The Golden Hammer of Transformation: Culture! - GOATShahin Sheidaei
Culture eats change for its breakfast! How many times have you discovered it? Have you noticed any indicators of it? How many times have you blamed the culture? Isn't culture presented on what people do, say, and act?
Studies tell us that people are of good nature. Most people (99% to be exact) do what they believe is right. They don't intend to resist change. They even are willing to help, and maybe they don't know how. They genuinely want to see the transformation becomes successful. They are resourceful as well. One might ask, how come there are many catastrophic stories when it comes to organizational transformation? Have you heard the famous quote, "If all you have is a hammer, everything looks like a nail"?
Could it be that we are not looking at transformations with the right perspective? Could it be that we only have, and use a hammer? Maybe we have different types of it, and we don't even notice? If the above interests you, please join us. Let us share our experiences, and how we moved away from using the "hammer" within organizations.
What does your job title really mean? / Ben Fausone & Yannic ScheffelService Experience Camp
This is Ben Fausone & Yannic Scheffel’s presentation from Service Experience Camp 2016 on What does your job title really mean, held on Day 1 in Raum 5.
Reimagining & transforming the digital travelling experience / Sneha KhullarService Experience Camp
This is Sneha Khullar’s key talk from Service Experience Camp 2016 on Reimagining & transforming the digital travelling experience, held on Day 2 on the big stage.
How would a modern day business be run by Tutanchamun? In this session we will try management styles from different centuries: how would the Ötzi have handled corporate politics? How would a Zen master behave in a salary negotiation? We will take a look at the evolution of our organizations and what is to come next. A business simulation that involves acting.
Design and prepare your open session / Claudia Brückner & Mauro RegoService Experience Camp
This is Claudia Brückner & Mauro Rego’s presentation from Service Experience Camp 2016 on Design and prepare your open session, held on Day 1 in Atelier.
Technology Infrastructure for Offender Rehabilitation / Martin RuskovService Experience Camp
This is Martin Ruskov’s presentation from Service Experience Camp 2016 on Technology Infrastructure for Offender Rehabilitation, held on Day 1 in Galerie.
To design effective user-focused services, we need to use data. We need to understand how people are using the service, what works for them and what doesn’t. There can be no service without data.
But as designers, we have to focus on user needs. That means we need to address users’ data needs as well as their service needs. We must design good services based on good data that don’t infringe on people’s privacy. This means we have to look at questions like: what data is my service collecting? How and when is this data being used? Who has access to this data and who owns it? And how do we keep it secure?
As service designers working with data on a daily basis, we want to raise awareness of the value of data to services. And we want to discuss fundamental questions around what happens to that data.
The Golden Hammer of Transformation: Culture! - GOATShahin Sheidaei
Culture eats change for its breakfast! How many times have you discovered it? Have you noticed any indicators of it? How many times have you blamed the culture? Isn't culture presented on what people do, say, and act?
Studies tell us that people are of good nature. Most people (99% to be exact) do what they believe is right. They don't intend to resist change. They even are willing to help, and maybe they don't know how. They genuinely want to see the transformation becomes successful. They are resourceful as well. One might ask, how come there are many catastrophic stories when it comes to organizational transformation? Have you heard the famous quote, "If all you have is a hammer, everything looks like a nail"?
Could it be that we are not looking at transformations with the right perspective? Could it be that we only have, and use a hammer? Maybe we have different types of it, and we don't even notice? If the above interests you, please join us. Let us share our experiences, and how we moved away from using the "hammer" within organizations.
What does your job title really mean? / Ben Fausone & Yannic ScheffelService Experience Camp
This is Ben Fausone & Yannic Scheffel’s presentation from Service Experience Camp 2016 on What does your job title really mean, held on Day 1 in Raum 5.
Reimagining & transforming the digital travelling experience / Sneha KhullarService Experience Camp
This is Sneha Khullar’s key talk from Service Experience Camp 2016 on Reimagining & transforming the digital travelling experience, held on Day 2 on the big stage.
How would a modern day business be run by Tutanchamun? In this session we will try management styles from different centuries: how would the Ötzi have handled corporate politics? How would a Zen master behave in a salary negotiation? We will take a look at the evolution of our organizations and what is to come next. A business simulation that involves acting.
Design and prepare your open session / Claudia Brückner & Mauro RegoService Experience Camp
This is Claudia Brückner & Mauro Rego’s presentation from Service Experience Camp 2016 on Design and prepare your open session, held on Day 1 in Atelier.
