The document discusses creating an adaptive, learning organization through establishing the right work climate. It addresses measuring and improving an organization's work climate, which determines its performance. A respectful, blame-free environment where people have freedom and influence is key. The document provides examples of questions to assess an organization's work climate in areas like engaging employees, learning, leading, and improving. It also includes a case study on analyzing and mapping an organization's value stream and life cycle.
"Change" is the New Normal - Building a Sustainable Strategic Sourcing Progra...SAP Ariba
The saying goes, “The only constant is change.” This is all the more true when it comes to sustaining a strategic sourcing program. With rising commodity costs, globalization, and regulatory pressures, procurement teams struggle to sustain savings alongside a plethora of tactical responsibilities.
Join this session where industry leaders will share how they navigate and manage their strategic sourcing programs in today’s ever-changing environments.
"Re-Purposing the Business:
Changeability, Adoptability and Capability."
Establishing or re-establishing a ‘common purpose’ across your enterprise and simplifying and clarifying the goals expected of each employee is crucial in steadying your original course or setting a new direction. You can then ask questions about your changeability, adoptability and capability to make the journey.
All businesses imperceptibly change over time which often results in purpose drift or worse, purpose stagnation. Different teams and areas of expertise merge, all of which have an essential role to play. In addition, well-intentioned, new and diverse methods are introduced ad-hoc, causing further fragmentation and inter-department work-disconnects. Purpose becomes obscured in the day-to-day noise and risks miscommunication, conflicting priorities and discord. Most importantly, a fragmented understanding of purpose inhibits the ability of a business to react quickly to marketplace disruptions.
The danger to change comes when the common purpose is declared at the top, and, in a waterfall fashion cascaded downwards. ‘Waterfall purpose’ is not a ‘common purpose’. Switching from one to the other requires ‘Big-Picture’ collaboration.
Using Agile methods and practices for the management of work does not necessarily lead to an adaptive business.
So what do Lean and Agile principles tell us about the way we need to design, build and operate modern businesses? Can we design organisations that are adaptive, innovative and engaging for customers, employees, managers and leaders alike? The presentation will demonstrate the importance of creating the right work-climate for Agile to manage work more effectively and to go further ensuring the business as a whole can become highly adaptive to their customers and the marketplace.
Description: Lean and Agile workplaces depend heavily on the management choices for work design, measurement, rewards, team structures, working practices, methods and approaches to management and staff relationships.
These choices combine in complex ways to create a perception of ‘how it feels to work here’, which we call the ‘work-climate’. Research has demonstrated that work-climate is a proven predictor of long-term business performance.
By examining the ‘work-climate’, we can then ask the following questions:
What are the best choices for managers and staff to make?
What needs to be eradicated?
What needs to be redesigned?
How do we put the customer and our employees at the heart of the business?
The survey provides direction and demonstrable evidence the work-climate is moving in the right direction to support Lean and Agile working.
Our mission : With formidable innovative expertise in supporting HR processes, Merging Spirit will ensure that your merger or acquisition transaction is creating profitable value
FASTER ADAPTABILITY IS THE NEW CORE COMPETENCY IN THE NEW ECONOMYStephen Parry
Can we design organisations that are adaptive, innovative and engaging for employees, managers and leaders alike?
This presentation will demonstrate the importance of organisational design and route-map sequencing to create conducive work-climates to drive deeper customer engagement and faster organisational responses.
Almost daily, managers face multiple choices for work design, measurement, rewards, organisational structures, working practices and approaches to management and staff relationships just to keep the day-to-day business running- let alone respond to future business needs. In this presentation, we look at the most important items to align to create a highly responsive organisation.
We will start by examining the work-climate to understand how management choices interact in complex ways to create a perception of ‘how it feels to work here’. Research has demonstrated that workclimate perceptions are a proven predictor of long-term business performance.
By examining the ‘work-climate’, we can then ask the following questions:
What are the best choices for managers to make to increase performance and adaptability?
What needs to be eradicated?
What needs to be redesigned?
Where do we need to start?
About Stephen Parry
Biog PhotoStephen Parry is an international leader and organisational architect, designing and creating adaptive organisations. He has a world-class reputation for passionate leadership and organisational transformation by changing the way employees, managers and leaders think about their business and their customers.
He is the author of Sense and Respond: The Journey to Customer Purpose (Palgrave), a highly regarded book written as a follow-up to his award-winning organisational transformations. His change work was recognised when he received Best Customer Service Strategy at the National Business Awards.
Stephen believes that organisations must be designed around the needs of customers through the application of employee creativity, innovation and willing contribution. This was recognised when his approach received awards from the European Service Industry for the Best People Development Programme and a personal award for Innovation and Creativity. His clients include many global corporations and national governments: SAP, LEGO, BT, UK government, police authorities, financial services, Telcos, retail, Legal Services, IT and software companies, outsourcing and shared services.
