This is an excerpt from the book ZAG: The #1 Strategy of High-Performance Brands by Marty Neumeier
Build your brand from the inside out. www.neutronllc.com
Leaders live in a time of unprecedented change and solutions aren’t always obvious. Volatility, uncertainty, complexity and ambiguity (VUCA) are lurking at every corner. To thrive in this complex world, leader’s need support in advancing their thinking capabilities. This session will provide practical frameworks and resources on how to develop VUCA skills in your leaders.
A collection of quotes from author, motivational speaker best known for popularizing the concept of "the golden circle" and to "Start With Why", described by TED as "a simple but powerful model for inspirational leadership, Simon Sinek.
Moonshot thinking aims for a 10x improvement over what currently exists, instead of a mere 10% gain. It address a huge problem, proposes a radical solution, and uses breakthrough technology to make it happen.
Coaching emerged during the postmodern period of the late 20th Century, born of a rapidly changing socio-economic, environment,and nourished by the root,disciplines of psychology, business, sports and adult, education. This publication aims to trace the origin of coaching.
VUCA Stands for Volatility, Uncertainty, Complexity and Ambiguity and often used to describe the new normal of today's business environment. The CPA Vision Project in 1998 identified many of these changes - this presentation talks about "now what"?
What changes to leadership and strategy have come from this VUCA world and what are accounting and finance leaders supposed to do. Collaboration combined with new skills is the answer.
This is an excerpt from the book ZAG: The #1 Strategy of High-Performance Brands by Marty Neumeier
Build your brand from the inside out. www.neutronllc.com
Leaders live in a time of unprecedented change and solutions aren’t always obvious. Volatility, uncertainty, complexity and ambiguity (VUCA) are lurking at every corner. To thrive in this complex world, leader’s need support in advancing their thinking capabilities. This session will provide practical frameworks and resources on how to develop VUCA skills in your leaders.
A collection of quotes from author, motivational speaker best known for popularizing the concept of "the golden circle" and to "Start With Why", described by TED as "a simple but powerful model for inspirational leadership, Simon Sinek.
Moonshot thinking aims for a 10x improvement over what currently exists, instead of a mere 10% gain. It address a huge problem, proposes a radical solution, and uses breakthrough technology to make it happen.
Coaching emerged during the postmodern period of the late 20th Century, born of a rapidly changing socio-economic, environment,and nourished by the root,disciplines of psychology, business, sports and adult, education. This publication aims to trace the origin of coaching.
VUCA Stands for Volatility, Uncertainty, Complexity and Ambiguity and often used to describe the new normal of today's business environment. The CPA Vision Project in 1998 identified many of these changes - this presentation talks about "now what"?
What changes to leadership and strategy have come from this VUCA world and what are accounting and finance leaders supposed to do. Collaboration combined with new skills is the answer.
CONTENT: Who is a Leader,Leadership Framework,Crisis Management,Entrepreneur,Stakeholder Management,How do Leaders grow,Transformational and Transactional Leadership,VUCA Leadership,Dart Leadership,6 styles of Leadership,5 levels of Leadership,Leadership Grid.
60 Minute Brand Strategist: Extended and updated hard cover NOW available.Idris Mootee
This book includes the very latest thinking on branding and brand strategy. It has been published in different many languages and use by top global brands to train their brand managers. New updated hard cover version is not available from Amazon May 2013
Pls view in full screen mode. Published in more than 5 languages.
In this traning, JCI board members and commission directors learn how to translate the JCI mission and vision into action plans for their local chapter. Participants are asked to design an strategic action plan for themselves, their project or business.
Using Storytelling in Change ManagementJason Little
Urgency for change is an outdated concept in change management. Cause and purpose for change is a more compelling way to help people align to transformational change. Learn how you can incorporate storytelling into change management by using a Storytelling Canvas.
