Tweaked version of Managing for Change , originally presented at Ikaroa Professional Development Weekend 2010. This presentation was given to Horowhenua staff in April 2011 to kick off the development of personal development plans in preparation for a 'service rethink' for Te Takere, the new culture and community centre being built in Levin.
This document discusses managing change in libraries. It notes that the only constant is change and libraries must adapt to changes in society, their sector, and workplaces. It provides strategies for coping with and influencing change, including becoming informed, joining conversations, exerting influence in areas of concern, developing change management plans, and lifelong learning. The key message is that libraries and individuals must be proactive and open to change to remain relevant in an evolving world.
The document discusses several rules and principles for evaluating numerical claims and statistics presented to us. It emphasizes the importance of checking the context, source and possible biases in numbers. Some key rules mentioned are avoiding taking numbers at face value, understanding what is actually being counted, looking for comparisons to put claims in context, and checking how data was collected and potential missing information. Transparency is important and misleading visuals can distort messages. Maintaining an open and curious mindset is emphasized as the "golden rule".
The document discusses ways to improve presentations by focusing on visual elements rather than text-heavy slides. It notes that audiences remember visual information better and recommends using techniques like photographs, contrasting colors, and repetition to improve retention and engagement. The document also provides tips and resources for finding quality images and studying slide designs from other presenters.
the art of creativity: asking provocative questionsJoyce Hostyn
Since we live in the world our questions create, "the most interesting thing you can do in life... is to call into question the rules of the game.” Questions make the impossible possible, help the unknown become known, and transform paradigms. To transform yourself, transform your organization, or transform the world learn the art of asking provocative questions.
Sustainable Packaging Conference 2014 in SeattleTheModerns
Consumers are emotionally driven and make choices with their "right brain" rather than through facts and figures. Brands should tell compelling stories that consumers can share rather than overwhelming them with data. As content has become more important, brands need to engage people in the conversation and appear as thought leaders to have their content shared. They should make sustainability easy for busy consumers by providing solutions and investing in children who will influence purchasing decisions.
SCAD Presentation by The Moderns: Branding and Idea EconomyTheModerns
Janine James has presented at SCAD about the topic of Branding and Idea Economy. The presentation includes concepts, methodology and case studies by The Moderns.
This document discusses managing change in libraries. It notes that the only constant is change and libraries must adapt to changes in society, their sector, and workplaces. It provides strategies for coping with and influencing change, including becoming informed, joining conversations, exerting influence in areas of concern, developing change management plans, and lifelong learning. The key message is that libraries and individuals must be proactive and open to change to remain relevant in an evolving world.
The document discusses several rules and principles for evaluating numerical claims and statistics presented to us. It emphasizes the importance of checking the context, source and possible biases in numbers. Some key rules mentioned are avoiding taking numbers at face value, understanding what is actually being counted, looking for comparisons to put claims in context, and checking how data was collected and potential missing information. Transparency is important and misleading visuals can distort messages. Maintaining an open and curious mindset is emphasized as the "golden rule".
The document discusses ways to improve presentations by focusing on visual elements rather than text-heavy slides. It notes that audiences remember visual information better and recommends using techniques like photographs, contrasting colors, and repetition to improve retention and engagement. The document also provides tips and resources for finding quality images and studying slide designs from other presenters.
the art of creativity: asking provocative questionsJoyce Hostyn
Since we live in the world our questions create, "the most interesting thing you can do in life... is to call into question the rules of the game.” Questions make the impossible possible, help the unknown become known, and transform paradigms. To transform yourself, transform your organization, or transform the world learn the art of asking provocative questions.
Sustainable Packaging Conference 2014 in SeattleTheModerns
Consumers are emotionally driven and make choices with their "right brain" rather than through facts and figures. Brands should tell compelling stories that consumers can share rather than overwhelming them with data. As content has become more important, brands need to engage people in the conversation and appear as thought leaders to have their content shared. They should make sustainability easy for busy consumers by providing solutions and investing in children who will influence purchasing decisions.
