What do the new age employers and employees think today? Learning Organisations and how they are evolving in India. How they get people to participate so that others learn.
8 Ways to Transform from a Manager into a Leader | April 2018BeLeaderly.com
Get inspired to make the leap from managing to leading—and the tools to make it happen. In this webinar, find out the key differences between a leader and a manager, plus tips for building a strong team and a loyal following.
Guest Speaker: Lisa Walsh, Chief Executive Officer, Truco Enterprises.
Presenters: Jason Homan and Alex Mezin.
Tips for keeping your membership engaged in your student org. Converted from a Prezi, so sorry for the originality of the presentation format.
This document outlines an agenda and presentation materials for a workshop on becoming a better organizational and digital citizen. The agenda includes sessions on change, organizational citizenship, social business, and digital citizenship. The presentation materials provide guidance on topics such as directing change by motivating people and shaping their environment, improving organizational citizenship by focusing on helping others, and developing an effective personal brand and demonstrating professional discretion online. Key recommendations include treating talent as something that can be earned, building habits to support new behaviors, and using social media to lead with one's values in a clear but not cutesy manner.
Gallup research shows 70% of the American workforce is disengaged. They say that mission and purpose driven organizations experience higher rates, but what can we do to make that higher? The answer lies in a highly sophisticated management technique called #MBSN or management by sticky notes.
Tom Hood, CEO of the MACPA and Business Learning Institute shares the why and how of MBSN in this special session on "collaboration made easy. Particpation and collaboration leads to engagement which increases trust (7 X according to Gallup) and ultimately yields to the holy grail of engaged people who give you their discretionary effort.
Tom provides exempts of how they have used this at the Maryland Association of CPAs and in their strategic planning work. They used this to design and facilitate the grassroots future forums during the CPA Horizons 2025 project.
Passed over for a promotion? Lose a big client? Made a costly mistake? We all mess up. The important thing is what happens next. In this webinar, learn how to recover—and thrive—when the unthinkable happens.
Guest Speakers: Lorene Phillips, Senior Vice President, Reinsurance – International Casualty and Professional Lines, Sompo International and Mallun Yen, COO, Partner and Board Director, SaaStr.
The identification of personal values and the development of personal visioning skills are always highlights of The Leadership Challenge Workshop. However, as articulating organizational values and vision are fundamental to building a robust and healthy culture, a gap often exists in making explicit links between individual and group understanding of these fundamental concepts. In this interactive session, we will demonstrate how to better connect personal fluency to a coherent set of organizational values and vision. We will share examples from the field as well as practical tools to put these links into action in any organization.
Dan Schwab began working with authors Jim Kouzes and Barry Posner in the early days of The Leadership Challenge® Workshop and is now a Certified Master. An accomplished leadership trainer and coach, Dan has led organizational improvement efforts with myriad clients from the corporate and non- profit sectors over the past 20 years.
Evans Kerrigan is an experienced facilitator and trainer with over 20 years working with leaders across a range of industries. He helps clients become Healthier Organizations by applying The Five Practices with individual leaders as well as working with those leaders to see how they can apply the model more broadly to their organizational culture. He is a Certified-Master-in-Training.
Speaking to groups can be daunting, but it’s a critical communication skill for leaders. Want to share your expertise, pitch an idea, or motivate a team to take action? Whether you’re talking to three people or 300, learn how to confidently engage your audience and successfully get your message across.
Speakers: Mary Cheyne of Magnetic Podium and Poornima Vijayashanker, Founder, Femgineer.
This document provides guidance on personal branding in 3 steps. Step 1 is to know yourself through self-awareness of your strengths and weaknesses. Step 2 is to create your personal image by deciding how you want others to see you. Step 3 is to create valuable connections with people who trust and support your brand. It then discusses how to test and manage your brand through social media and communication.
8 Ways to Transform from a Manager into a Leader | April 2018BeLeaderly.com
Get inspired to make the leap from managing to leading—and the tools to make it happen. In this webinar, find out the key differences between a leader and a manager, plus tips for building a strong team and a loyal following.
Guest Speaker: Lisa Walsh, Chief Executive Officer, Truco Enterprises.
Presenters: Jason Homan and Alex Mezin.