Technology Infrastructure for Offender Rehabilitation / Martin RuskovService Experience Camp
This is Martin Ruskov’s presentation from Service Experience Camp 2016 on Technology Infrastructure for Offender Rehabilitation, held on Day 1 in Galerie.
To design effective user-focused services, we need to use data. We need to understand how people are using the service, what works for them and what doesn’t. There can be no service without data.
But as designers, we have to focus on user needs. That means we need to address users’ data needs as well as their service needs. We must design good services based on good data that don’t infringe on people’s privacy. This means we have to look at questions like: what data is my service collecting? How and when is this data being used? Who has access to this data and who owns it? And how do we keep it secure?
As service designers working with data on a daily basis, we want to raise awareness of the value of data to services. And we want to discuss fundamental questions around what happens to that data.
Klara Lindner: How to scale energy services for the 2$-per-day societyService Experience Camp
Joseph Edward lives in a Tanzanian village with his wife and four kids. He works as a picky-driver, farmer, and trader. Until now, he had bought kerosene for lights and charged his phone in the village shop. He has been waiting for a utility connection for years. The document discusses Mobisol's efforts to provide affordable solar home systems to increase energy access and availability through monitoring and control using IoT technologies. Their goal is to impact 30,000 households by combining big and little data in a user-centric culture.
Putting Service back into Public Service / Service Experience Camp 2014Service Experience Camp
It makes perfect sense to assume that public services are citizen-centric because they are essentially created for citizens. But what does it really mean to design citizen-centric services? What are the ah-ha! moments, and what are the challenges?
Tong Teck Lim, & Joycelyn Chua from the Ministry of Manpower, Singapore spoke about ‘Putting Service back into Public Service’ during Service Experience Camp 2014 in Berlin.
The document discusses staying human in emerging technology. It notes that the impact of bad design decisions can slow adoption of new technology. It emphasizes that you are not the user, your certainties are assumptions, and most of what you think you know is not useful. The answers discovered today will likely be wrong tomorrow. It recommends thinking negatively, knowing nothing, talking to humans, building something tangible, and testing everything.
This document discusses different continents and regions including North America, South America, and Europe. It raises the question of "How?" and provides a list of bullet points comparing and contrasting various items with different symbols. The bullet points cover multiple topics across several continents.
The document discusses reducing preventable newborn deaths in low resource settings through better design of maternal healthcare services. It notes that over 2700 babies die on their day of birth each year, with 98% of deaths being preventable. Barriers that contribute to newborn deaths include lack of transportation, supplies, trained staff, and cultural beliefs. The document proposes using service design methods like formative research and mapping the user journey to better understand needs and improve communication, preparedness, and the overall experience of maternal healthcare services with the goals of increasing feelings of control, care, and positive health outcomes.
How to organise an event experience for 100.000 people • Roskilde FestivalService Experience Camp
The Roskilde Festival is an 8 day music festival in Denmark featuring 166 bands across 100,000 guests. Tickets cost 1,890 DKK and are organized by the Roskilde Festival Society with help from 30,000 volunteers. The festival transforms an open field into the 4th largest city in Denmark and one of the biggest 8-day festivals in the world. It prioritizes community, taking risks, fast decision making, and putting participants first.
The document discusses the idea lab of Berliner Stadtreinigung (BSR), the largest public waste management company in the EU. It owns aims to foster innovation through open communication, workshops with employees and other organizations, and testing prototypes. Some examples of projects are developing accessible waste collection for seniors with a design school and exploring ways to reduce litter in a new urban development with 1 million annual visitors. The goal is to continuously improve through experimentation and collaboration both internally and externally.
This is Service Design / DMY Symposium / June 7, 2012Martin Jordan
The service sector currently contributes most to Germany’s Gross Domestic Product. Yet, while the German public cares a lot about being the world’s largest exporter of the year, the phrase “service wasteland Germany” unfortunately remains a frequently used one. No wonder product design is a well-established discipline, whereas the term service design is even unclear to many designers themselves.
This lecture gave an introduction to service design and discussed how service economies both change design and business. The co-founders of ‘Service Design Berlin’ talk about the refined role of the designer and how s/he not only adds value to a business, but is in charge of shaping it. The talk outlines the altered design process that is based on iterative, user-centred and collaborative components.