Business Strategies To Deliver Better Customer Value PowerPoint Presentation ...SlideTeam
Showcase your approach to optimizing customer satisfaction using Business Strategies To Deliver Better Customer Value PowerPoint Presentation Slides. This easily editable customer value and satisfaction PPT theme saves marketers the painstaking efforts that go into compiling a comprehensive presentation. Display the customer persona to represent the target market with the help of this value delivery process PowerPoint slideshow. Conveniently demonstrate the customer strategy options and other related concepts through the customer approach PPT template. Personalize or use the parameters given in the consumer experience strategy PowerPoint presentation to illustrate insights about B2B and B2C markets. Elucidate the steps to craft a sound customer strategy by utilizing easy-to-understand visual design elements of customer value proposition PPT slideshow. Present information like market size analysis, competitive landscape, customer preferences, and brand loyalty using optimizing customer satisfaction PowerPoint theme’s impactful graphical layouts. Download this customer experience PPT presentation to showcase customer success metrics like customer churn, and customer acquisition cost. https://bit.ly/3fzv44j
Um breve apanhado das idéias, pensamentos, frases e provocações de Jim Collins, sucessor legítimo de Peter Drucker, o maior teórico dos negócios em todos os tempos.
Strategy = Execution. 4DX is an execution system that recommends the use of 4 disciplines to define goals, create clarity on actions needed and visible scorecard to stay on track.
The concept was popularized by the book 4 Disciplines of Execution by Chris McChesney, Sean Covey, and Jim Huling.
CCL Points of View on Leadership Development Through the Lens of Relational L...Charles Palus
CCL Points of View on Leadership Development Through the Lens of Relational Leadership featuring Chuck Palus, CCL Senior Fellow. This is a special session for new CCL coaches and associates in Europe, Middle East and Africa. The topics include Dialogue, DAC Model, Relational Leadership, Lessons of Experience, ACS Model, Leadership Culture and Vertical Development.
Streaming recording link at https://ccl.webex.com/ccl/lsr.php?RCID=2ccc9bea43e943ff869ade36d413a2d1
CONTENT: Who is a Leader,Leadership Framework,Crisis Management,Entrepreneur,Stakeholder Management,How do Leaders grow,Transformational and Transactional Leadership,VUCA Leadership,Dart Leadership,6 styles of Leadership,5 levels of Leadership,Leadership Grid.
60 Minute Brand Strategist: Extended and updated hard cover NOW available.Idris Mootee
This book includes the very latest thinking on branding and brand strategy. It has been published in different many languages and use by top global brands to train their brand managers. New updated hard cover version is not available from Amazon May 2013
Pls view in full screen mode. Published in more than 5 languages.
In this traning, JCI board members and commission directors learn how to translate the JCI mission and vision into action plans for their local chapter. Participants are asked to design an strategic action plan for themselves, their project or business.
Using Storytelling in Change ManagementJason Little
Urgency for change is an outdated concept in change management. Cause and purpose for change is a more compelling way to help people align to transformational change. Learn how you can incorporate storytelling into change management by using a Storytelling Canvas.
Business Strategies To Deliver Better Customer Value PowerPoint Presentation ...SlideTeam
Showcase your approach to optimizing customer satisfaction using Business Strategies To Deliver Better Customer Value PowerPoint Presentation Slides. This easily editable customer value and satisfaction PPT theme saves marketers the painstaking efforts that go into compiling a comprehensive presentation. Display the customer persona to represent the target market with the help of this value delivery process PowerPoint slideshow. Conveniently demonstrate the customer strategy options and other related concepts through the customer approach PPT template. Personalize or use the parameters given in the consumer experience strategy PowerPoint presentation to illustrate insights about B2B and B2C markets. Elucidate the steps to craft a sound customer strategy by utilizing easy-to-understand visual design elements of customer value proposition PPT slideshow. Present information like market size analysis, competitive landscape, customer preferences, and brand loyalty using optimizing customer satisfaction PowerPoint theme’s impactful graphical layouts. Download this customer experience PPT presentation to showcase customer success metrics like customer churn, and customer acquisition cost. https://bit.ly/3fzv44j
Um breve apanhado das idéias, pensamentos, frases e provocações de Jim Collins, sucessor legítimo de Peter Drucker, o maior teórico dos negócios em todos os tempos.
Strategy = Execution. 4DX is an execution system that recommends the use of 4 disciplines to define goals, create clarity on actions needed and visible scorecard to stay on track.
The concept was popularized by the book 4 Disciplines of Execution by Chris McChesney, Sean Covey, and Jim Huling.