Tips for keeping your membership engaged in your student org. Converted from a Prezi, so sorry for the originality of the presentation format.
This document outlines an agenda and presentation materials for a workshop on becoming a better organizational and digital citizen. The agenda includes sessions on change, organizational citizenship, social business, and digital citizenship. The presentation materials provide guidance on topics such as directing change by motivating people and shaping their environment, improving organizational citizenship by focusing on helping others, and developing an effective personal brand and demonstrating professional discretion online. Key recommendations include treating talent as something that can be earned, building habits to support new behaviors, and using social media to lead with one's values in a clear but not cutesy manner.
Gallup research shows 70% of the American workforce is disengaged. They say that mission and purpose driven organizations experience higher rates, but what can we do to make that higher? The answer lies in a highly sophisticated management technique called #MBSN or management by sticky notes.
Tom Hood, CEO of the MACPA and Business Learning Institute shares the why and how of MBSN in this special session on "collaboration made easy. Particpation and collaboration leads to engagement which increases trust (7 X according to Gallup) and ultimately yields to the holy grail of engaged people who give you their discretionary effort.
Tom provides exempts of how they have used this at the Maryland Association of CPAs and in their strategic planning work. They used this to design and facilitate the grassroots future forums during the CPA Horizons 2025 project.
Passed over for a promotion? Lose a big client? Made a costly mistake? We all mess up. The important thing is what happens next. In this webinar, learn how to recover—and thrive—when the unthinkable happens.
Guest Speakers: Lorene Phillips, Senior Vice President, Reinsurance – International Casualty and Professional Lines, Sompo International and Mallun Yen, COO, Partner and Board Director, SaaStr.
The identification of personal values and the development of personal visioning skills are always highlights of The Leadership Challenge Workshop. However, as articulating organizational values and vision are fundamental to building a robust and healthy culture, a gap often exists in making explicit links between individual and group understanding of these fundamental concepts. In this interactive session, we will demonstrate how to better connect personal fluency to a coherent set of organizational values and vision. We will share examples from the field as well as practical tools to put these links into action in any organization.
Dan Schwab began working with authors Jim Kouzes and Barry Posner in the early days of The Leadership Challenge® Workshop and is now a Certified Master. An accomplished leadership trainer and coach, Dan has led organizational improvement efforts with myriad clients from the corporate and non- profit sectors over the past 20 years.
Evans Kerrigan is an experienced facilitator and trainer with over 20 years working with leaders across a range of industries. He helps clients become Healthier Organizations by applying The Five Practices with individual leaders as well as working with those leaders to see how they can apply the model more broadly to their organizational culture. He is a Certified-Master-in-Training.
Speaking to groups can be daunting, but it’s a critical communication skill for leaders. Want to share your expertise, pitch an idea, or motivate a team to take action? Whether you’re talking to three people or 300, learn how to confidently engage your audience and successfully get your message across.
Speakers: Mary Cheyne of Magnetic Podium and Poornima Vijayashanker, Founder, Femgineer.
This document provides guidance on personal branding in 3 steps. Step 1 is to know yourself through self-awareness of your strengths and weaknesses. Step 2 is to create your personal image by deciding how you want others to see you. Step 3 is to create valuable connections with people who trust and support your brand. It then discusses how to test and manage your brand through social media and communication.
This session will engage participants in ways to fully leverage the LPI® to drive behavior change in workshop participants and culture change in the organizations they lead. Beyond interpretation of the results, themes, and development plans, we’ll explore techniques to go deeper with individuals. In addition to sharing our own insights and experience, we’ll facilitate table discussions and best practice sharing on topics such as powerful questions, tapping into genuine motivation, dealing with resistance, and ways to reinforce behavior change.
Renee Harness is the founder of Harness Leadership, a Certified Master Facilitator of The Leadership Challenge®, and key developer of LPI® Coach Certificate Program. Working with leaders at every level of an organization, her goal is to engage, inspire, and involve people in making meaningful contributions to their work, their communities, and their worlds.
Amy Dunn is a member of Integris Performance Advisor’s consulting team and focuses on facilitation of The Leadership Challenge®, LPI® coaching, The Five Behaviors of a Cohesive Team®, talent management, and meeting design and facilitation. Amy’s greatest professional joy comes from optimizing talent – within individuals, teams, and organizations.
