dynamics. It defines what a group is and lists key characteristics of groups such as having two or more interacting individuals, a shared goal or interest, and a collective identity. The document also discusses group formation processes, types of groups, properties of groups including roles, norms, status and size, and factors that influence group performance such as structure, resources, process, and conditions.
Trinity Kings World Leadership: Assessment Evaluation Measurement of Leadersh...Terrell Patillo
Covenant Commitment Character System (*0 out of 5*) 1-Being Poor & 5-Being Excellent...Cause for dismissal as leaders...*All leadership references can be found in John Maxwell Leadership Bible or A Leader's Heart Devotional(Leadership Playbook) also by John Maxwell
This document outlines 10 key qualities of leadership: 1) Loyalty to the organization and those within it, 2) Pursuit of excellence rather than just success, 3) Assertiveness and willingness to take responsibility, 4) Dedication of mind, body and spirit, 5) Enthusiasm to motivate others, 6) Ability to manage risk, 7) Inner strength to withstand challenges, 8) Acting with honor and integrity, 9) Inspiring others to achieve more, 10) Ultimately being judged on performance results. True leadership requires incorporating all of these elements.
What is an Agile Mindset? Exploring the Virtues of An Agile LeaderJason Schreuder
This document discusses the virtues of an agile mindset for leadership. It begins by providing background on the author as an agile coach and then discusses some of the complex issues facing the world today. It contrasts a Newtonian mindset that values stability and control with a quantum mindset that embraces uncertainty and change. The document advocates adopting qualities like autonomy, mastery and purpose. It discusses intent-based decision making and the virtues of an agile organization, including clarity of vision, pervasive collaboration, integrity and accepting prudent risks. The overall message is that an agile mindset can help leaders adapt to a complex, changing world.
This document discusses leadership and team building. It defines leadership as the action of leading a group towards goals. There are different leadership styles such as autocratic, democratic, and laissez-faire. Good leadership skills include drive, emotional intelligence, motivation, knowledge, and self-confidence. Team building involves forming a team, storming through issues, norming team roles and processes, and high performing collaboration. Characteristics of effective teams include trust, commitment to shared goals, empowerment, information sharing, developing team spirit, and celebrating successes together.
The document discusses leadership and introduces the concept of a Life Styles Inventory (LSI) assessment. It defines leadership as envisioning strategies to achieve long-term goals, aligning people around a shared mission, and motivating/inspiring through communication of needs and values. The document prompts the reader to complete a self-assessment and have others assess them to gain insight into how they see themselves as a leader and how others perceive them.
The document discusses high-performing teams and how to build leadership quotient. It provides an agenda for a meeting that will cover topics like ideal team size, diversity versus good chemistry, the importance of pairs, how brain structure relates to teams, managing change and maneuverability, and team lifecycles. The document advocates that team design must work with brain structures and provide the support needed for teams to reach their full potential. It also notes that teams must be capable of surviving significant changes in today's economy and that humans adapt more slowly than technology.
Christian leadership is distinct from other forms of leadership in several key ways. It is not focused on profit or power for their own sake, but rather measures profit in terms of helping people and shares power by empowering others. Christian leadership stems from faithfully living according to one's values and nature, which allows one to lead by example. It is also shared and collaborative, with all people at different stages of life's journey providing leadership to others. Christian leadership protects human dignity and the environment, involves continual learning, and is modeled after Jesus Christ in selflessly sharing one's life with others through service.
Tribal leadership: transformation (part 3 of 3)Johnny Russo
This webinar (part 3 of 3) focuses on the transformative journey with Tribal Leadership. There is no "one-size fits all" approach to Tribal Leadership, and understanding how to use Tribal Leadership while appreciating your organization's nuances is essential. We will explore how you can immediately begin to use Tribal Leadership and all the information in part 1 and part 2 of this webinar to achieve impactful results.
My Executive Solutions helps organizations achieve cultural transformation through leadership development and employee engagement initiatives. They conduct an organizational assessment involving interviews, focus groups, and surveys to identify areas for improvement. Then they create a customized development plan and implement initiatives like team building sessions, executive coaching, and leadership training over 18 months to foster greater trust, alignment, and commitment across the organization. The goal is to develop a high-performing culture with engaged employees focused on achieving business objectives.
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
The document discusses leadership and introduces the concept of a Life Styles Inventory (LSI) assessment. It defines leadership as envisioning strategies to achieve long-term goals, aligning people around a shared mission, and motivating/inspiring through communication of needs and values. The document prompts the reader to complete a self-assessment and have others assess them to gain insight into how they see themselves as a leader and how others perceive them.
The document discusses high-performing teams and how to build leadership quotient. It provides an agenda for a meeting that will cover topics like ideal team size, diversity versus good chemistry, the importance of pairs, how brain structure relates to teams, managing change and maneuverability, and team lifecycles. The document advocates that team design must work with brain structures and provide the support needed for teams to reach their full potential. It also notes that teams must be capable of surviving significant changes in today's economy and that humans adapt more slowly than technology.
Christian leadership is distinct from other forms of leadership in several key ways. It is not focused on profit or power for their own sake, but rather measures profit in terms of helping people and shares power by empowering others. Christian leadership stems from faithfully living according to one's values and nature, which allows one to lead by example. It is also shared and collaborative, with all people at different stages of life's journey providing leadership to others. Christian leadership protects human dignity and the environment, involves continual learning, and is modeled after Jesus Christ in selflessly sharing one's life with others through service.
Tribal leadership: transformation (part 3 of 3)Johnny Russo
This webinar (part 3 of 3) focuses on the transformative journey with Tribal Leadership. There is no "one-size fits all" approach to Tribal Leadership, and understanding how to use Tribal Leadership while appreciating your organization's nuances is essential. We will explore how you can immediately begin to use Tribal Leadership and all the information in part 1 and part 2 of this webinar to achieve impactful results.
My Executive Solutions helps organizations achieve cultural transformation through leadership development and employee engagement initiatives. They conduct an organizational assessment involving interviews, focus groups, and surveys to identify areas for improvement. Then they create a customized development plan and implement initiatives like team building sessions, executive coaching, and leadership training over 18 months to foster greater trust, alignment, and commitment across the organization. The goal is to develop a high-performing culture with engaged employees focused on achieving business objectives.
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.