CCL Points of View on Leadership Development Through the Lens of Relational L...Charles Palus
CCL Points of View on Leadership Development Through the Lens of Relational Leadership featuring Chuck Palus, CCL Senior Fellow. This is a special session for new CCL coaches and associates in Europe, Middle East and Africa. The topics include Dialogue, DAC Model, Relational Leadership, Lessons of Experience, ACS Model, Leadership Culture and Vertical Development.
Streaming recording link at https://ccl.webex.com/ccl/lsr.php?RCID=2ccc9bea43e943ff869ade36d413a2d1
Designing Adaptive Careers - The Talent Canvas
As presented at Better Sotware 2015 in Florence
Why a career should not be considered an evolutionary process, that requires constant feedback in order to develop talent and skills, while fits in a even more liquid company culture?
HR Management's traditional approach is proving increasingly inadequate to the shifting environment of modern companies. HR departments are based on practices that fails to adapt to our ever-changing scenario. Professionals and companies both need to be able to reinvent themselves...
The Adaptive Career is a set of conversation design tools aiming to enpower our approach to career development. It will be useful to anyone involved in HR management and team leading, but also small teams and entrepreneurs. It's focused on transparency and motivation, and it has been designed to gain mutual support and commitments about evolutionary careers.
How to Hire Top Talent to Create a Purpose-Driven BusinessY Scouts
Brian Mohr, Co-Founder & VP of Growth, Y Scouts
Evolution of Management - The way we hire and manage employees has evolved over the centuries. Historically (industrial revolution, scientific management) people were hired and supervised to perform specifically-designed tasks, with a great focus on optimizing productivity. We still see the effects of those roots today. Later, the bureaucracy developed, and behavioral management emerged between the 1920s to 1950s to focus more on the real needs of employees. In recent decades we've seen much emphasis on management science (six sigma, lean) ad its main focus remained often on process or productivity rather than on people.
State of our Workplace Today - Despite contemporary thought leaders (like Peter Drucker, or the emergence of Servant Leadership), today's workplace still produces much unproductive stress, eliminates much creativity and inspiration, and is characterized by high levels of disengagement. This in turn leaves significant opportunities for productivity, growth, and profitability on the table.
Research on Purpose – One of the key pieces we believe is missing is “purpose”. In Daniel Pink’s research on what really motivates people, he finds that purpose is one of the three main drivers. In Gallup’s research into why people follow, “hope” is one of the main factors. Dr. Seligman’s research in the area of positive psychology shows that having a sense of purpose is a key route to high well-being. Purpose is good for people, but for business as well. A range of studies has demonstrated the far-superior results that purpose-driven companies obtain over their money-driven counterparts.
Implications for You – For most companies this means there is a need t0 discover what their purpose is, to communicate, Y Scouts is proposing three main implications. First, what is your purpose? What are you most passionate about, and what are you doing to pursue that? Second, how can you help others find and pursue that? Second, how can you help others find and pursue their purpose? You have great influence over your existing employees (casting them in the right roles) as well as your new hires (interviewing them for fit and purpose). And thirdly, how can you develop and focus your managers and employees on their strengths? To allow purpose to thrive, managers will need to respect the employee for who he/she is and focus on bringing the best out in them.
What We Do – How Y Scouts can help
Q&A
Being a Cultural Warrior: 3 Proven Practices for Driving Engagement and Effic...Snag
Whatever your organization is designed to deliver, whether it’s a product or a service, you will win or lose based on how well your people are able to work and perform as a team. If you have have the best processes in the world, but your people don’t really care, you can be good, but you will never be awesome. And if you aren’t after awesome, what are you after?
With extensive experience in the manufacturing biz, Beau Groover, the former Director of Lean Supply Chain with Serta Simmons Bedding and Founder and President of The Effective Syndicate, will share what he’s learned from two decades in the service industry that will help you align your people, processes and products ... and make your business thrive.
