This document summarizes key points from a presentation about leading change from within organizations. It discusses why change is difficult, strategies for overcoming resistance to change, and tips for change leaders. Some of the main ideas presented include identifying the real problems change aims to address, framing proposed changes in a way that relates to organizational priorities, enlisting early support from allies, and having courageous conversations about difficult issues. The overall message is that successfully driving change requires understanding an organization's culture and navigating both technical and adaptive challenges.
American Express NGen webinar on how to become a more effective change agent inside your organization. Key takeaways: why rebels needed, five Rebel 101 skills for creating change, knowing when to quit so that you don't get thrown under the bus.
This document discusses strategies for effectively creating change and leading as a "rebel" within an organization. It provides discussion questions addressing how to gain credibility for new ideas, navigate organizational culture and politics, communicate ideas to others, manage conflict, deal with fears and doubts, care for one's well-being, and how managers can better support rebels in their organization. The overall aim is to provide rebels with tools to drive positive change while navigating challenges within their workplace.
Intrapreneurship & Innovation: Challenges, Opportunities & Trends
The document discusses challenges of creating change within organizations from the perspective of individual change agents. It outlines top reasons organizations resist change and challenges change agents face. It then provides tips for effective change agents, referred to as "rebels", on how to see needs, face fears, prepare, frame issues, enlist support, communicate, engage in conflict, and assess progress. Key steps in the "change quest" are outlined. The document concludes by noting resources available from the presenters.
This document provides tips for boosting sales and marketing outcomes with minimal budgets. It discusses using persuasion nudges based on principles of social and positive psychology. Specific tips mentioned include appreciating customers and employees, personalizing outreach, using social proof and imagery, being specific about opportunity costs, and leveraging individual strengths. The overall message is that small changes focused on strengths, appreciation, and persuasion can help compete effectively with limited resources.
Creating Change: Dream, Discover, Deliver Lois Kelly
There are three elements of creating meaningful change -- whether it's developing a new product or transforming a government agency or business function. This presentation highlights how to Dream, Discover and Deliver, and gives you a heads up about practices to embrace and pitfalls to avoid.
This document summarizes key points from a presentation about leading change from within organizations. It discusses why change is difficult, strategies for overcoming resistance to change, and tips for change leaders. Some of the main ideas presented include identifying the real problems change aims to address, framing proposed changes in a way that relates to organizational priorities, enlisting early support from allies, and having courageous conversations about difficult issues. The overall message is that successfully driving change requires understanding an organization's culture and navigating both technical and adaptive challenges.
American Express NGen webinar on how to become a more effective change agent inside your organization. Key takeaways: why rebels needed, five Rebel 101 skills for creating change, knowing when to quit so that you don't get thrown under the bus.
This document discusses strategies for effectively creating change and leading as a "rebel" within an organization. It provides discussion questions addressing how to gain credibility for new ideas, navigate organizational culture and politics, communicate ideas to others, manage conflict, deal with fears and doubts, care for one's well-being, and how managers can better support rebels in their organization. The overall aim is to provide rebels with tools to drive positive change while navigating challenges within their workplace.
Intrapreneurship & Innovation: Challenges, Opportunities & Trends
The document discusses challenges of creating change within organizations from the perspective of individual change agents. It outlines top reasons organizations resist change and challenges change agents face. It then provides tips for effective change agents, referred to as "rebels", on how to see needs, face fears, prepare, frame issues, enlist support, communicate, engage in conflict, and assess progress. Key steps in the "change quest" are outlined. The document concludes by noting resources available from the presenters.
This document provides tips for boosting sales and marketing outcomes with minimal budgets. It discusses using persuasion nudges based on principles of social and positive psychology. Specific tips mentioned include appreciating customers and employees, personalizing outreach, using social proof and imagery, being specific about opportunity costs, and leveraging individual strengths. The overall message is that small changes focused on strengths, appreciation, and persuasion can help compete effectively with limited resources.
Creating Change: Dream, Discover, Deliver Lois Kelly
There are three elements of creating meaningful change -- whether it's developing a new product or transforming a government agency or business function. This presentation highlights how to Dream, Discover and Deliver, and gives you a heads up about practices to embrace and pitfalls to avoid.
Rebels with a Cause: Creating Positive Change Lois Kelly
This document discusses how to create positive change at work as a rebel or change instigator. It provides advice on developing the right mindset, skills, and self-care practices to overcome resistance to change. The mindset section emphasizes focusing on possibilities rather than problems and attracting support rather than alienating people. For skills, it recommends understanding organizational culture, earning trust, connecting ideas to shared values, and proving new ideas can work. It also stresses the importance of self-care, knowing when to persist or quit pushing for change, and creating a supportive environment for rebels when leading change efforts.