SCAD Presentation by The Moderns: Branding and Idea EconomyTheModerns
Janine James has presented at SCAD about the topic of Branding and Idea Economy. The presentation includes concepts, methodology and case studies by The Moderns.
Wayne Hodgins discusses trends shaping the future including the rise of the right brain economy, abundance and the long tail effect, and the importance of design thinking. He argues businesses will need to differentiate by making offerings emotionally compelling. The future will favor right brain, collaborative, interdisciplinary skills like synthesis, storytelling and finding solutions through trial and error. Innovation will be key, not just replicating the past.
This document discusses how leaders can use stories to inspire and influence others. It provides 5 types of stories that leaders can tell: 1) Challenge stories to overcome obstacles, 2) Connecting stories to relate experiences, 3) Metaphoric stories to articulate concepts visually, 4) Visionary stories to sell grand dreams and influence change, and 5) Cautionary stories to avoid past mistakes. Each story type is explained and an example leader is given to illustrate how that type of story can be used and its impact. The document encourages leaders to incorporate purposeful storytelling in their communication.
iQ FutureNow: Creative innovation through mobileiQcontent
The document discusses creative innovation through mobile. It argues that marketing is dead and what is needed today is a culture and environment where creativity thrives. It covers how innovation applies to mobile, how to be more innovative through uncovering real insights, having better ideas, and making innovation happen through environment, behaviors, leadership, culture and external input. The key to innovation is the combination of insight, ideas, and implementation.
The document discusses how organizations have evolved and how AI is changing roles in HR. It states that the future will be defined by speed, complexity, risk, change, and surprise. It defines what AI is and some common AI technologies like chatbots and machine learning. It provides examples of how AI is already changing HR functions like interviews and learning. It discusses what makes humans different from AI, such as teamwork and communication. It stresses the importance of continuous learning, communication, critical thinking and other skills to stay relevant. It also discusses the need for analytical, inventive, communicative and visionary agility. The document emphasizes building a strong personal brand and staying agile in times of change.
Many organizations flatten management structure when they transform to agile. It soon becomes obvious that important activities done by managers are still needed. A community can fill these gaps. They can provide morale, governance, learning, and mentorship, recruiting and hiring, mutual support, coordination, sharing, innovation and more! Unfortunately few companies manage to create a strong community. Even fewer empower that community to fill these gaps. This means they are missing the ultimate benefit of a community: a strong, empowered community can transform the organization itself! Join Shahin and Shawn in this interactive session to explore communities in organizations. Examine the benefits of building great communities. Learn how to spark the community, and how to support it as it evolves. Hear stories of communities empowered to improve the organization. Learn how to make a community into a driver of positive change.
A learning leader recognizes that learning involves failure, creativity, and building on others' ideas. They see every person as both a learner and leader. An effective learning leader reads widely and shares information, and can articulate their vision for learning through a personal manifesto. The document discusses 6 characteristics of learning leaders, including seeing play and failure as part of learning and growth. It provides examples of how skills like improvisation, storytelling and accepting others' ideas apply to both learning and leading organizations. The document concludes by asking the reader to develop their own learning manifesto.
The document discusses several key points about innovations:
- Innovation requires turning knowledge into money by implementing ideas through passion and courage despite risk of failure. The best innovators are curious and learn from both successes and mistakes.
- Individual behaviors can improve one's ability to generate innovative ideas, not just intelligence. Adopting behaviors like continuous learning and embracing ambiguity can foster innovation.
- For innovations to succeed, an organizational culture of trust, collaboration, and thinking globally is important. This allows for constructive learning from failures and hiring diverse talent. Building relationships is also vital for gaining support and feedback to advance ideas.
