Human factors in soccer, Communication in an Adversarial SettingLarry Paul
Â
Too often soccer is reduced to simple technological fixes for complex human problems. This presentation looks at the human factors in the game through the lens of wildland fire fighting. A field that’s deadly serious, rigorously studied, debated with much to offer the game. Yet soccer is much more complex then wildland fire fighting. It’s an adversarial activity and must move a step beyond the lessons here.
Building Talent Diversity (Active ExperienTalk™)The HR Observer
Â
How can HR help to build trustful relationships between diverse departments? Some departments have great talent, but so different that sometimes they seem to be rivals. How can you build bridges to connect them? Talent needs to be diverse and at the same time to have trustful relationships across the organisation. This is not a regular keynote; it’s an ExperienTalk™. You are not just told about subjects, you experience them. We run an experiment “on the spot” to feel the need to diversify and connect talent within the organisation.
Dr. Jordi Robert-Ribes, Founder Director, Connecting Perspectives
Human factors in soccer, Communication in an Adversarial SettingLarry Paul
Â
Too often soccer is reduced to simple technological fixes for complex human problems. This presentation looks at the human factors in the game through the lens of wildland fire fighting. A field that’s deadly serious, rigorously studied, debated with much to offer the game. Yet soccer is much more complex then wildland fire fighting. It’s an adversarial activity and must move a step beyond the lessons here.
Building Talent Diversity (Active ExperienTalk™)The HR Observer
Â
How can HR help to build trustful relationships between diverse departments? Some departments have great talent, but so different that sometimes they seem to be rivals. How can you build bridges to connect them? Talent needs to be diverse and at the same time to have trustful relationships across the organisation. This is not a regular keynote; it’s an ExperienTalk™. You are not just told about subjects, you experience them. We run an experiment “on the spot” to feel the need to diversify and connect talent within the organisation.
Dr. Jordi Robert-Ribes, Founder Director, Connecting Perspectives
In this Powerpoint I will offer some ideas for recruiting more diverse talent--some are immediate and tactical while others are strategic and long range. However, I’d like to offer a word of caution at the start: before you start creating a full blown diversity recruiting strategy, you need to assess how “Diversity Friendly” your firm actually is...
Diversity Recruitment and the Social Graph, challenges in capturing diversity across social networking channels. Challenges in leveraging diversity in the social media space. Presented at HR/Benefits Sector meeting in Dallas March 2012
Diversity recruiting continues to be a hot topic and a core piece of a company’s overall talent acquisition plan. Learn how SoundCloud and The Nature Conservancy have found creative, effective ways to build diversity recruiting programs and initiatives, with a domestic and global focus.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Members of the Diversity Committee will educate APWA members on ways of recruiting and retaining talent from minorities and the underprivledged. This presentation will discuss concepts and proven techniques used across the United States on reaching out to these individuals, educating them on the value of entry-level or professional careers in Public Works and providing them a direction and the skills to become successful.
Diversity of thought is key to understanding the potential of diversity and inclusion as an organizational resource to drive innovative business outcomes. During this interactive seminar, Tony Moraco, Chief Executive Officer for Science Applications International Corporation (SAIC) will share how the organization thinks of inclusion and diversity as a mosaic that is formed as numerous individual pieces brought together to create something that is greater than any single part. Mr. Moraco will share SAIC’s vision for creating an inclusive workforce that, through differing perspectives, ideas, and unique insights into problems, creates opportunities for innovation and business growth. A panel of executives from SAIC will continue the discussion by highlighting their experience and perspective on how diversity of thought successfully drives business outcomes.
slides from a joe gerstandt presentation focused on the importance of cognitive diversity or diversity of thought - presentation was for the Great River H.R. Associaiton (2012)
slides from a daylong leadership retreat facilitated by joe gerstandt focused on cognitive diversity, innovation and decision making
joegerstandt.com
@joegerstandt
Let The Wild Rumpus Start (NEHHLS 2012)Joe Gerstandt
Â
Workshop on leveraging cognitive diversity to drive innovation, delivered by joe gerstandt at the 2012 Northeast Home Health Leadership Summit in Boston MA.