Check out our joint presentation, ‘Being a Cultural Warrior,’ with TalentStream and Beau Groover to:
-- Define clearly what the vision, mission and values are that represent your brand and motivate your team
-- Uncover how to effectively evaluate your team … and yourself
-- Understand what being a Cultural Warrior looks like, the strategy to get there, and how it'll improve customer service from the ground up
-- Get tips on how to improve process efficiency and produce highly predictable results
-- Learn how to develop a successful organizational structure, including succession planning, leadership development and teamwork coaching
Leadership Agility is the ability to rage effective action in complex rapid changing conditions. Team and organizational agility refer to the same set of capacities. Organizational agility is an ability for an organization to renew itself, adapt, change quickly, and succeed in a rapidly changing, ambiguous, turbulent environment. Agility is not incompatible with stability – agility requires stability.
Organizations striving to grow and sustain their success in these dynamic times often try to identify the characteristics in their executives that will propel the enterprise toward its potential. The prevailing thought goes something like this: we want greater organizational agility so what does that look like in our key people? Fair question, but not likely to lead them where they want to go.
The challenge is Organizational Agility is an outcome we can measure organizationally not a personal characteristic. The executives can do a number of things to increase the organization’s agility but they themselves don’t exhibit it.
Let's discuss all of these with Abiodun Osoba (International Lean/Agile Coach & Trainer for Enterprise Transformations)
Leading Change
Change is accelerating in our business world, and those who can embrace and drive it will be the winners. Globalization, restructuring, and workforce diversity are changing the way business is done, and leaders often must adapt at warp speed. With constant change, we have to do more with less, faster, cheaper and better. Doing our best is no longer enough. Leaders must frequently face changes in the business environment that seem to require miracles to overcome. The reality is that business is often a game of setting seemingly impossible challenges and making progress on these challenges. Resistance to change is widespread, and people leading change must often do so against a tide of resistance and predictions of failure. Fear of failure and disappointment are frequently the motivation for this approach. Often these well-intentioned people call their attitudes "realistic" or "practical." Unfortunately, people who resist new ideas, and change in general, ignore the influence of their own attitudes and beliefs on their “reality”. Successful change leaders must understand how people react to change, and be ready and able to lead and support their teams in successfully navigating required changes. These “change agents” must learn to personally deal with the pressure of constant change, and even welcome it, learning to surf the waves of change rather than being dragged under the waves. This module will provide you with an understanding of the change process, the role of resistance, and your role in leading change, so that you and your people can embrace change as a doorway to new possibilities.
What large companies can learn from the working culture and methodos of startups
The linear career path is long gone. Organizations need managers and executives with a high degree of diversity and curiousity to navigate through uncertainty. People who were exposed to a startup or involved in intrapreneurship experience
Free? Is anything free these days? Based on her experience working with organizational leaders and her research into what drives organizational performance, Pollyanna Pixton shares six ideas—and the keys to their effective implementation—to help assure the success of your agile teams. As a bonus, her suggestions won’t cost you a thing. Pollyanna’s first free idea is how to create a culture of trust—the keystone of open collaboration—within your team and organization. The second free idea is about ownership—how to give it and not take it back. Third is empowering teams to make decisions by helping them understand and internalize the project and product’s purpose and value. The number four idea is that you can only fix processes, not people. Invest your energy toward the correct target. Idea five is to match people’s roles to their passion. Her final free idea is that integrity does matter—and matters most. Explore with Pollyanna why each of these ideas is important and how you can adopt them on your agile team.
Organizational Agility for Sustainable Competitive Advantage in VUCASeta Wicaksana
An Organization has an SCA when it is able to generate more customer value than competitive firms in its industry for the same set of products and service categories and when these other firms are unable to duplicate its effective strategy
At present, the pace of change feels relentless – new technology has changed our working lives beyond recognition and disrupted whole industries.
Many of us like to think that change is rare - we feel like it should be a one-off event, with a beginning and an end. The reality is that change is a constant state - nothing stays the same forever. If this seems daunting, agility is our friend.
hough are discussion centered on his latest and third book, Coach Yourself to Win: 7 Steps to Breakthrough Performance on the Job and in Your Life, (www.coachyourselftowin.com) I found myself talking about leadership issues in organizational life. The book is based on the proven process that he and his consultants have used to coach thousands of executives, in major organizations around the world, to higher levels of performance.
Whether you're starting from scratch or already have an established business strategy and planning process, this session provides practical guidance on implementing a framework that boosts company performance, from digital strategies to overall revenue strategies.