Lean Kanban United Kingdom 2013, Modern Management Methods, Lean Leadership, Climetrics, Service Climate, Work Climate, Sense and Respond 3.0, Lean Organizational Design,
Great networking advice for CEOs and executives. Anyone looking to manage their career needs to network, and the strategy provided with greatly improve the quality of your networking and network.
In a world where agile and lean's expansion grow, are we really all continuously improving? With studies showing that more than half of the world population is hating their jobs, are the current lean and agile tools enough to encourage and support personal continuous improvement? In this talk I plan to explore where our current practice fail to support personal transformation and how can we enhance them to become more effective.
Beyond Business 2014 Sustainability Reportelaine cohen
Beyond Business (Elaine Cohen) second sustainability report in accordance with GRI G4 core option and GRI Content Index checked, focus on six material issues
Working Backwards - Leading organisations achieve growth by marrying customer-obsession with a modern technology strategy. In this upcoming webinar, we’ve partnered with AWS to bring you exclusive insights from one of the world’s most innovative companies, Amazon.
Power Your PMO with the Adaptive Enterprise Stephen Parry
Business is evolving. Today’s customer expects an instant response to their demands. Today’s executive expects the PMO to deliver with unprecedented speed and accuracy. The name of the game is adaptability – not predictability.
Annual planning and cumbersome project lifecycles are no longer enough to meet these challenges. A new mindset is needed – one that enables the PMO to constantly evaluate and innovate as opportunities emerge, adding business value beyond tasks and processes.
Join this webinar with internationally renowned Author, Keynote Speaker and Change Architect, Stephen Parry at Lloyd Parry International and Carina Hatfield CPA, Senior Product Manager at Planview, to explore:
How to create an adaptive PMO that flexes to the speed of change
How to build a PMO that is responsive to the business need
How to promote executive confidence, even in times of uncertainty
How to create budgets, plans and resource maps that deliver the strategy but respond to the reality
How to partner with the business and become an Enterprise PMO
Designing organisations that work for Lean and Agile thinking people. Europea...Stephen Parry
Abstract: What do Lean and Agile principles tell us about the way we need to design, build and operate modern businesses? Can we design organisations that are adaptive, innovative and engaging for employees, managers and leaders alike? The presentation will demonstrate the importance of organisational design and route-map sequencing to create conducive work-climates for Lean and Agile thinkers.
Description: Lean and Agile workplaces depend heavily on the management choices for work design, measurement, rewards, organisational structures, working practices, methods and approaches to management and staff relationships.
These choices combine in complex ways to create a perception of ‘how it feels to work here’, which we call the ‘work-climate’. Research has demonstrated that work-climate is a proven predictor of long-term business performance.
During any change program, behaviours take time to adjust to new practices. Therefore, measuring and plotting the change in the work-climate provides assurance your changes are having the desired effect. Measuring and monitoring the work-climate will also detect any undesired effects and enable corrective actions to be taken.
By examining the ‘work-climate’, we can then ask the following questions:
What are the best choices for managers to make?
What needs to be eradicated?
What needs to be redesigned?
Our survey method, in addition to assessing behaviours, provides insight into the influence on the work-climate as a result of management choices in the following areas:
• How organisational design impacts collaboration
• Managing practices, such as continuous-improvement and governance
• End-to-end service performance
• Service quality
• Innovation and change ability
• Customer centricity
• Leadership style
The survey provides direction and demonstrable evidence the work-climate is moving in the right direction to support Lean and Agile working.
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"Change" is the New Normal - Building a Sustainable Strategic Sourcing Progra...SAP Ariba
The saying goes, “The only constant is change.” This is all the more true when it comes to sustaining a strategic sourcing program. With rising commodity costs, globalization, and regulatory pressures, procurement teams struggle to sustain savings alongside a plethora of tactical responsibilities.
Join this session where industry leaders will share how they navigate and manage their strategic sourcing programs in today’s ever-changing environments.
"Re-Purposing the Business:
Changeability, Adoptability and Capability."
Establishing or re-establishing a ‘common purpose’ across your enterprise and simplifying and clarifying the goals expected of each employee is crucial in steadying your original course or setting a new direction. You can then ask questions about your changeability, adoptability and capability to make the journey.
All businesses imperceptibly change over time which often results in purpose drift or worse, purpose stagnation. Different teams and areas of expertise merge, all of which have an essential role to play. In addition, well-intentioned, new and diverse methods are introduced ad-hoc, causing further fragmentation and inter-department work-disconnects. Purpose becomes obscured in the day-to-day noise and risks miscommunication, conflicting priorities and discord. Most importantly, a fragmented understanding of purpose inhibits the ability of a business to react quickly to marketplace disruptions.