A presentation on cognitive diversity (diversity of thought) as a key driver for decision making, problem solving and innovation delivered at the ASAE Great Ideas Conference (March 2011) by joe gerstandt....
www.joegerstandt.com
Design Thinking: Finding Problems Worth Solving In HealthAdam Connor
Â
Ideas for new devices and services can come from anywhere. But great ideas come from aligning solutions with real value and desirability for people. Design thinking provides a set of principles and structure that can act as scaffolding for teams to find and understand challenges and opportunities to focus on fan find solutions for.
C2D2 Artful & Disciplined Dialogue for Wicked ProblemsPeter Jones
Â
Artful and Disciplined Dialogue for Today’s Wicked Problems
Effective change leadership requires negotiating both open and disciplined participation, especially when addressing fuzzy situations such as peace or political reform. What if we treated social and policy issues as wicked problems, concerns that are never “solved,” but are satisfied through evolutionary progression? This approach to social design requires a mix of dialogue styles to enhance ideation and mitigate power in multi-stakeholder engagements.
We present both Art of Hosting (open) and Structured Dialogue as a mix of participation models for problem-focused planning and decision-making. While rarely used together today, we explore why both perspectives help in today’s complex concerns in democratic decision-making.
From a joe gerstandt presentation at the 2014 Indiana SHRM conference focused on cognitive diversity or diversity of thought.
@joegerstandt
joegerstandt.com
The Future of Diversity and Inclusion: 4 Next Practices (2014 Bahamas HRDA Co...Joe Gerstandt
Â
Slides from joe gerstandt keynote message delivered to the 2014 Bahamas Human Resource Development Association Annual Conference - The Future of Diversity and Inclusion
GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using Deplo...James Anderson
Â
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
Accelerate your Kubernetes clusters with Varnish CachingThijs Feryn
Â
A presentation about the usage and availability of Varnish on Kubernetes. This talk explores the capabilities of Varnish caching and shows how to use the Varnish Helm chart to deploy it to Kubernetes.
This presentation was delivered at K8SUG Singapore. See https://feryn.eu/presentations/accelerate-your-kubernetes-clusters-with-varnish-caching-k8sug-singapore-28-2024 for more details.
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Â
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Â
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
Â
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
26. cognitive diversity
The extent to which the
group reflects differences
in knowledge, including
beliefs, preferences and
perspectives.
-Miller, et al (1998) Strategic Management Journal
28. Cerebral Mode (abstract & intellectual thought)
ANALYZE STRATEGIZE
Joys Joys
Solving technical problems Conceptualizing
Analyzing complex issues Innovating
Logical approach Seeing the big picture
Frustrations Frustrations
Interpersonal aspects of situations Routine Meetings
Ice breakers Details
Right Mode
Socializing in meetings Structure
Left Mode
Joys Joys
Implementing ideas Expressing ideas
Developing plans Understanding group dynamics
Follow-up and completion Team building
Frustrations Frustrations
“Blue Sky” thinking Logic ahead of feelings
Not following the rules No interaction with people
ORGANIZE PERSONALIZE
Limbic Mode (concrete and emotional processing)
31. The Social Origin of Good Idea
-Ronald Burt, University of Chicago
Teams with greater training and
experiential diversity introduce
more innovations.
“Management Team Tenure and Organizational
Outcomes” Finkelstein, Hambrick (1999)
Administrative Science Quarterly
&
“Management and Innovation” Bantel, Jackson (2002)
Strategic Management Journal
32. sharing information
making meaning from
information
quality decision making
creative problem solving
innovation
fully utilizing talent
41. -Thomas Kuhn, The Structure of Scientific Revolutions
“…almost always, those
who achieve fundamental
inventions of a new
paradigm have been
either very young or very
new to the field whose
paradigm they change.”
42. so…
perspectives are how we
see things (problems and
opportunities)
heuristics are how we
approach or solve them
43. …if you do not
know the answer,
choose “C”
50. Draw a 9 dot matrix on a blank
paper …
Without lifting your pencil from
the paper, draw exactly four
straight, connected lines that will
go through all nine dots, but
through each dot only once.
51.
52.
53.