Leading a business can be a challenging endeavor, characterized by long hours, tough decisions, and a lack of clear guidance in today's competitive landscape. This session helps executives understand their unique strategies and develop compelling narratives to drive success.
Compelling statistics highlight the importance for executives to define and communicate a clear business strategy and plan. By doing so, organizations can enhance employee engagement, improve execution capabilities, align projects with strategic objectives, increase the likelihood of successful strategy implementation, and ultimately outperform competitors in today's dynamic business landscape.
The statistics paint a clear picture of the critical role executives play in defining and communicating a clear business strategy and plan.
• Only 22% of employees believe their leaders have a clear direction for the organization.
• 70% of strategic initiatives fail due to unclear goals and execution plans.
• Only 23% of organizations feel confident in their ability to effectively execute strategies.
• Aligning projects with strategic goals increases the likelihood of meeting or exceeding project objectives by 40%.
• Companies with a well-defined and communicated strategy have a 57% higher likelihood of successfully implementing their strategies.
• 95% of employees in organizations with a well-communicated strategy understand their individual roles and contributions to overall strategic goals.
In this 50-minute master speaking session, participants will gain valuable insights into creating real business strategy, defining strategic goals and building a comprehensive plan to achieve them. Sustainable growth in any organization relies on the alignment and effective management of all business processes.
Similar to What Matters Now? Gary Hamel on how to win in a world of relentless change (20)
Major Implementation Projects - Persist pivot or quit?John Phillips
This deck considers why Major Implementation Projects are seldom stopped, until its too late. What the impediments are to good decision making and how to overcome them.
Managing Dependencies is often made harder by poor documentation and representation approaches. This presentation proposes a simple network based representation that is directly driven by dependency data.
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
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
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/
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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What Matters Now? Gary Hamel on how to win in a world of relentless change
1. Notes from Gary Hamel @profhamel
Amcham Conference,
Melbourne 8 Dec 2014
CharterMason perspective by John Phillips
au.linkedin.com/in/johnphillips11kps
What Matters Now?
2. This slide pack developed
from raw notes taken
during conference + other
readings
8. Gary’s Books (as of Dec 2014)
● The Core Competence of the Corporation - 1990
● Strategy as Revolution - 1996
● Competing for the future - 1996
● Alliance Advantage: The Art of Creating Value Through Partnering - 1998
● Strategic Flexibility: Managing in a Turbulent Environment - 1999
● Leading the Revolution - 2000
● The Quest for Resilience - 2003
● The Why, What, and How of Management Innovation - 2006
● The Future of Management - 2007
● "Funding Growth in an Age of Austerity" - 2004
● "What Matters Now: How to Win in a World of Relentless Change, Ferocious
Competition, and Unstoppable Innovation" - 2011
9. Gary’s Books
● The Core Competence of the Corporation - 1990
● Strategy as Revolution - 1996
● Competing for the future - 1996
● Alliance Advantage: The Art of Creating Value Through Partnering - 1998
● Strategic Flexibility: Managing in a Turbulent Environment - 1999
● Leading the Revolution - 2000
● The Quest for Resilience - 2003
● The Why, What, and How of Management Innovation - 2006
● The Future of Management - 2007
● "Funding Growth in an Age of Austerity" - 2004
● "What Matters Now: How to Win in a World of Relentless Change, Ferocious
Competition, and Unstoppable Innovation" - 2011
Also many articles for publications like Harvard
Business Review and McKinsey Quarterly
10. Gary’s Books
● The Core Competence of the Corporation - 1990
● Strategy as Revolution - 1996
● Competing for the future - 1996
● Alliance Advantage: The Art of Creating Value Through Partnering - 1998
● Strategic Flexibility: Managing in a Turbulent Environment - 1999
● Leading the Revolution - 2000
● The Quest for Resilience - 2003
● The Why, What, and How of Management Innovation - 2006
● The Future of Management - 2007
● "Funding Growth in an Age of Austerity" - 2004
● "What Matters Now: How to Win in a World of Relentless Change, Ferocious
Competition, and Unstoppable Innovation" - 2011
One of these books (and an animated
movie) was an inspiration for the
creation and design of the company
that led to CharterMason
We’ll talk about this later...
