Research has shown that the Saville Consulting Wave™ Types are powerful predictors of performance in a range of key areas. Saville Consulting Wave™ Types have implications for behavior in leadership roles, team/peer interaction, change management and synergies with various organizational cultures.
Competencies Concept in Human Resources ManagementLukas Ritzel
Competencies in Human Resources Mansgement. A concept of Award winning Purple Cow company Prasena.com by Isabelle Michelet Philippe Kopcsan & Lukas Ritzel
Metamorphosis Management Group frameworks & approach to working with leadership team, and setting up effective organizational design. The approach - can be described in these slides. The WORK - to engage leaders & stakeholders to change their organization - you'll need to experience directly.
This webinar provides insight on indentifying and implementing competencies. Hosted by John Bradford and Philip Schuler, the webinar promises to be informative, yet impactful.
What You Will learn:
How to identify competencies needed for success for all employees.
How to implement competency models.
An Introduction to Saville Analysis Aptitude JobTestPrep
Find out more about Saville's Analysis and Executive Aptitude series. If you are invited to take one of these assessments, JobTestPrep is here to assist in your preparation process.
An Introduction to Saville Comprehension Aptitude JobTestPrep
Find out more about Saville's Comprehension Aptitude series. If you are invited to take one of these assessments, JobTestPrep is here to assist in your preparation process.
Competencies Concept in Human Resources ManagementLukas Ritzel
Competencies in Human Resources Mansgement. A concept of Award winning Purple Cow company Prasena.com by Isabelle Michelet Philippe Kopcsan & Lukas Ritzel
Metamorphosis Management Group frameworks & approach to working with leadership team, and setting up effective organizational design. The approach - can be described in these slides. The WORK - to engage leaders & stakeholders to change their organization - you'll need to experience directly.
This webinar provides insight on indentifying and implementing competencies. Hosted by John Bradford and Philip Schuler, the webinar promises to be informative, yet impactful.
What You Will learn:
How to identify competencies needed for success for all employees.
How to implement competency models.
An Introduction to Saville Analysis Aptitude JobTestPrep
Find out more about Saville's Analysis and Executive Aptitude series. If you are invited to take one of these assessments, JobTestPrep is here to assist in your preparation process.
An Introduction to Saville Comprehension Aptitude JobTestPrep
Find out more about Saville's Comprehension Aptitude series. If you are invited to take one of these assessments, JobTestPrep is here to assist in your preparation process.
Strategies for capability modelling: analysis based on initial experiencesCaaS EU FP7 Project
Businesses need a way to efficiently adapt not only their services but also the IT infrastructure for delivering them.
One of the key features is to explicitly capture the delivery context of customer services and to provide mechanisms for configuring or generating its delivery
Authors: Sergio España, Janis Grabis, Martin Henkel, Hasan Koç, Kurt Sandkuhl, Janis Stirna, Jelena Zdravkovic
How and Why the Direct-to-Consumer Model Works in eCommerceDemac Media
Why choose a direct-to-consumer model than the traditional in-store model? This is what Rajen of RJR Venture Group and Mike from Endy Sleep helped to explain at our eCommerce Toronto Meetup this month. Raj and Mike shared the behind the scenes operational components that make direct-to-consumer fully functional. The discussion was focused on two parts: sales and operations. From a sales perspective, what are the benefits of direct-to-consumer and eCommerce? How does this model positively impact business growth and sales? From an operational perspective, how can you turn a traditional sales model into a successful direct-to-consumer / vertical one? They touched on the methods to sourcing materials, finding the right manufacturer, considering currency and shipping options. Lastly, they discussed the challenges of marketing and PR faced along the way.
How to build customers’ trust in the digital world?
Trust is of utmost importance in the rapidly changing insurance world.
The entire insurance industry is founded on trust. But gone are the good old days when a trusted insurance agent showed up at your parents’ house and sat down at mum’s kitchen table to discuss your family’s insurance needs. Insurance is now mostly sold online: an increasingly automated and impersonal form of self-service.