How the Best Design Leaders Get to the Top: Insights into the Top Design Stud...fresh tilled soil
What makes a leader of a digital design team successful? How do they build the best possible team? What was their journey? What is their approach to culture, process and management? What are the core factors that influence their decisions? For a long time Richard Banfield has been fascinated by Digital Design Leadership, so he made it the focus of a two-year long study. The objective of the study was to gain insights into what makes leaders of successful digital design studios and digital product companies different from the rest. He is half-way through the study and so far and has interviewed 50+ studio founders, digital product company CEOs, and product leads. The interviews have already taken him to Vancouver, Calgary, Toronto, Portland, Boulder, Denver, NYC, Austin, Philadelphia, Portland, San Francisco, Jacksonville, Bristol, Boston, London and Madrid. In this talk, Richard will share what he has learned so far and will begin to reveal the patterns of how we can all mimic this success.
PLANNING-NESS is an industry gathering of planners, strategists, thinkers and makers. The theme is to challenge the common way of thinking to create new and valuable things. Carbonview Research is a three year sponsor of the conference and this year we facilitated a pre-event survey
Think Differently: Compensation & Benefits in the New MilleniumKevin Snyder, Ed.D.
This Power Point is from a keynote presentation hosted by CAI at it's annual Compensation and Benefits Conference. Presenter is Dr. Kevin Snyder who has held a career in Student Affairs and working with young professionals. Now he speakers to college and corporate audiences all over the country.
Description: The Millennial generation has emerged in 2015 to officially become the majority demographic in the workforce. Organizations that understand, embrace and leverage the needs and perspectives of this new generation’s melting pot will not only find success in a more engaged and productive workforce, but will also avoid the cost of turnover and poor customer service. Kevin will leave you with a deeper understanding of how to shape this group’s compensation and benefits offerings to match their needs and positively impact your business.
This document discusses Generation Z and their traits that are important for organizations to understand to effectively market to and recruit Gen Z. Some key points:
- Gen Z is highly digitally connected, having grown up with technology like smartphones and social media. They are more educated and entrepreneurial than previous generations.
- Gen Z values making a positive impact, diversity, and they expect to have influence and voice their opinions. They want to work for innovative companies and be able to work flexibly.
- To attract Gen Z, companies need to demonstrate how graduates can contribute meaningfully to solving problems. Content should be shareable and optimized for quick consumption across digital platforms. Workplaces should facilitate knowledge sharing and remote work arrangements.
Where Do Good Ideas Come From. Lucy Gower.2012 FinalLucidity
Fundraising is tough. Unless, as individuals and organisations we develop our creative thinking and innovation skills our fundraising will lag behind.
Innovation isn’t about a genius working in isolation. Good ideas are formed from a series of previously unconnected connections. So how do you increase your chances of making those connections and developing ideas?
Weaving collaboration: Exploring new possibilities in post-quake CanterburyChris Jansen
Presentation with Dr Billy O'Steen at the Shirley Papanui Community Leadership Day in Christchurch on May 9th 2014...fantastic group of 80 passionate leaders across this part of Christchurch, Kia kaha!
The global workforce is undergoing a huge shift. The net generation, Gen Y, is growing up quickly and account for almost half the workforce already. According to an HBR article, in four years Millennials – the people born between 1977 and 1997 – will account for nearly half the employees in the world. In some companies, they already do!
Organizations that engage Millennials will get ahead. The net generation wants to learn and grow and they're not afraid to ask for it. Now that we know that something has to change, ask yourself: what are you going to do for them?
4 ways to keep Millennials engaged:
1. Get rid of the performance review.
2. Be a coach.
3. Give recognition.
4. Share ongoing feedback.
Experiential entrepreneurship education -state of the art (Coneeect Sofia)Norris Krueger
The document discusses teaching entrepreneurship by focusing on developing an entrepreneurial mindset rather than teaching skills or information. It advocates for experiential learning approaches like problem-based learning, immersion in entrepreneurial activities before concepts are introduced, and mentorship from experts and peers. This allows students to gain critical developmental experiences that change how they think in deeper, more experiential ways about entrepreneurship. The role of instructors is to accelerate this learning process through connecting students to real-world entrepreneurial ecosystems and facilitating opportunities for students to reflect on their experiences and change their mindsets.