The danger to change comes when the common purpose is declared at the top, and, in a waterfall fashion cascaded downwards. ‘Waterfall purpose’ is not a ‘common purpose’. Switching from one to the other requires ‘Big-Picture’ collaboration.
Using Agile methods and practices for the management of work does not necessarily lead to an adaptive business.
So what do Lean and Agile principles tell us about the way we need to design, build and operate modern businesses? Can we design organisations that are adaptive, innovative and engaging for customers, employees, managers and leaders alike? The presentation will demonstrate the importance of creating the right work-climate for Agile to manage work more effectively and to go further ensuring the business as a whole can become highly adaptive to their customers and the marketplace.
Description: Lean and Agile workplaces depend heavily on the management choices for work design, measurement, rewards, team structures, working practices, methods and approaches to management and staff relationships.
These choices combine in complex ways to create a perception of ‘how it feels to work here’, which we call the ‘work-climate’. Research has demonstrated that work-climate is a proven predictor of long-term business performance.
By examining the ‘work-climate’, we can then ask the following questions:
What are the best choices for managers and staff to make?
What needs to be eradicated?
What needs to be redesigned?
How do we put the customer and our employees at the heart of the business?
The survey provides direction and demonstrable evidence the work-climate is moving in the right direction to support Lean and Agile working.
Our mission : With formidable innovative expertise in supporting HR processes, Merging Spirit will ensure that your merger or acquisition transaction is creating profitable value
FASTER ADAPTABILITY IS THE NEW CORE COMPETENCY IN THE NEW ECONOMYStephen Parry
Can we design organisations that are adaptive, innovative and engaging for employees, managers and leaders alike?
This presentation will demonstrate the importance of organisational design and route-map sequencing to create conducive work-climates to drive deeper customer engagement and faster organisational responses.
Almost daily, managers face multiple choices for work design, measurement, rewards, organisational structures, working practices and approaches to management and staff relationships just to keep the day-to-day business running- let alone respond to future business needs. In this presentation, we look at the most important items to align to create a highly responsive organisation.
We will start by examining the work-climate to understand how management choices interact in complex ways to create a perception of ‘how it feels to work here’. Research has demonstrated that workclimate perceptions are a proven predictor of long-term business performance.
By examining the ‘work-climate’, we can then ask the following questions:
What are the best choices for managers to make to increase performance and adaptability?
What needs to be eradicated?
What needs to be redesigned?
Where do we need to start?
About Stephen Parry
Biog PhotoStephen Parry is an international leader and organisational architect, designing and creating adaptive organisations. He has a world-class reputation for passionate leadership and organisational transformation by changing the way employees, managers and leaders think about their business and their customers.
He is the author of Sense and Respond: The Journey to Customer Purpose (Palgrave), a highly regarded book written as a follow-up to his award-winning organisational transformations. His change work was recognised when he received Best Customer Service Strategy at the National Business Awards.
Stephen believes that organisations must be designed around the needs of customers through the application of employee creativity, innovation and willing contribution. This was recognised when his approach received awards from the European Service Industry for the Best People Development Programme and a personal award for Innovation and Creativity. His clients include many global corporations and national governments: SAP, LEGO, BT, UK government, police authorities, financial services, Telcos, retail, Legal Services, IT and software companies, outsourcing and shared services.
Lean Kanban United Kingdom 2013, Modern Management Methods, Lean Leadership, Climetrics, Service Climate, Work Climate, Sense and Respond 3.0, Lean Organizational Design,
Great networking advice for CEOs and executives. Anyone looking to manage their career needs to network, and the strategy provided with greatly improve the quality of your networking and network.
In a world where agile and lean's expansion grow, are we really all continuously improving? With studies showing that more than half of the world population is hating their jobs, are the current lean and agile tools enough to encourage and support personal continuous improvement? In this talk I plan to explore where our current practice fail to support personal transformation and how can we enhance them to become more effective.
Beyond Business 2014 Sustainability Reportelaine cohen
Beyond Business (Elaine Cohen) second sustainability report in accordance with GRI G4 core option and GRI Content Index checked, focus on six material issues
Working Backwards - Leading organisations achieve growth by marrying customer-obsession with a modern technology strategy. In this upcoming webinar, we’ve partnered with AWS to bring you exclusive insights from one of the world’s most innovative companies, Amazon.
Similar to Lean Principles People People People Parry ACE 2014 (20)
Power Your PMO with the Adaptive Enterprise Stephen Parry
Business is evolving. Today’s customer expects an instant response to their demands. Today’s executive expects the PMO to deliver with unprecedented speed and accuracy. The name of the game is adaptability – not predictability.