The document provides tips for understanding how an organization works in order to successfully introduce change. It advises observing key aspects of the organizational culture like decision-making processes, values, communication styles, and business cycles. Understanding these dynamics from different perspectives helps one position new ideas for approval in a way that fits with the existing environment.
Rebels At Work: Overcoming Top Five MistakesLois Kelly
The document provides tips for overcoming the top 5 mistakes made by rebels in challenging the status quo. It lists not prioritizing ideas, going solo, flunking pitch meetings, giving up too soon, and ignoring personal danger signs as the top 5 mistakes. The document then gives advice and exercises for each mistake, such as how to prioritize ideas, communicate new ideas visually, prepare for pitch meetings, grow courage and resilience, and know when to quit pushing an idea. The overall aim is to provide rebels with strategies for effectively driving change from within organizations.
The document discusses improving meetings and presentations in business. It makes three key points:
1) Most business meetings suffer from a lack of clear purpose and engagement where dissenting views are not discussed. Meetings should have guidelines to make them more productive.
2) The everyday meeting may be the most important communication vehicle for change if done properly. Transforming "meetings as usual" could create positive change for a company.
3) Productive meetings require having a clear purpose and focus, engaging participants in meaningful discussions, and resolving important issues rather than avoiding them. Addressing what's really at stake drives participation and progress.
Want to be seen as a leader at the office? Learn how to identify and push back against gender bias by supporting your female colleagues at work. Read the full tips at leanin.org/tips/mvp
Moneyball of Leadership: Predictors of High Performance | Next Jump Leadershi...Next Jump
Charlie Kim and Meghan Messenger, Co-CEOs of Next Jump, in a two-part keynote for Next Jump Leadership Academy, April 19-21, 2017.
Slides 1-30 "Coaching Your Organization" by Charlie Kim. https://www.youtube.com/watch?v=OH89weEyDGg
Slides 32-55 "Coaching Yourself" by Meghan Messenger. https://www.youtube.com/watch?v=2oH_fSaAaEY
The Feedback Loop: How to Create a Culture of Feedback
Giving, receiving, asking for, and acting on feedback well are some of the most-valued – yet difficult to master – skills for any manager. After years of research across hundreds of companies in 25+ countries, Claire Lew, CEO of Know Your Team, shares the playbook for how the most effective managers create a culture of feedback within their teams.
21 Successful Entrepreuneurs Share their Best Advice - 2016Amit Jadhav
Check out the compilation and 'gyaan' by these successful Leaders. I wish you become a successful LEADER in 2016 ad in case you already are...be instrumental in creating someone else. Happy 2016 and stay tunes to lot's of great stuff
This document contains maxims and principles for operating a company. It discusses creating a founder mentality by giving employees ownership stakes to align interests. It emphasizes focusing efforts on innovation over administration and rejecting candidates is discouraged, suggesting making them principals of other companies instead. Complexity theory suggests the future cannot be perfectly predicted. Autonomy and independent work are valued. Quality sleep, inspiring leadership, and data-driven decisions are advocated. Trust between staff and allowing ideas to die through open discussion are principles. Thinking ambitiously and owning assets through equity are encouraged. The document emphasizes various principles for operating and growing a business.
The document outlines strategies for thriving in uncertain conditions. It discusses embracing uncertainty by asking "dangerous questions" to challenge assumptions, taking risks in a controlled way, and creating a culture of continuous learning. Key strategies include clarifying knowns vs assumptions, evaluating different types of risk, gathering diverse perspectives to build shared understanding, measuring outcomes that matter, focusing on decision quality over outcomes, and cultivating a vulnerability that supports organizational learning. The overall message is that uncertainty need not be scary but an opportunity to improve through questioning norms and an openness to learn.
This document outlines the mission and values of TempAlert, an organization that aims to improve decision making through monitoring technologies. Their core values are listed as People First, Be the Change, Mastery, Focus on HOW, and Honesty. They discuss how they hire people who demonstrate qualities like being Inspired, Effective, Humble, Adaptable, Loyal, and Collaborative. Leadership principles include Elevating others, Iterating based on feedback, Challenging convention, Simplifying processes, and having a positive Impact.
This document outlines the vision and values of the company Vermeer, which aims to be a "whole-brain consultancy" that helps clients thrive in uncertain times. Vermeer was created to bring together people passionate about changing business and its role in society. The company focuses on developing "whole-brain" people and leaders who can balance both analytical ("left brain") and intuitive ("right brain") thinking. This is done by fostering an environment of ownership, freedom, and mutuality where people are empowered to continuously challenge themselves and grow in new ways. The goal is to equip business leaders with adaptive skills and perspectives to respond to a volatile and changing world.
This document discusses the hiring and onboarding processes at Next Jump. It provides details on:
- The top investments in building culture are hiring and environment.
- The hiring process focuses on screening for a growth mindset, humility, and "coachability". It aims to get to know the true person through stress-injecting challenges and peer feedback.