Reflecting on the state of social enterprise in 2021 as part of a keynote address to SELNET's (a local social enterprise network) inaugural on-line member networking event.
For Digital 22, the Culture Code defines what we believe in, what we do and how we work with people internally and externally. It's a way of formalising our DNA and the soul of the company so it becomes the backbone of how to act at work.
This document outlines a course aimed at teaching high school students about social entrepreneurship and empowering them to create sustainable solutions to social problems. The course introduces students to realities of global poverty, the need for empathy, and key skills like critical thinking and design thinking. Students evaluate current social initiatives, learn about impactful individuals, and develop their own social enterprise project to address a problem. They create a business plan, documentary, and presentation to pitch their idea to a panel. The goal is to help students develop the skills and passion to effect positive change in the world.
This document outlines the Global Action Project at MICDS high school, which aims to teach students how to create social entrepreneurship projects to effect sustainable change in the world. Students research current social problems and evaluate organizations addressing them. They then design their own social entrepreneurship idea to address a problem, considering sustainability, anticipated challenges, and how to convince others of the project. Students document their research and planning process. The final project involves creating a documentary and presentation to pitch their proposed social entrepreneurship idea to a panel. The goal is for students to develop skills like critical thinking, collaboration, communication and more to become agents of positive change.
Wayne Hodgins discusses trends shaping the future including the rise of the right brain economy, abundance and the long tail effect, and the importance of design thinking. He argues businesses will need to differentiate by making offerings emotionally compelling. The future will favor right brain, collaborative, interdisciplinary skills like synthesis, storytelling and finding solutions through trial and error. Innovation will be key, not just replicating the past.
This document discusses how leaders can use stories to inspire and influence others. It provides 5 types of stories that leaders can tell: 1) Challenge stories to overcome obstacles, 2) Connecting stories to relate experiences, 3) Metaphoric stories to articulate concepts visually, 4) Visionary stories to sell grand dreams and influence change, and 5) Cautionary stories to avoid past mistakes. Each story type is explained and an example leader is given to illustrate how that type of story can be used and its impact. The document encourages leaders to incorporate purposeful storytelling in their communication.
iQ FutureNow: Creative innovation through mobileiQcontent
The document discusses creative innovation through mobile. It argues that marketing is dead and what is needed today is a culture and environment where creativity thrives. It covers how innovation applies to mobile, how to be more innovative through uncovering real insights, having better ideas, and making innovation happen through environment, behaviors, leadership, culture and external input. The key to innovation is the combination of insight, ideas, and implementation.
The document discusses how organizations have evolved and how AI is changing roles in HR. It states that the future will be defined by speed, complexity, risk, change, and surprise. It defines what AI is and some common AI technologies like chatbots and machine learning. It provides examples of how AI is already changing HR functions like interviews and learning. It discusses what makes humans different from AI, such as teamwork and communication. It stresses the importance of continuous learning, communication, critical thinking and other skills to stay relevant. It also discusses the need for analytical, inventive, communicative and visionary agility. The document emphasizes building a strong personal brand and staying agile in times of change.
Many organizations flatten management structure when they transform to agile. It soon becomes obvious that important activities done by managers are still needed. A community can fill these gaps. They can provide morale, governance, learning, and mentorship, recruiting and hiring, mutual support, coordination, sharing, innovation and more! Unfortunately few companies manage to create a strong community. Even fewer empower that community to fill these gaps. This means they are missing the ultimate benefit of a community: a strong, empowered community can transform the organization itself! Join Shahin and Shawn in this interactive session to explore communities in organizations. Examine the benefits of building great communities. Learn how to spark the community, and how to support it as it evolves. Hear stories of communities empowered to improve the organization. Learn how to make a community into a driver of positive change.