This document discusses visual metaphors and their use in service design. It begins by explaining that visual metaphors allow designers to communicate less directly, trusting that audiences can understand implicit connections. It then provides examples of ancient cave paintings and modern movie posters to illustrate long-standing human use of visual metaphor. The document outlines different types of visual metaphors like indicators, symbols, and icons, citing examples. It encourages designers to take audiences on "field trips" by creating metaphors based on unusual worlds, time periods, or concepts. The overall message is that visual metaphor can engage audiences by tapping into shared unconscious associations.
This document discusses how cities can become innovation platforms and outlines a framework for designing impact. It proposes that cities transition from closed organizations to open civic platforms that engage citizens. The framework suggests three levels of impact: incremental, evolutionary, and revolutionary/transformative. Incremental focuses on problem solving and client interests, while evolutionary combines creativity and societal concerns. Transformative change requires imagination and overlapping interests among all groups. The document argues for moving from short-term reactive approaches to long-term proactive practices that transform organizations and cultures.
Introduction to JTBD at IXDS Design Expert ExchangeAndrej Balaz
This is a brief introduction to looking at markets through the perspective of jobs that people are trying to get done. It was presented at the IXDS Design Expert Exchange on October 1st 2015.
Input: User-centred Design / Global Service Jam Berlin 2011Martin Jordan
An input given by Anastasia Gramatchikova and Martin Jordan during Berlin’s Global Service Jam on March 11th at Fjord’s Berlin office. The presentation gave an introduction for the event’s participants into user-centered design methods, service design and design thinking tools.
This document discusses developing change management as a desirable career path for young people in Scotland. It outlines four key objectives: developing awareness of change careers for youth; creating visibility around required skills; building pathways into change roles; and ensuring opportunities. The document proposes focusing on value, people, openings/careers, and pipeline. It argues that change skills are important as 65-80% of future jobs don't yet exist. The approach involves collaboration between change professionals, government, schools, universities and others to highlight change management and evolve it as a successful profession.
How to Lead & Manage In Our New Work RealityBloomerang
https://bloomerang.co/resources/webinars/
Kishshana Palmer will show managers and organizational leaders how to ensure they don’t burn(out) their people to achieve organizational outcomes.
Klara Lindner: How to scale energy services for the 2$-per-day societyService Experience Camp
Joseph Edward lives in a Tanzanian village with his wife and four kids. He works as a picky-driver, farmer, and trader. Until now, he had bought kerosene for lights and charged his phone in the village shop. He has been waiting for a utility connection for years. The document discusses Mobisol's efforts to provide affordable solar home systems to increase energy access and availability through monitoring and control using IoT technologies. Their goal is to impact 30,000 households by combining big and little data in a user-centric culture.
Putting Service back into Public Service / Service Experience Camp 2014Service Experience Camp
It makes perfect sense to assume that public services are citizen-centric because they are essentially created for citizens. But what does it really mean to design citizen-centric services? What are the ah-ha! moments, and what are the challenges?
Tong Teck Lim, & Joycelyn Chua from the Ministry of Manpower, Singapore spoke about ‘Putting Service back into Public Service’ during Service Experience Camp 2014 in Berlin.
The document discusses staying human in emerging technology. It notes that the impact of bad design decisions can slow adoption of new technology. It emphasizes that you are not the user, your certainties are assumptions, and most of what you think you know is not useful. The answers discovered today will likely be wrong tomorrow. It recommends thinking negatively, knowing nothing, talking to humans, building something tangible, and testing everything.
This document discusses different continents and regions including North America, South America, and Europe. It raises the question of "How?" and provides a list of bullet points comparing and contrasting various items with different symbols. The bullet points cover multiple topics across several continents.
The document discusses reducing preventable newborn deaths in low resource settings through better design of maternal healthcare services. It notes that over 2700 babies die on their day of birth each year, with 98% of deaths being preventable. Barriers that contribute to newborn deaths include lack of transportation, supplies, trained staff, and cultural beliefs. The document proposes using service design methods like formative research and mapping the user journey to better understand needs and improve communication, preparedness, and the overall experience of maternal healthcare services with the goals of increasing feelings of control, care, and positive health outcomes.
How to organise an event experience for 100.000 people • Roskilde FestivalService Experience Camp
The Roskilde Festival is an 8 day music festival in Denmark featuring 166 bands across 100,000 guests. Tickets cost 1,890 DKK and are organized by the Roskilde Festival Society with help from 30,000 volunteers. The festival transforms an open field into the 4th largest city in Denmark and one of the biggest 8-day festivals in the world. It prioritizes community, taking risks, fast decision making, and putting participants first.