13. …Management the way we practice
it right now is simply not up to the
challenges that lie ahead
14. … unless we can reinvent
management, every bit as
dramatically as we have reinvented
our products or our operating
model, companies are not going to
succeed in the years ahead.
21. Gary’s Agenda for the day
Facing the Future
What Really Matters Now
Escaping the past
Why Bureaucracy Must Die
Hacking Management
The New DNA of Success
Making a Difference
How to Become a Champion of Change
23. The depressing state of engagement
Gallup survey of employee engagement: [ONLY!]
13% of employees across 142 countries
worldwide are engaged in their jobs — that is,
they are emotionally invested in and focused on
creating value for their organizations every day.
24. The depressing state of engagement
In Australia and New Zealand we’re doing a little
better, 24% of adults who work for an employer
are engaged, while 60% are not engaged and
16% are actively disengaged.
So a quarter of your team want to play for you,
most don’t really care and a sixth don’t even
want to be on the pitch.
Who wants to be runner-up “least worst”?
25. [My] favourite Hamel’isms
“Change Management is an oxymoron”
“What matters now is not resources but resourcefulness”
“In 1987 60% of computing powerwas in hand held calculators”
“More of the same isn't
going to get us there”Management 1.0 was designed to
excise irregularity
26. What matters now: personal “klout”
Who has the highest “klout” score?
Whose internal blogs are most read?
Whose expertise is most widely recognised?
Who responds the quickest to internal requests?
Whose responses are most highly rated?
Who are the “nodes” in internal social networks?
Who has the most links across internal staff?
Who do customers request most often?
28. The German sociologist Max Weber argued that bureaucracy
constitutes the most efficient and rational way in which human activity
can be organized, and that systematic processes and organized
hierarchies were necessary to maintain order, maximize efficiency
and eliminate favoritism. But even Weber saw unfettered bureaucracy
as a threat to individual freedom, in which an increase in the
bureaucratization of human life can trap individuals in an "iron cage"
of rule-based, rational control - Wikipedia
Innovation is irregularity
What made us successful in the past will kill us in the future - Jeff
Wareing (CharterMason)
Bureaucracy was designed to excise
irregularity
30. What’s wrong with organisations
Inertia - too slow
Incremental - too short-sighted
Sterile - no (really different) ideas
“We are captives of a paradigm that places the
pursuit of efficiency ahead of every other goal”
31. Hierarchy of needs for organisations
● Passion
● Imagination
● Initiative
● Intellect
● Diligence
● Obedience
The bottom three are now commodities but
remain the focus of most organisations.
33. What matters then and now
Then
Planning Budgeting
Allocating Measuring
Evaluating Organising
Coordinating Supervising
StructuringMotivating
RewardingTraining
Hiring
Now
What do you think?
34. What matters then and now
Then
Planning Budgeting
Allocating Measuring
Evaluating Organising
Coordinating Supervising
StructuringMotivating
RewardingTraining
Hiring
Now according to Gary
Blogs Hacks
Podcasts Folksonomies
Social Networks Opinion Markets
Crowd Sourcing Social curation
Online forums Peer ratings
Mash-ups Wikis
Tags
36. The New DNA of Success
Management 1.0
● Formalisation
● Standarisation
● Specialisation
● Hierarchy
● Unity of command
● Conformance
● Extrinsic rewards
37. The New DNA of Success
Management 1.0
● Formalisation
● Standarisation
● Specialisation
● Hierarchy
● Unity of command
● Conformance
● Extrinsic rewards
Management 2.0
What do you think?
41. Atlassian
12 Year Old Australian Software Company
2010 USD 60m Investment by Accel Partners
valued the company at ~ USD 3.5bn
2014 revenues ~ USD150m
800+ employees
Makes software tools to plan, collaborate, code
and service
Offices in Australia, US, Netherlands
43. Open Company, No Bullshit
Atlassian embraces transparency wherever
practical, and sometimes where impractical. All
information, both internal and external, is public
by default. We are not afraid of being honest with
ourselves, our staff, and our customers.