Nonprofit Succession Planning: Leading By Sharing PowerBloomerang
https://bloomerang.co/resources/webinars/
Andy Robinson will help you understand the value of succession planning to nonprofits (and the risks of poor or non-existent transition plans).
Founder of Braintree, Bryan Johnson Chicago Techweek 2012 talk.
Presentation video: http://bit.ly/MVj5tg
More about Braintree: https://www.braintreepayments.com/company/about
Coviam is an upstart digital platforms and products company with a core focus on disrupting traditional markets and business models with the strength of our innovation-driven digital value.
Quest for Inspiration - Optimizing Your Mentoring RelationshipRuss Blaine
Designed for potential mentees who are considering the utility of a mentoring/developmental relationship. Tips for selecting a mentor, preparing for the relationship, and optimizing the value of the mentoring experience in pursuit of professional and personal goals.
This document summarizes a webinar on building a culture of sponsorship. It introduces several speakers from Be Leaderly, an organization dedicated to helping women advance into leadership.
The webinar discusses the differences between mentors and sponsors, with sponsors giving opportunities, talking about their protégés, and helping them move up. Several speakers then share their experiences being sponsored and sponsoring others. Key tips for attracting sponsorship included earning it through good work rather than asking, networking, and paying sponsorship forward.
The webinar also discusses how organizations can build cultures of sponsorship, such as through structured sponsorship programs, holding sponsors accountable, and making sponsorship an expected cultural norm. Ways for individuals to advocate for
Whether negotiations are everyday matters, or a bigger, more structured deals, making the most of these conversations is imperative. Learn to identify your own default negotiating style, prep for a negotiation informationally and psychologically, maneuver through the negotiation with poise, and close the deal.
Guest Speaker: Selena Rezvani, VP of Consulting and Research, Be Leaderly.
CoPs: 00-Teachers, Non-Secret Agents of ChangeAndrés Ramos
This document discusses communities of practice (CoPs) and how teachers can become non-secret agents of change through CoPs. It explores how teachers often want to improve their surroundings but feel limitations in their roles, priorities, and potential for change. However, by joining CoPs, teachers can reflect on issues, devise practical ways to leave a legacy, and identify topics they can contribute to based on their strengths. The document also examines how teachers can choose to be more active "movers and shakers" by making changes happen within their jobs and viewing things with a fresh perspective. Ultimately, CoPs provide opportunities for teachers to do small parts that can make a big difference by connecting to colleagues and finding ways to address personal priorities
You can try and pitch your seed round exactly the way your investors want you to (in which case you're compared fairly with hundreds of other investment opportunities) or you can hack your seed round and get an unfair advantage. Which would you rather do?
Meeting in the Middle: Ideas for Collaboration Between IE Newcomers and Hirin...Tiffany Harrison
This document discusses tips for collaboration between international education newcomers seeking their first job and more experienced hiring managers. It provides examples of how different presenters got their start in the field through study abroad experiences, internships, and volunteer work. The document offers advice to both newcomers and veterans, encouraging the latter to provide opportunities for hands-on work to gain experience and the former to network persistently, explain their skills clearly, and create an online presence. Both groups are urged to find ways to work together such as discussing living stipends for students and volunteering roles that cover basic expenses.
Effective Follow Up for Your doTERRA BusinessMitch Weight
Mitch Weight shares insights on how to follow up effectively in your doTERRA business. This presentation isn't just for network marketing, it's for any business.
Social media has changed communication methods but not fundamental marketing needs. It levels the playing field through low cost but must target interests, activities, and opinions. Key platforms include blogs, Facebook, Twitter, and business networks. Content should address client problems and follow best practices like positive messaging and brevity. Measurement of results is important to determine if social media is achieving marketing goals.
The department of Computer Science and Engineering, School of Computer Science and Technology of Karunya University conducted the second national IEEE STEP EVENT 2014 on “GROOMING ENGINEERS AS ENTREPRENEURS” on 27th October 2014. IEEE-Young Professional, Madras Section. The objective of this event is to transform budding engineers as entrepreneurs.
