Pushing Performance
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This document provides a step-by-step guide to driving individual and organizational performance. It discusses what motivates employees at work, including value, ability, and belief. It also addresses defining success and contains images and links to additional HR resources on driving performance. The document is copyrighted and available under a Creative Commons license for sharing and distribution.
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The Clic Effect Inc. is a process and change consultation firm that helps clients address challenges, implement solutions, and learn to independently manage future projects. It offers tools and methodologies to guide clients through discovery, change, and learning. The firm is led by Linda Morgan and Erika Bailey, who have diverse experience in fields like human resources, education, and music. They take a collaborative approach focused on empowering clients to define their own solutions.
Networked Nonprofit - Open Leadership
The document discusses the transition nonprofits need to make from operating like a "fortress" to being more "transparent". It advocates that nonprofits adopt a networked approach, embracing open source tools, collaboration, listening to influencers and nodes in their networks. It also emphasizes becoming more action-oriented and participatory by taking risks, trying new things at low cost, and streamlining operations through collaboration.
LinkedIn for Lawyers - Social Media Training
Please note that our address has changed:
Upward Action LLC
718 7th Street NW, 2nd Floor
Washington, DC 20001
Elevate Conference 2022 - Dudes Do Better Dismantling Toxic Masculinity At Wo...
Paylocity's Elevate Conference 2022
Do you suspect that your company might be guilty of rewarding toxic masculine behavior? Are you celebrating the brilliant jerk at the expense of the team and the bottom line?
A lack of empathy, compassion, and shared humanity in many industries towards their employees lead to the Great Resignation. We find ourselves at a crossroads, having to choose between the "old boys club" style of management of the past and a future of work where we foster leaders who understand the value of balancing feminine and masculine leadership.
This session is for organizations who want to rise above the antiquated Mad Men way of managing; for the executive who understands that they need to address systemic workplace issues (e.g. toxic masculinity, misogyny, racism). This is a call-to-action - a BS Meter - for any company claiming that they care about their staff. Is your company ready to follow through on the values written in your mission statement and plastered on your walls?
LinkedIn Social HR Finding and Developing Top Talent - Dean DeLisle - The P...
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People over Process (Agile & Beyond)
"People over Process" slides that are about coming back to the heart of Agile: People!
Intro - People over Process.
Agile = Culture. Whole Agile.
Focus on People: Vulnerability, Authentic Connection, Safety & Trust (VAST)
People-centric organizations (Laloux Culture Model)
People-centric Change
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Why Are We Stuck? Getting Agile Teams On The Path To Continuous Improvement
When things are going well, it is difficult to find motivation to go from good to great.
As an Agile leader, it’s important to be able to identify the symptoms your team or team-of-teams start to exhibit when they get stuck – when their momentum for positive growth and change stalls or plateaus – and what to do about it.
Presented at Global Scrum Gathering Minneapolis, this session was a highly interactive workshop with group discussions, table talks and concept centers that provided you with a toolbox to identify symptoms of a stuck team, determine why they are stuck, activities to get them unstuck and highlight potential dysfunctions and over-correction patterns.
Dhaka Electronica Scene on Team Management
This document discusses how to build and manage effective teams for a startup. It emphasizes that the founders are the initial core team and should identify their vision and competencies. The team may then grow horizontally by adding loosely affiliated partners for specific tasks or vertically by hiring dedicated members. Effective communication tools and an inspiring culture that rewards members for achieving their goals are important for motivation. Continuous learning, bonding experiences, and flexibility help teams grow together over time.
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https://www.oeconsulting.com.sg/training-presentations]
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Pushing Performance
- 1. Pushing Performance A step-by-step guide to driving individual and organizational performance. Renegade HR http://RenegadeHR.net
- 2. What does HR do? Image courtesy of Lumaxart.com
- 3. Image courtesy of Lumaxart.com Motivated
- 5. “What motivates membership and performance of people at work?” Professor Rick Scholl URI Labor Research Center
- 6. Image courtesy of cutglassdecanter
- 7. SHOW! ME! THE! MONEY!
- 9. Image courtesy of scorp
- 10. Motivation = Value x Ability x Belief
- 11. Define Success
- 12. Image courtesy of laffy4k
- 13. Image courtesy of cutclean
- 14. Other Stuff
- 15. Image courtesy of Lumaxart.com
- 17. Copyright Info This work is copyright December 1, 2008 Chris Ferdinandi. Please direct content feedback and permission requests to Chris at RenegadeHR.net. This work is licensed under the Creative Commons Attribution-Noncommercial-NoDervis License. To view a copy of this license, visit http://creativecommons.org/licenses/by-nc- nd/3.0/ or send a letter to Creative Commons, 559 Nathan Abbot Way, Standford, CA 94305, USA. Spread the Word! Please download, print, discuss and share this document. You can use pieces of it or the whole thing. Send it to a friend if you like it! I only ask that you do not alter it, claim it as your own work or charge for its use. To get more HR resources like this one, visit Renegade HR, home of the movement to revolutionize the profession of human resources, at RenegadeHR.net.