- The onboarding program (PLB) focuses on understanding the whole person, injecting stress, creating a feedback environment, and having a ceremonial graduation to build pride in becoming a Next Jumper. The goal is to improve recruits as individuals through challenges, feedback, and personal development work.
Leigh A. Drogen is the founder and CEO of Estimize, which provides financial data and analytics. Some key points:
- Estimize aggregates earnings estimates from over 2,300 buy-side and independent analysts and sells this data.
- The platform allows users to rank and rate analysts based on the accuracy of their estimates and other statistical measures. It also allows filtering and alerting on consensus estimates.
- Raising funding for Estimize was challenging. Drogen emphasizes the importance of execution over ideas, hustle over skill, recruiting talent, and gaining investor belief during difficult periods of running out of money early on.
So what? Tips for making people care | Psychology of communications conferenc...CharityComms
Jillian Griffiths, account director, Creative Concern
Visit the CharityComms website to view slides from past events, see what events we have coming up and to check out what else we do: www.charitycomms.org.uk
Crowd 2.0 - How Organizations & Individuals are CollaboratingEpi Ludvik Nekaj 宇 赫
People have been talking about ‘the future of work’ for years. Most talks lean on motherhood-and-apple-pie concepts and little seems to have changed. But, the era of the traditional, ‘closed’ organizational model is almost over, and the evidence is everywhere, hiding in plain sight. Driven by demographics & proven approaches, the era of crowd 2.0 is beginning. In his talk, Christian’s goal is to move beyond the usual concepts and share real-world insights, examples, and actionable ‘how-to’. To share insights on how your organization can thrive in this new world.
Reimagining Feedback for the 21st Century WorkplaceNext Jump
This document discusses feedback in the 21st century workplace. It notes that while feedback aims to advance learning, giving and receiving honest feedback can be difficult. Research has focused on characteristics of the feedback giver and receiver that influence acceptance of feedback. However, more context-specific research is needed. The document advocates moving from sporadic feedback for evaluations, to frequent feedback to drive learning. It suggests feedback can catalyze skills like team learning, growth mindset, decision-making and creativity. Examples from an organization called Next Jumpers show how frequent feedback helps take interpersonal risks and strengthens abilities like judgment and innovation. The document questions assumptions behind the "feedback sandwich" approach and argues for more direct feedback delivery.
Today’s modern professionals are busier than ever—doubly so for lawyers. With increased workloads, industry pressures, and distractions abounding, it’s become imperative that lawyers be capable of focusing on the task at hand to better serve their clients and themselves.
Enter mindfulness. Once the domain of people seeking spiritual health, the undeniable benefits of mindfulness have led to it being adopted and implemented by businesses from Fortune 500 companies to startups. Drawing on 12 years’ experience as a practicing attorney and mindfulness advocate, Jeena Cho (author of The Anxious Lawyer) covers:
- What ‘mindfulness’ is, and how it can benefit your business
- Simple tips for improving focus and productivity in your law firm
- How modern attorneys can ease stress and avoid burnout
The 21st Century Movement - Charlie Kim and Meghan MessengerNext Jump
This document summarizes a presentation about building strong teams through developing decision-making skills. It discusses establishing a culture of transparency where people are honest about their limitations and open to critical feedback to improve decisions. Programs are described that provide practice making decisions, receiving feedback on blindspots, and coaching to reduce "lying, hiding, and faking" that prevents effective work. When organizations implement these kinds of learning environments focused on transparency and improvement over performance, it allows people to do their best work.
This document discusses transforming organizational thinking to enable transformation. It notes that convincing innovators and early adopters is more effective than the mass, and encourages divergent thinking, using both logical and visual thinking styles, and overcoming weaknesses while leveraging strengths. Barriers to transformation like a lack of time are addressed, along with continuing education and using a circle of advisors for insight.
Run with a rebel wild pack create a better futureLois Kelly
This document discusses challenges in creating change within an organization and provides advice for overcoming resistance. It notes common reasons why change is difficult, such as fear of harming one's reputation or career. It then outlines strategies for leading change effectively, such as understanding organizational culture, framing new ideas positively, building support among colleagues, and addressing potential objections. The document emphasizes the importance of self-care when taking on the challenging role of change leader within a resistant culture. It provides tips for navigating politics, managing conflict, and knowing when to persist or withdraw advocacy for a new idea.
How to Uncover Golden Opportunities and Important Risks in your Sales and Mar...Contrary Domino ®, Inc.
The document provides guidance on uncovering opportunities and risks in sales and marketing strategies. It discusses the importance of understanding risks, opportunities, assumptions, and value to reduce sales risk and capitalize on opportunities. Key recommendations include using strategic discovery questions to qualify situations, network, validate information, and vision potential solutions through gaining situational awareness and not assuming knowledge. Critical success factors emphasized are transparency, curiosity, focusing on risks and opportunities, and continually questioning to better understand perspectives.