The document discusses the idea lab of Berliner Stadtreinigung (BSR), the largest public waste management company in the EU. It owns aims to foster innovation through open communication, workshops with employees and other organizations, and testing prototypes. Some examples of projects are developing accessible waste collection for seniors with a design school and exploring ways to reduce litter in a new urban development with 1 million annual visitors. The goal is to continuously improve through experimentation and collaboration both internally and externally.
This is Service Design / DMY Symposium / June 7, 2012Martin Jordan
The service sector currently contributes most to Germany’s Gross Domestic Product. Yet, while the German public cares a lot about being the world’s largest exporter of the year, the phrase “service wasteland Germany” unfortunately remains a frequently used one. No wonder product design is a well-established discipline, whereas the term service design is even unclear to many designers themselves.
This lecture gave an introduction to service design and discussed how service economies both change design and business. The co-founders of ‘Service Design Berlin’ talk about the refined role of the designer and how s/he not only adds value to a business, but is in charge of shaping it. The talk outlines the altered design process that is based on iterative, user-centred and collaborative components.
This document discusses visual metaphors and their use in service design. It begins by explaining that visual metaphors allow designers to communicate less directly, trusting that audiences can understand implicit connections. It then provides examples of ancient cave paintings and modern movie posters to illustrate long-standing human use of visual metaphor. The document outlines different types of visual metaphors like indicators, symbols, and icons, citing examples. It encourages designers to take audiences on "field trips" by creating metaphors based on unusual worlds, time periods, or concepts. The overall message is that visual metaphor can engage audiences by tapping into shared unconscious associations.
This document discusses how cities can become innovation platforms and outlines a framework for designing impact. It proposes that cities transition from closed organizations to open civic platforms that engage citizens. The framework suggests three levels of impact: incremental, evolutionary, and revolutionary/transformative. Incremental focuses on problem solving and client interests, while evolutionary combines creativity and societal concerns. Transformative change requires imagination and overlapping interests among all groups. The document argues for moving from short-term reactive approaches to long-term proactive practices that transform organizations and cultures.
Introduction to JTBD at IXDS Design Expert ExchangeAndrej Balaz
This is a brief introduction to looking at markets through the perspective of jobs that people are trying to get done. It was presented at the IXDS Design Expert Exchange on October 1st 2015.
Input: User-centred Design / Global Service Jam Berlin 2011Martin Jordan
An input given by Anastasia Gramatchikova and Martin Jordan during Berlin’s Global Service Jam on March 11th at Fjord’s Berlin office. The presentation gave an introduction for the event’s participants into user-centered design methods, service design and design thinking tools.
This document discusses developing change management as a desirable career path for young people in Scotland. It outlines four key objectives: developing awareness of change careers for youth; creating visibility around required skills; building pathways into change roles; and ensuring opportunities. The document proposes focusing on value, people, openings/careers, and pipeline. It argues that change skills are important as 65-80% of future jobs don't yet exist. The approach involves collaboration between change professionals, government, schools, universities and others to highlight change management and evolve it as a successful profession.
How to Lead & Manage In Our New Work RealityBloomerang
https://bloomerang.co/resources/webinars/
Kishshana Palmer will show managers and organizational leaders how to ensure they don’t burn(out) their people to achieve organizational outcomes.
Jasmine Granton - Brighton SEO 2022.pptx (1).pdfJasmine Granton
The document discusses reasons for employee dissatisfaction and resignation, including lack of flexibility, learning opportunities, and fulfillment. It provides tips for knowing when it's time to change jobs, such as making lists of issues and preparing for interviews. Red flags in the hiring process and important questions to ask are also outlined. The overall message is that personal well-being should be the priority and one deserves a workplace that treats them well.
Short Talk NORCACES Evening Opportunity.pptxOmNama1
This document discusses career guidance and planning. It begins by asking questions about choosing a career path and transferring courses. It then discusses the importance of career guidance and identifying interests, values, and skills through self-knowledge. The document outlines the steps in career planning, including self-assessment, exploring opportunities, setting goals, and creating an action plan. It also discusses whether parents should choose their children's careers and the role of parents in motivating, guiding, and supporting their children in the career selection process.