In this regard CSE department of KU invited Mohankumar Swaminathan, an alumnus to be the resource person for the session “Spark of Inspiration” for one hour duration to talk on Show inspirations of start-ups; Alumni-Start-ups; Incubation Advantages.
This document summarizes the key points from Maxwell's book "The 360-Degree Leader" and reflects on how the author's professional statements can help them become a 360-degree leader. It discusses how their mission, vision, values and purpose statements would help them lead up, across, and down. Their mission of understanding gamers would help lead across by supporting peers' ideas that benefit gamers. Their vision of becoming a lead designer and values of good leadership and communication would help lead up. Their purpose of being an effective teammate would help lead down by being open to followers' ideas.
This document discusses cultivating leadership throughout an organization even without formal authority. It argues that leadership is defined by one's character and actions, not title or power. The speaker shares lessons she learned like preparing for increased responsibility, pursuing new experiences, and directing one's own story to influence others. Leaders engage people's thinking, forget preconceived notions, and coach others to achieve their highest potential.
The document discusses personal branding and how individuals should view themselves as the CEO of their own brand to define and market their personal brand through clear personal missions, compelling personal brands, and developing branding toolboxes including personal statements, professional images, elevator speeches, and networks. It provides tips on crafting compelling personal brands through qualities like vision, strong offerings, memorable personalities, understanding audiences, and delivering on promises.
Michael Breslin gave a presentation on communication. His goals were to make students more comfortable with one-on-one communication, provide sample scripts, and better understand how communication works. He discussed important aspects of introductions like handshakes, eye contact and smiling. Breslin also covered topics like body language, telling your story, and tailoring your message based on context. He provided a sample pitch and tips for practicing discomfort to improve communication skills.
Triggers: Sparking Positive Change and Make it LastStephen Siregar
A summary of Marshall Goldsmith's book. Discussing habits and how to change or to start new habits and behaviors. The skills taught in the book is useful to overcome bad habits or to start good habits.
Unleashing your inner internal comms rebel | A new internal comms perspective...CharityComms
Advita Patel, communications consultant, Nuclear Decommissioning Authority
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
This document provides an overview and agenda for a networking event. It discusses why networking is important, common mistakes to avoid, and tips for effective networking. Some key points include:
- Networking can improve your professional and personal life by helping you become a more valuable resource and increasing your influence.
- Common networking mistakes include having a "what's in it for me" attitude and forgetting to follow up on referrals.
- Effective networking involves actively listening, asking questions, and looking for ways to help others in your network. Developing your "elevator speech" is also important.
- Groups, events, meetings, and introductions all provide opportunities to expand your network. Following up is essential to
Delivering learning coaching functions in an organisationLouis Colegsirgar
This document provides information about learning coach training. It explains the background and key functions of the learning coach role, which includes helping learners develop learning skills, understand their learning styles, and maximize their development. Learning coaches work with learners to identify goals and plan individual learning pathways. The document discusses how learning coaching relates to supporting learners through transitions. It also outlines the skills, knowledge, and understanding required of learning coaches to effectively deliver their functions, such as developing learner motivation and helping plan learning pathways.
This session will engage participants in ways to fully leverage the LPI® to drive behavior change in workshop participants and culture change in the organizations they lead. Beyond interpretation of the results, themes, and development plans, we’ll explore techniques to go deeper with individuals. In addition to sharing our own insights and experience, we’ll facilitate table discussions and best practice sharing on topics such as powerful questions, tapping into genuine motivation, dealing with resistance, and ways to reinforce behavior change.
Renee Harness is the founder of Harness Leadership, a Certified Master Facilitator of The Leadership Challenge®, and key developer of LPI® Coach Certificate Program. Working with leaders at every level of an organization, her goal is to engage, inspire, and involve people in making meaningful contributions to their work, their communities, and their worlds.
Amy Dunn is a member of Integris Performance Advisor’s consulting team and focuses on facilitation of The Leadership Challenge®, LPI® coaching, The Five Behaviors of a Cohesive Team®, talent management, and meeting design and facilitation. Amy’s greatest professional joy comes from optimizing talent – within individuals, teams, and organizations.
Nonprofit Succession Planning: Leading By Sharing PowerBloomerang
https://bloomerang.co/resources/webinars/
Andy Robinson will help you understand the value of succession planning to nonprofits (and the risks of poor or non-existent transition plans).