Rebels with a Cause: Creating Positive Change Lois Kelly
This document discusses how to create positive change at work as a rebel or change instigator. It provides advice on developing the right mindset, skills, and self-care practices to overcome resistance to change. The mindset section emphasizes focusing on possibilities rather than problems and attracting support rather than alienating people. For skills, it recommends understanding organizational culture, earning trust, connecting ideas to shared values, and proving new ideas can work. It also stresses the importance of self-care, knowing when to persist or quit pushing for change, and creating a supportive environment for rebels when leading change efforts.
The document provides tips for understanding how an organization works in order to successfully introduce change. It advises observing key aspects of the organizational culture like decision-making processes, values, communication styles, and business cycles. Understanding these dynamics from different perspectives helps one position new ideas for approval in a way that fits with the existing environment.
Rebels At Work: Overcoming Top Five MistakesLois Kelly
The document provides tips for overcoming the top 5 mistakes made by rebels in challenging the status quo. It lists not prioritizing ideas, going solo, flunking pitch meetings, giving up too soon, and ignoring personal danger signs as the top 5 mistakes. The document then gives advice and exercises for each mistake, such as how to prioritize ideas, communicate new ideas visually, prepare for pitch meetings, grow courage and resilience, and know when to quit pushing an idea. The overall aim is to provide rebels with strategies for effectively driving change from within organizations.
The document discusses improving meetings and presentations in business. It makes three key points:
1) Most business meetings suffer from a lack of clear purpose and engagement where dissenting views are not discussed. Meetings should have guidelines to make them more productive.
2) The everyday meeting may be the most important communication vehicle for change if done properly. Transforming "meetings as usual" could create positive change for a company.
3) Productive meetings require having a clear purpose and focus, engaging participants in meaningful discussions, and resolving important issues rather than avoiding them. Addressing what's really at stake drives participation and progress.
Want to be seen as a leader at the office? Learn how to identify and push back against gender bias by supporting your female colleagues at work. Read the full tips at leanin.org/tips/mvp
Moneyball of Leadership: Predictors of High Performance | Next Jump Leadershi...Next Jump
Charlie Kim and Meghan Messenger, Co-CEOs of Next Jump, in a two-part keynote for Next Jump Leadership Academy, April 19-21, 2017.
Slides 1-30 "Coaching Your Organization" by Charlie Kim. https://www.youtube.com/watch?v=OH89weEyDGg
Slides 32-55 "Coaching Yourself" by Meghan Messenger. https://www.youtube.com/watch?v=2oH_fSaAaEY
The Feedback Loop: How to Create a Culture of Feedback
Giving, receiving, asking for, and acting on feedback well are some of the most-valued – yet difficult to master – skills for any manager. After years of research across hundreds of companies in 25+ countries, Claire Lew, CEO of Know Your Team, shares the playbook for how the most effective managers create a culture of feedback within their teams.
21 Successful Entrepreuneurs Share their Best Advice - 2016Amit Jadhav
Check out the compilation and 'gyaan' by these successful Leaders. I wish you become a successful LEADER in 2016 ad in case you already are...be instrumental in creating someone else. Happy 2016 and stay tunes to lot's of great stuff
This document contains maxims and principles for operating a company. It discusses creating a founder mentality by giving employees ownership stakes to align interests. It emphasizes focusing efforts on innovation over administration and rejecting candidates is discouraged, suggesting making them principals of other companies instead. Complexity theory suggests the future cannot be perfectly predicted. Autonomy and independent work are valued. Quality sleep, inspiring leadership, and data-driven decisions are advocated. Trust between staff and allowing ideas to die through open discussion are principles. Thinking ambitiously and owning assets through equity are encouraged. The document emphasizes various principles for operating and growing a business.
The document outlines strategies for thriving in uncertain conditions. It discusses embracing uncertainty by asking "dangerous questions" to challenge assumptions, taking risks in a controlled way, and creating a culture of continuous learning. Key strategies include clarifying knowns vs assumptions, evaluating different types of risk, gathering diverse perspectives to build shared understanding, measuring outcomes that matter, focusing on decision quality over outcomes, and cultivating a vulnerability that supports organizational learning. The overall message is that uncertainty need not be scary but an opportunity to improve through questioning norms and an openness to learn.
This document outlines the mission and values of TempAlert, an organization that aims to improve decision making through monitoring technologies. Their core values are listed as People First, Be the Change, Mastery, Focus on HOW, and Honesty. They discuss how they hire people who demonstrate qualities like being Inspired, Effective, Humble, Adaptable, Loyal, and Collaborative. Leadership principles include Elevating others, Iterating based on feedback, Challenging convention, Simplifying processes, and having a positive Impact.