Annual planning and cumbersome project lifecycles are no longer enough to meet these challenges. A new mindset is needed – one that enables the PMO to constantly evaluate and innovate as opportunities emerge, adding business value beyond tasks and processes.
Join this webinar with internationally renowned Author, Keynote Speaker and Change Architect, Stephen Parry at Lloyd Parry International and Carina Hatfield CPA, Senior Product Manager at Planview, to explore:
How to create an adaptive PMO that flexes to the speed of change
How to build a PMO that is responsive to the business need
How to promote executive confidence, even in times of uncertainty
How to create budgets, plans and resource maps that deliver the strategy but respond to the reality
How to partner with the business and become an Enterprise PMO
Designing organisations that work for Lean and Agile thinking people. Europea...Stephen Parry
Abstract: What do Lean and Agile principles tell us about the way we need to design, build and operate modern businesses? Can we design organisations that are adaptive, innovative and engaging for employees, managers and leaders alike? The presentation will demonstrate the importance of organisational design and route-map sequencing to create conducive work-climates for Lean and Agile thinkers.
Description: Lean and Agile workplaces depend heavily on the management choices for work design, measurement, rewards, organisational structures, working practices, methods and approaches to management and staff relationships.
These choices combine in complex ways to create a perception of ‘how it feels to work here’, which we call the ‘work-climate’. Research has demonstrated that work-climate is a proven predictor of long-term business performance.
During any change program, behaviours take time to adjust to new practices. Therefore, measuring and plotting the change in the work-climate provides assurance your changes are having the desired effect. Measuring and monitoring the work-climate will also detect any undesired effects and enable corrective actions to be taken.
By examining the ‘work-climate’, we can then ask the following questions:
What are the best choices for managers to make?
What needs to be eradicated?
What needs to be redesigned?
Our survey method, in addition to assessing behaviours, provides insight into the influence on the work-climate as a result of management choices in the following areas:
• How organisational design impacts collaboration
• Managing practices, such as continuous-improvement and governance
• End-to-end service performance
• Service quality
• Innovation and change ability
• Customer centricity
• Leadership style
The survey provides direction and demonstrable evidence the work-climate is moving in the right direction to support Lean and Agile working.
Designing Adaptive, Innovative and Engaging Organisations using Sense and Respond 3.0 Adaptive Lean Principles.
What do Adaptive Lean principles tell us about the way we need to design, build and operate modern businesses? Can we design organizations that are adaptive, innovative and engaging for employees and customers alike? Can we really change cultures in reasonably short time-frames?
This presentation based on the most recent research from work psychology will provide counter intuitive insights into the ‘industrial management’ mind set, its impact on the design of work and management behaviors. And of course we will provide tested countermeasures to design back in employee willing contribution and establish a real human enterprise that leads to long term prosperity.
Contact centers. avoid the waste but not the valueStephen Parry
CORE Profile: A Customer Purpose Framework for Contact Centers
The customer purpose defines value, and value defines meaningful work, everything else is waste. The organisation and its leaders need to know what to optimise, what to remove, what types of demand to increase, and what types of demand may present opportunities to create new products or services. Our research indicates that most operational managers and leaders think they know what waste is, but in reality what they consider to be value is in fact intuitional waste, habitualized by calling it value.
Most companies genuinely want to create value for their customers and sincerely believe that their customer-service operations are indeed doing that, but often they are simply restoring lost value caused by a failure to do something right the first time.
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Stephen Parry Keynote Speech.
Author of Sense and Respond: The Journey to Customer Purpose.
Lean and Kanban: What’s the purpose?
This keynote speech will discuss what we mean by changing our thinking and the mind-sets of organisations. What are the challenges for our methods and our movement as a whole? How are we dealing with those challenges and what is needed from our community for future success. In essence, what is Lean Kanban’s purpose and have we set our sights high enough?
Lean Thinking Dimensions, The Psychology Profile of Lean Adaptive Organisations. Lean Measurement.
2012 Lean Kanban France Stephen Parry Sense and RespondStephen Parry
Stephen Parry Keynote Speech.
Author of Sense and Respond: The Journey to Customer Purpose.
Lean and Kanban: What’s the purpose?
This keynote speech will discuss what we mean by changing our thinking and the mind-sets of organisations. What are the challenges for our methods and our movement as a whole? How are we dealing with those challenges and what is needed from our community for future success. In essence, what is Lean Kanban’s purpose and have we set our sights high enough?
What is the difference between a traditional organization and a sense and respond lean organization.
Its not what you think but how you think.
Traditional Silo measurement vs. End to End measurement
Measuring purpose
How you think determines what you measure.
If you measure your business using averages, you will get an average business.
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.
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
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.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
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Discover the innovative and creative projects that highlight my journey throu...dylandmeas
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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/
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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.