A learning leader recognizes that learning involves failure, creativity, and building on others' ideas. They see every person as both a learner and leader. An effective learning leader reads widely and shares information, and can articulate their vision for learning through a personal manifesto. The document discusses 6 characteristics of learning leaders, including seeing play and failure as part of learning and growth. It provides examples of how skills like improvisation, storytelling and accepting others' ideas apply to both learning and leading organizations. The document concludes by asking the reader to develop their own learning manifesto.
The document discusses several key points about innovations:
- Innovation requires turning knowledge into money by implementing ideas through passion and courage despite risk of failure. The best innovators are curious and learn from both successes and mistakes.
- Individual behaviors can improve one's ability to generate innovative ideas, not just intelligence. Adopting behaviors like continuous learning and embracing ambiguity can foster innovation.
- For innovations to succeed, an organizational culture of trust, collaboration, and thinking globally is important. This allows for constructive learning from failures and hiring diverse talent. Building relationships is also vital for gaining support and feedback to advance ideas.
How the Best Design Leaders Get to the Top: Insights into the Top Design Stud...fresh tilled soil
What makes a leader of a digital design team successful? How do they build the best possible team? What was their journey? What is their approach to culture, process and management? What are the core factors that influence their decisions? For a long time Richard Banfield has been fascinated by Digital Design Leadership, so he made it the focus of a two-year long study. The objective of the study was to gain insights into what makes leaders of successful digital design studios and digital product companies different from the rest. He is half-way through the study and so far and has interviewed 50+ studio founders, digital product company CEOs, and product leads. The interviews have already taken him to Vancouver, Calgary, Toronto, Portland, Boulder, Denver, NYC, Austin, Philadelphia, Portland, San Francisco, Jacksonville, Bristol, Boston, London and Madrid. In this talk, Richard will share what he has learned so far and will begin to reveal the patterns of how we can all mimic this success.
PLANNING-NESS is an industry gathering of planners, strategists, thinkers and makers. The theme is to challenge the common way of thinking to create new and valuable things. Carbonview Research is a three year sponsor of the conference and this year we facilitated a pre-event survey
Think Differently: Compensation & Benefits in the New MilleniumKevin Snyder, Ed.D.
This Power Point is from a keynote presentation hosted by CAI at it's annual Compensation and Benefits Conference. Presenter is Dr. Kevin Snyder who has held a career in Student Affairs and working with young professionals. Now he speakers to college and corporate audiences all over the country.
Description: The Millennial generation has emerged in 2015 to officially become the majority demographic in the workforce. Organizations that understand, embrace and leverage the needs and perspectives of this new generation’s melting pot will not only find success in a more engaged and productive workforce, but will also avoid the cost of turnover and poor customer service. Kevin will leave you with a deeper understanding of how to shape this group’s compensation and benefits offerings to match their needs and positively impact your business.
This document discusses Generation Z and their traits that are important for organizations to understand to effectively market to and recruit Gen Z. Some key points:
- Gen Z is highly digitally connected, having grown up with technology like smartphones and social media. They are more educated and entrepreneurial than previous generations.
- Gen Z values making a positive impact, diversity, and they expect to have influence and voice their opinions. They want to work for innovative companies and be able to work flexibly.
- To attract Gen Z, companies need to demonstrate how graduates can contribute meaningfully to solving problems. Content should be shareable and optimized for quick consumption across digital platforms. Workplaces should facilitate knowledge sharing and remote work arrangements.
Where Do Good Ideas Come From. Lucy Gower.2012 FinalLucidity
Fundraising is tough. Unless, as individuals and organisations we develop our creative thinking and innovation skills our fundraising will lag behind.
Innovation isn’t about a genius working in isolation. Good ideas are formed from a series of previously unconnected connections. So how do you increase your chances of making those connections and developing ideas?