This document outlines the vision and values of the company Vermeer, which aims to be a "whole-brain consultancy" that helps clients thrive in uncertain times. Vermeer was created to bring together people passionate about changing business and its role in society. The company focuses on developing "whole-brain" people and leaders who can balance both analytical ("left brain") and intuitive ("right brain") thinking. This is done by fostering an environment of ownership, freedom, and mutuality where people are empowered to continuously challenge themselves and grow in new ways. The goal is to equip business leaders with adaptive skills and perspectives to respond to a volatile and changing world.
This document discusses the hiring and onboarding processes at Next Jump. It provides details on:
- The top investments in building culture are hiring and environment.
- The hiring process focuses on screening for a growth mindset, humility, and "coachability". It aims to get to know the true person through stress-injecting challenges and peer feedback.
- The onboarding program (PLB) focuses on understanding the whole person, injecting stress, creating a feedback environment, and having a ceremonial graduation to build pride in becoming a Next Jumper. The goal is to improve recruits as individuals through challenges, feedback, and personal development work.
Leigh A. Drogen is the founder and CEO of Estimize, which provides financial data and analytics. Some key points:
- Estimize aggregates earnings estimates from over 2,300 buy-side and independent analysts and sells this data.
- The platform allows users to rank and rate analysts based on the accuracy of their estimates and other statistical measures. It also allows filtering and alerting on consensus estimates.
- Raising funding for Estimize was challenging. Drogen emphasizes the importance of execution over ideas, hustle over skill, recruiting talent, and gaining investor belief during difficult periods of running out of money early on.
So what? Tips for making people care | Psychology of communications conferenc...CharityComms
Jillian Griffiths, account director, Creative Concern
Visit the CharityComms website to view slides from past events, see what events we have coming up and to check out what else we do: www.charitycomms.org.uk
Crowd 2.0 - How Organizations & Individuals are CollaboratingEpi Ludvik Nekaj 宇 赫
People have been talking about ‘the future of work’ for years. Most talks lean on motherhood-and-apple-pie concepts and little seems to have changed. But, the era of the traditional, ‘closed’ organizational model is almost over, and the evidence is everywhere, hiding in plain sight. Driven by demographics & proven approaches, the era of crowd 2.0 is beginning. In his talk, Christian’s goal is to move beyond the usual concepts and share real-world insights, examples, and actionable ‘how-to’. To share insights on how your organization can thrive in this new world.
Reimagining Feedback for the 21st Century WorkplaceNext Jump
This document discusses feedback in the 21st century workplace. It notes that while feedback aims to advance learning, giving and receiving honest feedback can be difficult. Research has focused on characteristics of the feedback giver and receiver that influence acceptance of feedback. However, more context-specific research is needed. The document advocates moving from sporadic feedback for evaluations, to frequent feedback to drive learning. It suggests feedback can catalyze skills like team learning, growth mindset, decision-making and creativity. Examples from an organization called Next Jumpers show how frequent feedback helps take interpersonal risks and strengthens abilities like judgment and innovation. The document questions assumptions behind the "feedback sandwich" approach and argues for more direct feedback delivery.
Today’s modern professionals are busier than ever—doubly so for lawyers. With increased workloads, industry pressures, and distractions abounding, it’s become imperative that lawyers be capable of focusing on the task at hand to better serve their clients and themselves.
Enter mindfulness. Once the domain of people seeking spiritual health, the undeniable benefits of mindfulness have led to it being adopted and implemented by businesses from Fortune 500 companies to startups. Drawing on 12 years’ experience as a practicing attorney and mindfulness advocate, Jeena Cho (author of The Anxious Lawyer) covers:
- What ‘mindfulness’ is, and how it can benefit your business
- Simple tips for improving focus and productivity in your law firm
- How modern attorneys can ease stress and avoid burnout
The 21st Century Movement - Charlie Kim and Meghan MessengerNext Jump
This document summarizes a presentation about building strong teams through developing decision-making skills. It discusses establishing a culture of transparency where people are honest about their limitations and open to critical feedback to improve decisions. Programs are described that provide practice making decisions, receiving feedback on blindspots, and coaching to reduce "lying, hiding, and faking" that prevents effective work. When organizations implement these kinds of learning environments focused on transparency and improvement over performance, it allows people to do their best work.
This document discusses transforming organizational thinking to enable transformation. It notes that convincing innovators and early adopters is more effective than the mass, and encourages divergent thinking, using both logical and visual thinking styles, and overcoming weaknesses while leveraging strengths. Barriers to transformation like a lack of time are addressed, along with continuing education and using a circle of advisors for insight.
Run with a rebel wild pack create a better futureLois Kelly
This document discusses challenges in creating change within an organization and provides advice for overcoming resistance. It notes common reasons why change is difficult, such as fear of harming one's reputation or career. It then outlines strategies for leading change effectively, such as understanding organizational culture, framing new ideas positively, building support among colleagues, and addressing potential objections. The document emphasizes the importance of self-care when taking on the challenging role of change leader within a resistant culture. It provides tips for navigating politics, managing conflict, and knowing when to persist or withdraw advocacy for a new idea.