Founder of Braintree, Bryan Johnson Chicago Techweek 2012 talk.
Presentation video: http://bit.ly/MVj5tg
More about Braintree: https://www.braintreepayments.com/company/about
Coviam is an upstart digital platforms and products company with a core focus on disrupting traditional markets and business models with the strength of our innovation-driven digital value.
Quest for Inspiration - Optimizing Your Mentoring RelationshipRuss Blaine
Designed for potential mentees who are considering the utility of a mentoring/developmental relationship. Tips for selecting a mentor, preparing for the relationship, and optimizing the value of the mentoring experience in pursuit of professional and personal goals.
This document summarizes a webinar on building a culture of sponsorship. It introduces several speakers from Be Leaderly, an organization dedicated to helping women advance into leadership.
The webinar discusses the differences between mentors and sponsors, with sponsors giving opportunities, talking about their protégés, and helping them move up. Several speakers then share their experiences being sponsored and sponsoring others. Key tips for attracting sponsorship included earning it through good work rather than asking, networking, and paying sponsorship forward.
The webinar also discusses how organizations can build cultures of sponsorship, such as through structured sponsorship programs, holding sponsors accountable, and making sponsorship an expected cultural norm. Ways for individuals to advocate for
Whether negotiations are everyday matters, or a bigger, more structured deals, making the most of these conversations is imperative. Learn to identify your own default negotiating style, prep for a negotiation informationally and psychologically, maneuver through the negotiation with poise, and close the deal.
Guest Speaker: Selena Rezvani, VP of Consulting and Research, Be Leaderly.
CoPs: 00-Teachers, Non-Secret Agents of ChangeAndrés Ramos
This document discusses communities of practice (CoPs) and how teachers can become non-secret agents of change through CoPs. It explores how teachers often want to improve their surroundings but feel limitations in their roles, priorities, and potential for change. However, by joining CoPs, teachers can reflect on issues, devise practical ways to leave a legacy, and identify topics they can contribute to based on their strengths. The document also examines how teachers can choose to be more active "movers and shakers" by making changes happen within their jobs and viewing things with a fresh perspective. Ultimately, CoPs provide opportunities for teachers to do small parts that can make a big difference by connecting to colleagues and finding ways to address personal priorities
You can try and pitch your seed round exactly the way your investors want you to (in which case you're compared fairly with hundreds of other investment opportunities) or you can hack your seed round and get an unfair advantage. Which would you rather do?
Meeting in the Middle: Ideas for Collaboration Between IE Newcomers and Hirin...Tiffany Harrison
This document discusses tips for collaboration between international education newcomers seeking their first job and more experienced hiring managers. It provides examples of how different presenters got their start in the field through study abroad experiences, internships, and volunteer work. The document offers advice to both newcomers and veterans, encouraging the latter to provide opportunities for hands-on work to gain experience and the former to network persistently, explain their skills clearly, and create an online presence. Both groups are urged to find ways to work together such as discussing living stipends for students and volunteering roles that cover basic expenses.
Effective Follow Up for Your doTERRA BusinessMitch Weight
Mitch Weight shares insights on how to follow up effectively in your doTERRA business. This presentation isn't just for network marketing, it's for any business.
Social media has changed communication methods but not fundamental marketing needs. It levels the playing field through low cost but must target interests, activities, and opinions. Key platforms include blogs, Facebook, Twitter, and business networks. Content should address client problems and follow best practices like positive messaging and brevity. Measurement of results is important to determine if social media is achieving marketing goals.
The department of Computer Science and Engineering, School of Computer Science and Technology of Karunya University conducted the second national IEEE STEP EVENT 2014 on “GROOMING ENGINEERS AS ENTREPRENEURS” on 27th October 2014. IEEE-Young Professional, Madras Section. The objective of this event is to transform budding engineers as entrepreneurs.
In this regard CSE department of KU invited Mohankumar Swaminathan, an alumnus to be the resource person for the session “Spark of Inspiration” for one hour duration to talk on Show inspirations of start-ups; Alumni-Start-ups; Incubation Advantages.