This document discusses different generations in the workforce and strategies for engaging each generation. It begins by describing stereotypes associated with each generation (Silent, Boomer, Gen X, Millennial, Gen Z) and notes that stereotypes do not fully capture each generation. It then provides more positive descriptions of what each generation brings to the workplace, such as teamwork, goal orientation, adaptability, and technology skills. The document recommends communication strategies for each generation and lists resources for learning about generational differences and leading organizational change effectively when multiple generations are involved. It concludes by inviting the reader to contact the author for her monthly newsletter and a free e-book on fundraising strategies.
Creating Alignment for Agile Change - Agile and Beyond 2015Jason Little
The document discusses how organizational change initiatives often fail due to a lack of alignment across the organization. It proposes using canvases to help create alignment by involving people, accepting uncertainty, and using feedback-driven approaches. Specifically, canvases can be used at the organizational level to establish a shared vision and strategy for change. They can also be used at the team/department level to plan experiments that contribute to the overall change effort and track progress. Regular review of the canvases helps maintain engagement and momentum for change. The document advocates for using canvases to facilitate open conversations about change rather than focusing on blame.
The document discusses empowerment and how to create an empowered culture at an organization. It emphasizes that empowerment comes from sharing information, encouraging teamwork, and thinking outside the box. Key aspects of empowerment include communicating openly, trusting employees, focusing on goals and objectives, and recognizing both team and individual achievements. An empowered culture embraces change, continuous learning, and empowering both teams and individuals.
The Change School is an education provider that offers experiential learning programs to help individuals and organizations thrive in times of change. It designs holistic programs to develop people's intellectual, emotional, creative and physical potential, and encourage personal and social responsibility. The school believes that with the right tools, change can be a force for good. It offers immersive retreats and team programs using experiential learning to help people gain self-awareness, align their values, navigate change resiliently and inspire others.
This document discusses changes in employee management over the last decade. Key changes include a shift towards more frequent performance conversations, work/life balance, flexible work hours and remote work options. Younger generations, especially Millennials, are driving these changes by valuing reinforcement, meaningful work and a better work-life integration over high pay alone. To engage modern workforces, the document recommends assessing employee needs, tying bonuses to learning rather than short-term goals, increasing flexibility, and moving to more informal and frequent reviews. Fostering open communication, input opportunities, and an emotionally connecting environment can boost engagement.
Win or Lose---What Not to Do. Common Job Search Myths and Errors By Greg Davi...Greg David
Today's successful job search looks significantly different than it used to and unfortunately most in search mode are unaware of how to have the kind of success available to others who have mastered the "New Model" of job search and advanced to "playing chess" while traditional job seekers continue to play checkers. The game is different, the playing field looks the same but it isn't.
Learning the New Model not only makes a successful job search quick(er), fast(er), and easy(ier), it also helps professionals begin to learn the real process of successful career management which will protect them in the future from being being in transition again, or significantly lessens the time and resources to land in the future from months and months down to days and weeks, if at all. Presented by Greg David (Laka) of Laka & Company. Greg has been in the executive search and human capital advisory marketplace for more than 30 years and has also founded a separately successful firm helping others learn the new model of job search and career management.
Greg.David@Laka.com
This strategic plan outlines the goals and objectives of CEP for 2016-2017. It identifies organizational health and a cohesive leadership team as priorities. The leadership team is dedicated to the core values of service, reflection, and drive. The plan defines CEP's purpose as providing equal access to opportunities that break the cycle of poverty. It identifies the thematic goal of surviving and thriving as one and defines objectives around making schools exceptional places for both students and staff. Key takeaways are unifying around the purpose and goals, and being intentional about clarifying strategy to achieve the thematic goal.
Learn how to apply Agile practices to change management and organizational development. This presentation was given at the Toronto Organizational Development Network meetup in March 2014.
Your company’s culture is an important factor in attracting and retaining top talent. In this webinar, OnPoint Consulting President, Rick Lepsinger covers the importance of company culture, what factors contribute to a strong culture and how to lead cultural transformation.
Nigel Cumberland wrote the book "100 Things Successful People Do" to provide guidance to clients on changing behaviors and mindsets to achieve their goals. He discusses lessons he learned from spending time in an Indian ashram about focusing positive thoughts and controlling ego. Cumberland believes basic life skills like career planning should be taught in schools but currently people are unprepared. He advises readers to reflect on their dreams, strengths and how to pursue their passions.