How to Uncover Golden Opportunities and Important Risks in your Sales and Mar...Contrary Domino ®, Inc.
The document provides guidance on uncovering opportunities and risks in sales and marketing strategies. It discusses the importance of understanding risks, opportunities, assumptions, and value to reduce sales risk and capitalize on opportunities. Key recommendations include using strategic discovery questions to qualify situations, network, validate information, and vision potential solutions through gaining situational awareness and not assuming knowledge. Critical success factors emphasized are transparency, curiosity, focusing on risks and opportunities, and continually questioning to better understand perspectives.
Logical illogical job evaluation. Incompleteness of logicDarius Radkevicius
Edward Hay created most famous job evaluation approach. The logic is following - each job need knowledge,
therefore the first factor for evaluation is Know how. Mr. E. Hay made quite strange assumption, that - schools, Universities or MBA are providing knowledge needed for business environment.
This document discusses leadership, management, and achieving explosive growth for a business. It identifies common problems that businesses face when stuck at certain revenue levels and why change efforts often fail. It emphasizes the importance of having a clear vision, strong communication, and building trust. Good managers focus on identifying and developing the talents and strengths of their employees. The key to explosive growth is maximizing current assets, tripling efforts in key areas, coordinating internally, and paying attention to cash flow while maintaining a leadership mindset.
ImagineNation LAST Generating Creative Conversations Presentation Janet Sernack
A creative conversation transfers ideas from one mind to another, it also allows you to reveal and remove all obstacles in the way of making creative ideas and inventions happen. It even allows you to see opportunities, realise possibilities and easily solves real-life, personal and business problems.
It’s not that we’ve forgotten how to hold genuine conversations. The problem is much deeper. We’ve stopped learning how to hold a genuine conversation.
The good news is we can all learn it. All this ability demands is the ability to be observant, having a core skill-set and following the four key steps in the generative discovery cycle.
Tools & Techniques to help make workplace more transparentGraeme Bodys
The document discusses creating a more transparent and collaborative work environment. It argues that a top-down hierarchy with siloed information sharing hinders progress, while a flat structure with open information flow between departments promotes innovation and faster progress. It then outlines key benefits of transparency like faster problem solving and higher trust/performance. The rest of the document provides examples of companies that have embraced transparency in areas like strategy, structure/culture, compensation, and personal goals/habits. It acknowledges transparency takes courage but inspires the audience that it is achievable and has worked well for companies like Semco.
This document provides an overview of creative problem solving. It discusses defining creativity and innovation, overcoming common misconceptions about creativity, managing creativity within time constraints, and examples of companies that foster innovation like 3M. It also covers developing rough ideas, presenting ideas, dealing with political obstacles, strengthening problem solving skills, and promoting creativity in the workplace through recognition, compensation, and humor. The document uses examples, questions, and graphics to explore various aspects of creative problem solving.
This document provides an overview of creative problem solving. It discusses defining creativity and innovation, overcoming common misconceptions about creativity, managing creativity and time constraints, developing rough ideas, strengthening problem solving skills, and promoting creativity in the workplace. Key points include that both creativity and innovation are necessary for business success, creativity involves generating new ideas with value while innovation creates practical applications, and that failure is an important part of the creative problem solving process.
- Most startups fail within the first few years, with failure rates between 60-90% depending on the sector. However, successful entrepreneurs often do not understand why their businesses succeeded.
- The traditional business model of developing a product and then raising money and selling it leads to many pitfalls like escalating commitment to failing ideas and focusing on features rather than customers.
- A better approach is to continually test ideas with customers through experiments and iterate based on feedback to understand customer needs before developing the full product or service. This process-based model focuses on execution over searching for the right idea.
This document discusses effective leadership and communication in managing workplace conflict. It begins by outlining some common causes of conflict, such as lack of role clarity or opposing agendas. If left unmanaged, conflict can escalate and negatively impact employee engagement, productivity, and relationships. The document then provides strategies for leaders to address conflict, including avoiding personal attacks, actively listening to understand different perspectives, building trust over time, and using conflict as an opportunity rather than trying to eliminate it. Overall, the key message is that effective communication, including providing and receiving feedback, is crucial for leaders to resolve conflicts in a productive manner and create a collaborative work environment.
Cultures deal with failure differently. In the US, failure is seen as a learning experience, but it can still negatively impact individuals. In Japan, business failure severely damages one's reputation and career prospects. Germany also views failure unfavorably and aims to minimize risk. Islamic cultures and more conservative societies have little tolerance for failure. Attitudes are changing in emerging economies like India and the UAE as entrepreneurship increases. Discussing failure can help reframe it as a normal part of learning and growth rather than something to be ashamed of. Teams are more likely to fail without clear direction, accountability, collaboration and learning from mistakes. Pre-mortems and considering worst-case scenarios can help organizations plan for and learn from
Final cycles overview jan 2019 with toolkitBryan Cassady
Scaling up is hard and deadly if done wrong. We would like to help you get it right.