This document summarizes the key points from Maxwell's book "The 360-Degree Leader" and reflects on how the author's professional statements can help them become a 360-degree leader. It discusses how their mission, vision, values and purpose statements would help them lead up, across, and down. Their mission of understanding gamers would help lead across by supporting peers' ideas that benefit gamers. Their vision of becoming a lead designer and values of good leadership and communication would help lead up. Their purpose of being an effective teammate would help lead down by being open to followers' ideas.
This document discusses cultivating leadership throughout an organization even without formal authority. It argues that leadership is defined by one's character and actions, not title or power. The speaker shares lessons she learned like preparing for increased responsibility, pursuing new experiences, and directing one's own story to influence others. Leaders engage people's thinking, forget preconceived notions, and coach others to achieve their highest potential.
The document discusses personal branding and how individuals should view themselves as the CEO of their own brand to define and market their personal brand through clear personal missions, compelling personal brands, and developing branding toolboxes including personal statements, professional images, elevator speeches, and networks. It provides tips on crafting compelling personal brands through qualities like vision, strong offerings, memorable personalities, understanding audiences, and delivering on promises.
Michael Breslin gave a presentation on communication. His goals were to make students more comfortable with one-on-one communication, provide sample scripts, and better understand how communication works. He discussed important aspects of introductions like handshakes, eye contact and smiling. Breslin also covered topics like body language, telling your story, and tailoring your message based on context. He provided a sample pitch and tips for practicing discomfort to improve communication skills.
Triggers: Sparking Positive Change and Make it LastStephen Siregar
A summary of Marshall Goldsmith's book. Discussing habits and how to change or to start new habits and behaviors. The skills taught in the book is useful to overcome bad habits or to start good habits.
Unleashing your inner internal comms rebel | A new internal comms perspective...CharityComms
Advita Patel, communications consultant, Nuclear Decommissioning Authority
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
This document provides an overview and agenda for a networking event. It discusses why networking is important, common mistakes to avoid, and tips for effective networking. Some key points include:
- Networking can improve your professional and personal life by helping you become a more valuable resource and increasing your influence.
- Common networking mistakes include having a "what's in it for me" attitude and forgetting to follow up on referrals.
- Effective networking involves actively listening, asking questions, and looking for ways to help others in your network. Developing your "elevator speech" is also important.
- Groups, events, meetings, and introductions all provide opportunities to expand your network. Following up is essential to
Delivering learning coaching functions in an organisationLouis Colegsirgar
This document provides information about learning coach training. It explains the background and key functions of the learning coach role, which includes helping learners develop learning skills, understand their learning styles, and maximize their development. Learning coaches work with learners to identify goals and plan individual learning pathways. The document discusses how learning coaching relates to supporting learners through transitions. It also outlines the skills, knowledge, and understanding required of learning coaches to effectively deliver their functions, such as developing learner motivation and helping plan learning pathways.
2011 SBS Sydney | Anne Bartlett-Bragg, Re-Thinking the Learning OrganisationDachis Group
The document discusses learning organizations and their core principles. A learning organization is defined as one where people continually expand their capacity through new patterns of thinking and learning together. The core principles are that organizations must be adaptive, enhance their ability to change, develop collective and individual learning, and apply learning outcomes. Achieving this involves systems thinking, dialogue, double-loop learning and productive reflection. However, not all organizations are learning organizations because the required sophisticated thinking and learning are not supported by traditional bureaucratic structures. The document also connects learning organizations to social businesses by outlining how frameworks, platforms and communication can better connect people.
Nicole Seibert wrote letters to the President, Vice President, Director of the CIA, and Director of the FBI requesting an investigation. She claims that in 1991 she created the companies Aircell, Eloqua, and Ariba by inventing the concepts and naming them, but that three men she met took over development of the businesses without compensating her or recognizing her role. She believes an investigation will reveal the truth of her claims regarding creating and owning the ideas behind these companies.
A presentation on how to develop a flexible/ learning organisation as a pre-requisite to innovation. Delivered to CMI Eastern Region in Cambridge on 29th June 2015
i-lovelearning Madrid 2017 | The Role of L&D in the Modern Organisation [EN]Netex Learning
The role of L&D is changing. Ed Monk, MD of The Learning and Performance Institute, reviewed the changes his organisation have noticed within L&D departments and discussed what the future holds at i-love learning Madrid event on February 17th, 2017.