Parks and Rec Business Magazine: Time For PLay Heather Davis
The document provides tips for parks and recreation professionals to encourage team members and effectively run summer programs. It emphasizes leading by example to make a positive impression on participants. It also stresses the importance of attitude and being enthusiastic to create a better environment. The document concludes that recreation professionals have the most direct impact and are the most important part of any organization.
Becoming transformational (growing your thinking)Don Connelly
The document discusses how to create transformational change through a 5 step sequential process of thinking, beliefs, expectations, attitude, and performance. It states that true change begins with identifying where one wants to change and how to change. The 5 steps are explained as: 1) changing one's thinking by changing the words and thoughts that give life to thinking patterns, 2) allowing new beliefs to form from changed thinking, 3) having new expectations based on changed beliefs, 4) exhibiting a changed attitude as the outward evidence of changed thinking, and 5) achieving changed performance derived from changed thoughts. The assignment is to identify a past failed change attempt and the thinking preventing it, then write new words reflecting a transformational thought pattern to meditate
Similar to Retain Talents / Yannic Scheffel & Ben Fausone (20)
The document discusses strategies for designing insurance and pension services, including focusing on life triggers that indicate when customers need coverage, making the intangible insurance tangible by emphasizing its future benefits, customizing offerings for clear target groups, and prioritizing helping customers over attempts to delight them.
This document discusses voice user interface (VUI) design. It includes sample dialogues for setting an alarm using voice commands. It discusses best practices for writing sample dialogues, such as keeping interactions brief, clearly presenting options, and limiting choices. It also discusses other VUI design considerations like writing for natural conversation and avoiding technical jargon. Wireflows and dialogue flows are presented as techniques for prototyping VUIs. Testing methods like lab studies, A/B testing, and wizard of oz testing are also mentioned. The document emphasizes that VUI design is still evolving and will continue to change rapidly with advances in technologies like artificial intelligence.
This document discusses moving from hipster-centric design to human-centered design and social good. It provides survey results showing that most designers believe UX can contribute to social good but are not involved in such activities. It encourages designers to get involved in small ways and provides resources for finding social projects and organizations to volunteer with.
Emerging Tech as an Opportunity / Melanie Dreser & Giuseppe de CesareService Experience Camp
This document discusses emerging technologies and their opportunities and challenges from an ethical perspective. It provides design principles for companies to consider, such as making sure technologies respect people as ends and not just means, requiring accountability, and considering unintended consequences. It also discusses the importance of diversity, accessibility, and having the right company culture to ensure technologies are developed and applied responsibly and for the benefit of humanity. Continuous learning, prototyping, and putting users first are emphasized as important for responsible development of technologies.
Create B2B Persona Networks to Empathize with Companies / Audrey Liehn & Step...Service Experience Camp
This is Audrey Liehn’s and Stephan Kochen's presentation from Service Experience Camp 2018 on creating B2B Persona Networks to Empathize with Companies
This document discusses value driven design, which involves starting with user, producer, and business values to determine what product or service to build. It defines different levels of value from user to business and explains how to operationalize values through facets and themes. Themes represent non-functional requirements like usability, security, and performance that contribute to values. Quality is determined by non-functionals. The process then involves tracking non-functionals through themes and promoting some to user values if essential. Stories are developed to fulfill values via functional requirements. This ensures building the right product to satisfy the identified values.
This document summarizes a discussion at a UK government service experience camp about characteristics of good services. It includes tweets from Martin Jordan sharing principles of good service design from various sources and asking participants to evaluate their own services against criteria like being useful, usable, desirable, findable, accessible, and trustworthy. Participants also discussed potential barriers to implementing the principles and shared examples of where they have been applied successfully.
Making ourselves redundant: Delivering impact by building design capabilities...Service Experience Camp
This document discusses how service designers can build capabilities in others and avoid making themselves redundant through skills transfer. It recommends including skills transfer in all service design projects by doing the work together, bringing in others like middle managers, and focusing on developing a design mindset over just providing toolkits. The goal is to ensure the work does not just end up in a drawer by enabling others to continue applying the design process.
This is Marc Stickdorn’s key talk from Service Experience Camp 2016 on lean, agile, design thinking and service design, held on Day 2 on the big stage.
From Gamification through Engagement to Behavioural Change / Martin RuskovService Experience Camp
This is Martin Ruskov’s presentation from Service Experience Camp 2016 on From Gamification through Engagement to Behavioural Change, held on Day 2 in Raum 3.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.