This presentation introduces the ABCs method of innovation and provides toolkits you could use to grow fast while reducing riks
Details
A study by Startup Genome analyzed the results of 3,200 start-ups, they found that of the majority of start-ups failed. That shouldn’t come as a surprise to anyone. What is more important is they found, 70% failed because of premature or faulty scaling.
In this workshop, you learn about the ABCs method. The ABCs method is a system-based approach to growing your business. It has been proven to build ideas up to 6x faster while reducing risks 30-80%.
The document discusses strategies for associations to improve and remain relevant. It recommends that associations lead with a clear vision focused on helping members succeed and providing quality. Associations should evaluate what activities and services to stop, accelerate, or add by focusing on members' needs. Effective communication of the vision is also essential using emotional persuasion. Recruitment of new members and retention of current ones requires an ongoing focus on bringing in the right people for the network.
Fundraising Strategy - useful tools that really work IoF 2011Simon Burne
This is intended to provide you with a range of tools to apply directly to developing effective strategies that deliver real results. All the tools have been tried and tested and have been proven to work. Not all of them will be right for you but you're guaranteed to come away with some tools that you'll want to use straight away.
This document discusses creating a sense of urgency in organizations. It provides 4 tactics to increase true urgency:
1. Bring outside perspectives in by listening to customers and sharing relevant external data and information. This addresses complacency that comes from only looking internally.
2. Demonstrate urgency in daily actions by responding quickly to issues and setting aggressive timelines. An example is a manager who promises fast turnaround and asks direct reports what they will accomplish each week.
3. View crises as opportunities by thinking how problems can drive better performance rather than just reacting. But avoid creating artificial crises.
4. Address "urgency killers" - people who avoid crises and block urgent actions. Lead with
This document discusses creating a sense of urgency in organizations. It provides 4 tactics to increase true urgency:
1. Bring outside perspectives in by listening to customers, sharing relevant external data, and exposing people to troubling realities without overwhelming them.
2. Demonstrate urgency in daily actions by responding quickly, constantly emphasizing opportunities and competition, and holding urgent yet patient meetings.
3. View crises as potential opportunities rather than just problems by proactively seeking improvements rather than passively waiting for crises.
4. Address "No Nos" - people skilled at killing urgency - by circumventing or converting them if possible rather than allowing them to undermine efforts.
5LESSONS LEARNED – MISTAKES REPEATED – Vol. 4Carl Miller
1) The document discusses the importance of ethical behavior and developing an ethical corporate culture in businesses and projects. It argues that codes of ethics are not needed and that ethics comes down to making choices in grey areas.
2) It presents three principles for ethical behavior: behaving ethically, appearing to behave ethically, and encouraging ethical behavior in others. Developing trust and honest communication can help address many ethical issues.
3) The document proposes three "tests" to determine if a behavior is ethical: the "red face test" of how it would feel if publicized, the "sleepless nights test" of one's own view, and the "protect your ass gone wrong test" of knowing a behavior is
Similar to Rocking the Boat, Creating Change: NAED ADventure conference (20)
Progressive: Be a Courageous Rebel at WorkLois Kelly
This document discusses how to be a courageous rebel at work. It advocates empowering people without formal authority and making sure great ideas are implemented. It addresses how large organizations struggle with change and adapting. It discusses traits like honesty, perseverance, bravery and enthusiasm. It provides tips for adapting to change personally and organizationally, including unlearning habits, managing discomfort, and building resiliency. It encourages small acts of thoughtful rebellion to drive productive conflict and creativity. Overall it promotes adapting to change with less anxiety through courage and speaking up with honesty and new perspectives.
This document provides 10 ideas for being a courageous rebel at work. It encourages resisting labels, knowing what's truly important, embracing discomfort, helping move good ideas forward, relying on disagreeable givers as thinking partners, communicating like an activist, practicing self-compassion, and maintaining optimism. The overall message is that small acts of thoughtful rebellion can make organizations more innovative and engaged if individuals focus on adapting, building resilience, and moving ideas forward despite challenges.
The document discusses developing self-compassion as an essential leadership trait and superpower. It notes that fear provides valuable data but people should aim to have less fear rather than being fearless. Self-compassion involves treating oneself with kindness, understanding and non-judgment rather than self-pity or selfishness. Developing self-compassion through practices like expressive writing can increase resilience and perseverance while reducing stress.