Embedding learning into an expert organisationHavas People
Anna Markovits, Head of Learning & Development at the MHRA, talks about the cultural challenges they face embedding learning into an organisation where technical expertise is valued more than leadership.
Leveraging Capabilities to become a Learning OrganisationJNTU
This document discusses how organizations can become learning organizations by leveraging knowledge. It defines a learning organization as one where people continually expand their capacity to achieve desired results through new patterns of thinking and learning together. The document outlines that learning organizations encourage continuous learning, information sharing, and seeing the big picture. It also discusses how tacit and explicit knowledge differ and examines why knowledge sharing can be challenging. Finally, it provides recommendations for building a learning organization at the individual, team, and organizational levels.
learning organisation and knowledge managementNiraj Mandelia
This document discusses learning organizations and knowledge management. It defines a learning organization as one where people continually expand their capacity to achieve desired results through new patterns of thinking and learning together. Key components of learning organizations include team learning, shared visions, understanding mental models, personal growth, and systems thinking.
The document also defines knowledge management as coordinating and using organizational knowledge resources to create benefits and competitive advantages. It describes knowledge as familiarity gained through experience or education. Data becomes information when placed in a context, and knowledge is information made relevant for human action. The main functions of knowledge management include sharing, creating, applying, and measuring knowledge.
ACTION LEARNING, KNOWLEDGE CREATION AND ORGANISATION LEARNING Jamil Nahra
Paper work presented by PROFESSOR JEFF GOLD @ the 1ST ACTION LEARNING FORUM in Dubai, 29/05/2014, Organized by The Emirates Center for Organizational Learning of the Emirates Identity Authority
The document discusses various models and conceptions of the learning organization. It presents different frameworks for organizational learning, including distinguishing between organizational learning and a learning organization. Several thinkers and their models are covered, such as Argyris and Schon's model of single-loop and double-loop learning, Revans' focus on programmed and questioned learning, and Senge's five disciplines of a learning organization. Nonaka's knowledge-creating company model is also examined, focusing on converting tacit to explicit knowledge. Throughout, questions are provided to prompt discussion and application of the various learning organization concepts.
This document defines learning and a learning organization. Learning is defined as a relatively permanent change in behavior or knowledge through practice or experience. A learning organization is defined as an organization that acquires knowledge and utilizes information to adapt to changing circumstances. The key characteristics of a learning organization include systematic problem solving, experimentation with new approaches, transferring knowledge, encouraging people, reviewing and providing feedback on performance, and using on-the-job training. Human resource professionals play an important role in developing collective intelligence, understanding the importance of knowledge, supporting learning and knowledge sharing, and enabling continuous improvement and innovation.
Leading a Learning Organization discusses how learning is important for leaders and organizations. It explains that organizational learning involves obtaining and applying new knowledge, tools, and values as an organization changes over time. There are two types of organizational learning - maintenance learning which acquires fixed processes, and innovative learning which prepares for new situations and change. Effective leadership in a learning organization creates creative tensions by understanding where the organization is and where it needs to go.
Creating a high impact learning culture.pptPaul Rasmussen
This document discusses creating a high-impact learning organization through developing a learning culture. A high-impact learning culture believes the organization can continuously improve through individual and organizational learning. Key strategies for developing this culture include strong organizational commitment to learning, integrating learning with performance management, clear career development programs, and a centralized learning function. Practices that support high-impact learning include leaders being open to feedback, encouraging questions, clear decision-making processes, challenging employees, and giving employees influence over tasks. Developing this culture requires a management skills development program, focused formal and informal learning approaches, flexible learning pathways, knowledge transfer from experts, and organization-focused metrics.
The document discusses the retail buying process and how it varies for different types of retail organizations. It describes the key participants in the buying center and the typical stages of the buying process. Additionally, it examines how organizational factors, interactions between members of the buying center, and personal attributes can influence the buying decision.
1D - Becoming a learning organisation - Uday ThakkarCFG
This document discusses how to create a learning organization. It defines a learning organization as one where people continually expand their capacity to achieve desired results through new patterns of thinking that are nurtured in a collective, learning environment. Key aspects include having a culture that nurtures learning and innovation, encouraging interaction across boundaries, and using tools that promote individual and group learning. Practices like systems thinking, reviewing results, producing and sharing knowledge, and ensuring learning is relevant, can help turn an organization into a learning one.