54.
55. If everyone is
thinking the same
thing, someone
isn’t thinking at
all.
-General George S. Patton
63. always
disagree lack of
trust
dysfunctional
dysfunctional dysfunctional
agreement
agreement disagreement
us vs.
them personal
conflict
64. always
always
agree
lack of disagree lack of
honesty trust
dysfunctional
dysfunctional dysfunctional
agreement
agreement disagreement
avoid
us vs.
conflict meeting them personal
after the conflict
meeting
66. Groups often fail to
outperform individuals
because they prematurely
move to consensus, with
dissenting opinions being
suppressed or dismissed.
-Hackman, Morris (1975) Advances in Experimental
Social Psychology
67. Minority dissent, even dissent
that is wrong, stimulates
divergent thought. Issues
and problems are considered
from more perspectives and
group members find more
correct answers.
-Nemeth, Staw (1989) Advances in Experimental
Social Psychology
68. Where do good ideas come
from? That is simple…from
differences. Creativity comes
from unlikely juxtapositions.
The best way to maximize
differences is to mix ages,
cultures and disciplines.
-Nicolas Negroponte, founder MIT Media Lab
71. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them and they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
72. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them and they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
73. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them and they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
74. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them and they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
75. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them and they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
76. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them & they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
77. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them and they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
78. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them and they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
79. ď‚®share difference & commonality
ď‚®explicit agreements
ď‚®inquiry vs. advocacy
ď‚®solutions vs. problems
ď‚®empathy
ď‚®i & we vs. them and they
ď‚®make space for novelty
ď‚®learn from failure
ď‚®meta conversations
81. high low
difference difference
high learning celebration
growth reinforcement
interaction self-organization energy
stress low productivity
conflict wasted energy
exhaustion factions
low reflection comfort
safety belonging
interaction clearing the decks rest and recovery
isolation boredom
misunderstanding stagnation
Difference Matrix
Glenda Eoyang HSDI frustration death
82. high low
difference difference
high move to low difference: move to low
Tell a joke. interaction:
interaction State a shared value or Stop communicating.
belief. Leave the area.
Share personal experience. Explain yourself.
Pick a low difference topic. Pick a low
communication topic.
low move to high move to high
interaction: difference:
interaction Ask a question. Amplify little
Use another medium. differences
Listen more. Play devils advocate
Pick a high communication Pick a high difference
Difference Matrix topic. topic
Glenda Eoyang HSDI
84. social network analysis
From time to time people discuss
important matters with other
people. Looking back over the
past six months, who are the
people with whom you discussed
matters important to you?
85. social network analysis
Consider the people you
communicate with in order to get
your work done. Of all the
people you have communicated
with during the last six months,
who has been the most important
for getting your work done?
86. social network analysis
Consider an important project or
initiative that you are involved in.
Consider the people who would be
influential for getting it approved
or obtaining the resources you
need. Who would you talk to, to
get the support you need?
87. social network analysis
Who do you socialize with?
(spending time with people after
work hours, visiting one another at
home, going to social events, out
for meals and so on) Over the last
6 months, who are the main people
with whom you have socialized
informally?
88. Where do good ideas come
from? That is simple…from
differences. Creativity comes
from unlikely juxtapositions.
The best way to maximize
differences is to mix ages,
cultures and disciplines.
-Nicolas Negroponte, founder MIT Media Lab
89. other ideas for mixing it up…
• social technology
• solution & idea contests
• open space technology
• decision accelerator
• murder boarding
• random assignment
• more social
• communities of practice
92. resources
• The Difference: How the Power of Diversity
Creates Better Groups, Firms, Schools, and
Societies | Scott Page
• The Wisdom of Crowds | James Surowiecki
• A Whole New Mind | Daniel Pink
• The Medici Effect | Frans Johansson
• The Geography of Thought | Richard Nisbett
93. resources
• Achieving Success Through Social
Capital: Tapping Hidden Resources in
Your Personal and Business Network |
Wayne E. Baker
• The Whole Brain Business Book
Ned Herrmann
• Competitive Advantage Through People:
Unleashing the Power of the Work Force |
Jeffrey Pfeffer