Resiliency for Rebels (and everyone else)Lois Kelly
The document provides 12 practices for building resilience when creating change. These include hunting the good by writing down positive things each day, setting meaningful goals, remembering how doors have closed but others opened, naming emotions felt, writing self-compassion letters, changing negative self stories, using character strengths, not exaggerating problems, expressing gratitude, experiencing awe, spending time with friends and family, and nourishing one's body through healthy behaviors. The document encourages developing these "change muscles" to sustain oneself through difficult challenges. It promotes Lois Kelly's books and training services on resilience.
Marketing in Surprising Times: NAED ADventure ConferenceLois Kelly
Marketing trends in a digital age: relabeling marketing, using preference and customer love as a decision filter, building capabilities as marketing strategist, scientist, activist, artist
Trends in Corporate Communications and four new competencies for success: strategist, scientist, activist, artist. Based on lecture by Lois Kelly to Emerson College Integrated Marketing Communications graduate class.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
In advising clients how to work through gnarly issues, manage conflict, and create change, I have found that good questions result in good outcomes. Here are 12 of my favorites.
There are three dimensions for healthy organizations to grow and innovate. This presentation shares what's needed and where and why companies undermine their success.
The document provides 20 tips for being an effective rebel or change agent within an organization, such as framing new ideas in terms of organizational goals, asking questions that highlight possibilities rather than problems, and sharing credit for successes. The tips are based on the author's experience as a lifelong outlier and business executive, and are meant to help rebels get their ideas heard and implemented.
Lois Kelly of Foghound facilitates workshops to help organizations solve problems and find opportunities. The document shares 15 thought-provoking questions that Kelly uses in workshops to help people uncover new ideas for leadership, organizational development, marketing, and sales. Kelly invites the reader to discuss turning their next important meeting into something meaningful using these questions. Foghound helps executives communicate powerful ideas and uncover possibilities through strategic communications, workshop facilitation, and an approach that is both playful and grounded in business.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Top 10 Free Accounting and Bookkeeping Apps for Small BusinessesYourLegal Accounting
Maintaining a proper record of your money is important for any business whether it is small or large. It helps you stay one step ahead in the financial race and be aware of your earnings and any tax obligations.
However, managing finances without an entire accounting staff can be challenging for small businesses.
Accounting apps can help with that! They resemble your private money manager.
They organize all of your transactions automatically as soon as you link them to your corporate bank account. Additionally, they are compatible with your phone, allowing you to monitor your finances from anywhere. Cool, right?
Thus, we’ll be looking at several fantastic accounting apps in this blog that will help you develop your business and save time.
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...Neil Horowitz
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
Profiles of Iconic Fashion Personalities.pdfTTop Threads
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
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Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
The Genesis of BriansClub.cm Famous Dark WEb PlatformSabaaSudozai
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
How MJ Global Leads the Packaging Industry.pdfMJ Global
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
5. My biggest challenge in creating change is:
1.Afraid I might hurt my reputation/career
2.My boss is resistant to most new ideas
3.I hate dealing with conflict and controversy
4.The approval processes makes me crazy
5.My ideas go against the organizational culture
6. The top reasons my organization resists
change:
1.Execs/owners will never agree to it
2.Not enough resources/too expensive/no budget
3.We’ve tried that before and it didn’t work
4.Need more convincing ROI
5.Like the way things are
12. Low Medium High
How much value would this
idea provide?
Do we believe it’s possible?
How much do we want to do it?
Can we measure whether it’s
working?
Is it worth taking on?
16. What’s at stake Show how the idea relates to what
people want.
What could be Make the status quo unappealing.
Why it can work People support ideas they think can
work.
What do people in your organization really want? Is it stated or unstated?
Frame idea, communicate to effect behavior
Frame
issue
20. When just 10% of the population
holds an unshakeable belief, their
beliefs will always be accepted by
the majority.
10%
tipping point
Network research scientists,
Rensselaer Polytechnic Institute
http://news.rpi.edu/luwakkey/2902
Enlist
support
25. Objection Meaning Response
There are no
resources
It’s not a priority Explore importance,
acknowledge
How will THIS affect
THAT in future?
Desire for certainty What is known.
Discomfort of
unknowables
Where’s the ROI? How will we know it’s
working?
Create measures
Let’s develop some
consensus on this
Uncertain of its merits What would it take for
you to see value?
31. Be kind and thoughtful: Safety
Call BS and be called on BS: Authenticity
Invite cognitive diversity: Creativity
Have a strong backbone & gentle heart: Empathy
32. • We can’t do that because….
• We can do that IF
37. We know that “norms” in consumer services
becomes expected in B2B, but…
Travel text/email alerts Order status updates
Zappos 1-day delivery Deliver to job site pronto
24-hour delivery tracking 24-hour delivery tracking
Live chat w/ service rep Availability beyond 7 - 5
Customer reviews, ratings Customer reviews, ratings
Press x for Spanish, press y Multi-lingual
Frequent flyer miles Loyalty rewards
Editor's Notes
Don’t need to tell you about your challenges and what you’re trying to change