44. Build with Heart and Balance
Every day we try to build useful products that
people lust after. Building with heart means really
caring about what we're making and doing–it's a
mission, not just a job. When we build with
balance we take into account how initiatives and
decisions will affect our colleagues, customers,
and stakeholders.
45. Don't #@!% the Customer
When we make decisions we ask ourselves,
"How will this affect our customers?" If the
answer is that it would screw them over, or make
life more difficult, then we need to find a better
way. We want the customer to respect us in the
morning.
46. Play as a team
We want all Atlassians to feel like they work with
Atlassian, not for Atlassian. We think it's
important to have fun with your workmates while
working and contributing to the Atlassian team.
47. Be the change you seek
We think Gandhi had it right when he said, "We
need to be the change we wish to see in the
world". At Atlassian we encourage everyone to
create positive change. We're constantly looking
for ways to improve our company, our products,
and our environment.
48. Atlassian Structure
Based on an extended Agile model where all
offices in all locations are organised as small
teams.
Performance Reviews turned into weekly
coaching sessions with a simple 2 dimensional
scale (no grid) with assessment of performance
every 6 months.
“The coolest company in Australia”? BRW
50. Morning Star is serious company
Largest US Grower and Processor of tomatoes
(40% of US market in paste and diced
tomatoes).
Processes 1100 tons+ of tomatoes per hour.
Several processing plants and farms
400 full-time plus 2400 harvest time employees
Operating in an industry renowned for poor
industrial relations and worker conditions
51. Yet this is a company where...
● No one has a boss
● Employees negotiate responsibilities with their
peers
● Everyone can spend the company’s money
without limits
● Each individual is responsible for acquiring the
tools needed to do his or her work
● There are no titles and no promotions
● Compensation decisions are peer-based
52. Morning Star – a libertarian mission
All professionals will be self-managing
professionals, initiating communications and
coordination of their activities with colleagues,
customers, suppliers and fellow industry
participants absent directives from others
53. The Morning Star Model
• Make the mission the boss - at a personal level
• Let employees forge agreements
Colleague Letter Of Understanding (CLOU). Every Year. Also
between Units (processing plants, logistics, farms etc)
• Empower Everyone - Truly. Not trickled down but built in
• Don’t force people into boxes
• Encourage competition for impact, not promotions
• Freedom to succeed [this is libertarianism, not communism]
• Conflict resolution and due process
• Peer review and the challenge process
55. Gore is significant global force
Makes innovative, technology-driven solutions,
from medical devices that treat aneurysms to
high-performance GORE‑TEX® fabrics.
Privately held, annual USD 3 billion+ annual
sales.
10,000 employees, called associates, with
manufacturing facilities in the United States,
Germany, the United Kingdom, Japan and
China, and sales offices around the world.
56. Four principles for Associates
1. Fairness to each other and everyone with whom we
come in contact
2. Freedom to encourage, help, and allow other associates
to grow in knowledge, skill, and scope of responsibility
3. The ability to make one's own commitments and keep
them
4. Consultation with other associates before undertaking
actions that could impact the reputation of the company
57. How does Gore make it work
Associates are hired for general work areas.
With the guidance of their sponsors (not bosses)
and a growing understanding of opportunities
and team objectives, Associates commit to
projects that match their skills.
All of this takes place in an environment that
combines freedom with cooperation and
autonomy with synergy.
58. How does leadership work?
Everyone can earn the credibility to define and
drive projects. Leaders may be appointed, but
are defined by 'followership.' More often, leaders
emerge naturally by demonstrating special
knowledge, skill, or experience that advances a
business objective.
59. Choosing the new Gore CEO
When Chuck Carroll retired in 2005, the board
polled a wide cross-section of Gore employees
asking who they’d be willing to follow, they could
nominate anyone in the company.
One of those employees was Terri Kelly, who
had joined Gore as a graduate in Engineering in
‘83.
To Terri’s surprise, the new CEO turned out to
be her.
Followership in action.
60. Gary’s stories on how to become a Champion
of Change
Making a Difference
61. Example: UK Health Service
5th largest employer in the world (after the US DoD,
Red Army, Walmart, and McDonalds)
A million patients use its services every day.
Not known for its agility
In mid 2012 a small group of trainee doctors started a
conversation on twitter. By March 2013 189,000 people
had pledged to projects to make a positive difference to
patients.