Learning organisation and employee developmentYathish Kumar
Dr. Yathish Kumar submitted an abstract and full text of a joint paper for a national seminar on indigenous management practices and sustainable development. The paper discusses learning organizations and how developing learning competencies within organizations can help create competitive advantages. It defines what constitutes a learning organization and sick organization. It also outlines benefits of learning organizations such as improved decision making, problem solving, and motivation. The paper advocates for continuous learning to make organizations healthy.
This document discusses the concept of a learning organization. It defines a learning organization as a company that facilitates learning among its members and continuously transforms itself. It notes that the concept was coined by Peter Senge and others. The document outlines the nature, characteristics, core areas, and levels of learning organizations. It also discusses how to create a learning organization by establishing commitment to change, eliminating boundaries, developing a culture of openness, and incorporating employees into organizational challenges.
This document discusses challenges and solutions for recruiting members to food cooperatives. It outlines four cornerstones of recruitment in three stages: endowed relational capacity, earned relational capacity, and adoption curve. Early growth relies on endowed relationships while long-term sustainability depends on earned relationships. The document also discusses moving people to take action using tools like public narrative and one-on-one meetings. Successful recruitment requires addressing people's questions about whether joining is worth it and whether they can do it. The role of organizers is to identify and enable people to do the work of starting and growing the cooperative.
Creating and Building Your Virtual ImageHannah Morgan
Do you have the right kind of digital dirt? Owning digital terrain is a key factor in being found online. We’ll look at strategies and tools to help you be the master of your dirt!
1.What are the first steps to take in building the right message
2.How do you rise to page one of search rankings without devoting every minute of your time
3.How do you fix a tarnished online reputation
4.Tips and tricks for monitoring and keeping the soil fertile
Presented by: Hannah Morgan of Career Sherpa.net
The document discusses the concept of tribes - groups of people connected to each other, a leader, and an idea. It provides examples of leaders who have created successful tribes through passion, communication, and challenging the status quo. It emphasizes that tribes are more effective than crowds and that modern communication tools have removed barriers to forming tribes. Successful tribes are tight-knit communities that recruit new members and spread their ideas.
Leadership and Management Seminar and WorkshopMBA ASAP
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Sharing thoughts with a Learning Organisation
1. Kal Aaj aur Kal
More we think, things have changed; More they remain the same.
2. • UnOriginal
• All Trademarks, patents, photos,
words belong to respective
owner
• Any resemblance to whomsoever
or whatsoever is coincidental.
• Apologies on my behalf for
assumptions taken.
3. A Learning Organisation..
• 42% in the age group of 20-25 with 53% female
• 58% Masters or PHD
• Mostly from Maharashtra /Mumbai
• Love Food, Fiction, Movies, Partying….
• A community relevant to the business…
4. Kal bhi, Aaj bhi
• What is different
• Opportunities
• Content
• Reach
• Accessibility
• Freedom
5. Kal bhi, aaj bhi….
• But things are still the same…….
• Emotions
• Aspirations
• Social
• Needs
6. What has changed?
• Name grown bigger…
• Reach and accessibility
• More learnings…
• More case studies…
• More Brands….
7. How does this help
personally?
• It is good to work in great organisations?
• But it is even better to work towards adding value to a
great organisation.
• How do you continue doing that?
8. Build, Own, Transfer
• A personal philosophy since placement days…
• First year, agression build
• Second year, Own it
• Third year, Make yourself dispensible, begin the
transfer
• If you do not, how will you grow? Step out of the
comfort zone and always ahead of the curve…
9. Some thoughts
• Compare websites - Social wavelength vs JWT
• Brand Communication!
• Services - up the value chain?
• Have you future proofed your Brand?
10. Aur Kal……
• As a learning organisation, are you allowed to commit
mistakes? How do you take advantage of those?
• How will you make yourself dispensible?
• Why can you not make yourselves Intrapreneurs?
• What the steps to get out of the comfort zone?
• What are you doing to change yourself, thereby push
the organisation?