But the industrialisation and increased professionalism of the industry has lead to greater distance and lack of personal knowledge between the insurer and insured, which has caused a lack of trust. So the question is: How can insurers take advantage of the changing consumer behaviour and technology in order to restore trust?
Our team has joined forces with industry experts – Michael Herold Eschenburg and Susanne Møllegaard – to answer some of the insurance industry’s most complex questions.
In this ebook you will find:
• Conflict issues that exist between insurers and customers
• Our look into the future of insurance sales with expert advice
• How these predictions are the beginning of restoring trust
Evolving customer expectations, new technological capacities and nascent platforms for service delivery have created an unprecedented need for innovative customer-centered service strategies, while helping organizations build new capabilities for differentiation in Direct-to-Consumer services.
As the leader in designing and delivering programs for people and strategy development, WDHB has had the privilege to witness both sides of the coin: on one hand, our clients, which include some of the world’s best-known companies in the consumer sphere, are increasingly on the lookout for new ways to improve the quality, variety and adaptability of the services they offer to customers. On the other hand, through our Learning Expeditions that facilitate the immersion of executive teams into unfamiliar environments and cultures to explore disruptive business perspectives, we have gathered insights into a wealth of trends in consumer-facing landscapes, helping us identify weak signals and detect upcoming evolutions of direct-to-consumer services.
With the following document, we are happy to share some of our learnings, dive into powerful examples of innovation in Direct-to-Consumer services, and suggest a new model for increased customer value.
Building Digital Capability - Service Modelling Workshop and Institutional Di...James Clay
We will use this workshop to discuss the proposed service models for digital capability, as well as discussing the concept of institutional digital capability, and are looking for input from the user group.
Platforms for Growth:Technology Innovations in the Insurance IndustryState Street
On behalf of State Street, the Economist Intelligence Unit conducted a global survey of 321 senior executives at insurance companies (June and July 2014), to examine the technology challenges facing the sector.
These slides present a full tuorial of Capability driven development presented in the CLEI 2014 conference. Contents:
Introduction
Enterprise modelling with 4EM
Capability design
Capabilities in runtime
Case studies
Conclusion
Authors: Sergio España & Tania González
Managing Stakeholder "Resistance": REAP|Change™ Framework for AI Transformati...REAP|Change™
Challenge the conventional use of the term "resistance" in the context of change management within organizations.
"Resistance" is inaccurate and misleading. Instead, use the term "unease" to describe staff reactions to change initiatives, acknowledging the complexity of human behavior and motivations.
The three main reasons for staff unease are: cognitive dissonance, cognitive overload, and self-interest.
Cognitive dissonance arises when staff's values contradict the actions or messages of the company, such as when layoffs occur despite leadership claims that people are valued.
Cognitive overload occurs when employees are overwhelmed mentally, physically, and emotionally, exacerbated by the digital age and personal issues.
Self-interest, while natural, can manifest negatively, particularly among middle and upper management during times of change.
Resolve staff unease based on the REAP|Change™ Framework for People-Centered Change Management:
Cognitive Dissonance: Engage and involve staff in the change process, ensuring alignment within leadership and with change objectives.
Cognitive Overload: Implement changes gradually in manageable stages, provide support through training and resources, and simplify communication to ensure clarity and consistency.
Self-Interest: Address staff concerns, offer incentives or benefits to mitigate negative impacts, and empower staff by involving them in the change process.
Shift away from a mindset that employees are mere resources to fulfill shareholder objectives. Recognize their complexity and potential for contribution.
Ultimately, organizations will navigate Change more effectively and tap into the diverse talents and perspectives of their workforce when they value the human potential within.
Dave Moran's Agile Expectations presentation from Agile Maine Day, April 26, 2019. The objective is to help identify key sources of organizational friction as well as understanding where to establish a new set of Agile Expectations for how your organization in order to fully transform into a highly productive, agile organization.