The biggest ever collective action to improve
healthcare (so far…) . Read more here
63. How to run an innovation market
There are three markets: Spazdaq, Bow Jones
and Savings Bonds.
Any employee can “IPO” a new idea by
preparing a “budge-it”.
Every employee gets $10,000 in Mutual Fun
money to invest in an internal stock market
A ‘market maker’ periodically values each
security based on “compound interest”
Ideas that make it into the top twenty by
valuation get a formal allocation of funds.
The IPO team gets a 25% dividend from the
profits or savings of a successful idea
64. A call to arms
Past CEOs have often been narcissists, flattered
and thrilled by their EVPs. Head office staffers
are the leprosy of our organisation. A top down
model ignores the world around it and I will do
everything I can to change it.
Gary Hamel
(adapted from
Pope Francis…)
65. ! Warning !
This is a bureaucracy free zone
Pettifogging desk jockeys, butt kissing suck-ups,
meddling head office stoolies, half-witted bean
counters, self important staff weanies, sadistic
bosses, and pencil pushing blowhards will be
named, shamed and run off the property
67. Which book inspired the creation of
CharterMason?
● The Core Competence of the Corporation - 1990
● Strategy as Revolution - 1996
● Competing for the future - 1996
● Alliance Advantage: The Art of Creating Value Through Partnering - 1998
● Strategic Flexibility: Managing in a Turbulent Environment - 1999
● Leading the Revolution - 2000
● The Quest for Resilience - 2003
● The Why, What, and How of Management Innovation - 2006
● The Future of Management - 2007
● "Funding Growth in an Age of Austerity" - 2004
● "What Matters Now: How to Win in a World of Relentless Change, Ferocious
Competition, and Unstoppable Innovation" - 2011
This is the book that was a key
inspiration for CharterMason’s
original creation and design
69. In the 1998 film by Dreamworks, Ant ‘Z’ voiced by Woody Allen was the freedom
seeking individual who dared to challenge convention
The lead character ‘Z’
from Dreamworks’ “Antz”
73. What do you think?
Do you agree with Gary about what matters
now?
Is CharterMason ready for what matters now?
Are our clients ready for what matters now?
Are you ready for what matters now?
Could we be a poster company for Gary?
What would Gary do?
What will you do?
76. The Hackathon Process
Phase 1 Phase 2 Phase 3 Phase 4
Why
adaptability
matters now
The enemies of
adaptability
The design
principles of
adaptable
organisations
Investing in mini
hacks
Developing and
initiating
management
hacks
What did we
discover
77. Challenges of Management 2.0
Tougher Adjustment
Self-management doesn’t suit everyone. Employees who’ve worked all their lives in
hierarchical organizations may not be able to cope.
Accountability Challenges
If employees fail to deliver a strong message to colleagues who don’t meet expectations,
self-management can become a conspiracy of mediocrity.
Longer Induction
It takes time to fit in. New employees may need a year or more to become fully functional in
the system.
Growth Issues
Without a corporate ladder to climb, employees find it difficult to evaluate their progress
relative to peers. That can become a handicap when someone wants to switch companies.
78. Moonshots
Mend the Soul
Unleash
Capability Foster Renewal Expand Minds Distribute Power Seek Balance
Focus the work of
management on a
higher purpose
Increase trust,
reduce fear
Make direction
setting bottom-up
and outside-in Enlarge the frame of
management
education
Build “natural”
flexible hierachies
Develop holistic
performance
measures
Reinvent the means
of control
Experiment more
often and more
cheaply
Redfine the work of
leadership
Embed the ethos of
community and
citizenship
Amplify imagination Create internal
markets for ideas
talent & resources
Retool management
for an open and
borderless world
Create a democracy
of information Transcend
traditional
management trade-
offsEnable communities
of passion
Expand the scope of
employee autonomy
Humanize the
language of
business
Capture the
advantages of
diversity
De-politicise
decision making
Rethink the
philosophical
foundations of
management
Stretch management
timeframes and
perspectives
Take the work out of
work
Disaggregate the
organisation
Encourage the
dissenters
What needs to be done to create organisations that are fit for the future?