Weaving collaboration: Exploring new possibilities in post-quake CanterburyChris Jansen
Presentation with Dr Billy O'Steen at the Shirley Papanui Community Leadership Day in Christchurch on May 9th 2014...fantastic group of 80 passionate leaders across this part of Christchurch, Kia kaha!
The global workforce is undergoing a huge shift. The net generation, Gen Y, is growing up quickly and account for almost half the workforce already. According to an HBR article, in four years Millennials – the people born between 1977 and 1997 – will account for nearly half the employees in the world. In some companies, they already do!
Organizations that engage Millennials will get ahead. The net generation wants to learn and grow and they're not afraid to ask for it. Now that we know that something has to change, ask yourself: what are you going to do for them?
4 ways to keep Millennials engaged:
1. Get rid of the performance review.
2. Be a coach.
3. Give recognition.
4. Share ongoing feedback.
Experiential entrepreneurship education -state of the art (Coneeect Sofia)Norris Krueger
The document discusses teaching entrepreneurship by focusing on developing an entrepreneurial mindset rather than teaching skills or information. It advocates for experiential learning approaches like problem-based learning, immersion in entrepreneurial activities before concepts are introduced, and mentorship from experts and peers. This allows students to gain critical developmental experiences that change how they think in deeper, more experiential ways about entrepreneurship. The role of instructors is to accelerate this learning process through connecting students to real-world entrepreneurial ecosystems and facilitating opportunities for students to reflect on their experiences and change their mindsets.
Reflecting on the state of social enterprise in 2021 as part of a keynote address to SELNET's (a local social enterprise network) inaugural on-line member networking event.
For Digital 22, the Culture Code defines what we believe in, what we do and how we work with people internally and externally. It's a way of formalising our DNA and the soul of the company so it becomes the backbone of how to act at work.
This document outlines a course aimed at teaching high school students about social entrepreneurship and empowering them to create sustainable solutions to social problems. The course introduces students to realities of global poverty, the need for empathy, and key skills like critical thinking and design thinking. Students evaluate current social initiatives, learn about impactful individuals, and develop their own social enterprise project to address a problem. They create a business plan, documentary, and presentation to pitch their idea to a panel. The goal is to help students develop the skills and passion to effect positive change in the world.
This document outlines the Global Action Project at MICDS high school, which aims to teach students how to create social entrepreneurship projects to effect sustainable change in the world. Students research current social problems and evaluate organizations addressing them. They then design their own social entrepreneurship idea to address a problem, considering sustainability, anticipated challenges, and how to convince others of the project. Students document their research and planning process. The final project involves creating a documentary and presentation to pitch their proposed social entrepreneurship idea to a panel. The goal is for students to develop skills like critical thinking, collaboration, communication and more to become agents of positive change.
Recent presentation for Parent Community at Academia Cotopaxi, Quito Ecuador.
Interested in working with Silvia Rosenthal Tolisano? Contact Silvia via http://www.globallyconnectedlearning.com
The document discusses how marketers need to change their approach and focus less on big advertising campaigns and more on understanding cultural practices and generating ideas that are participatory and spreadable. It suggests that marketers celebrate rich ideas over loud messages and focus on having a point of view on the world rather than just their product category. Successful modern ideas are those that get people to do things rather than just say things.
The document discusses the idea of shifting away from experts and towards embracing diverse perspectives and disagreement. It argues that Wikipedia exemplifies considering multiple viewpoints to gain understanding rather than making definitive decisions. Experts are seen more as fellow investigators rather than authorities, and disagreement can be appreciated rather than something to defeat. The role of experts may change to assembling many elements into new ways of looking at issues, like DJs, rather than making secret judgments. This represents a shift towards weighing opinions dispassionately to understand issues rather than requiring decisions.
Design Thinking and Public Sector Innovation Ben Weinlick
Ben Weinlick of Think Jar Collective gave a keynote for the Canada Conference Board Public Sector Innovation conference on how human centered design thinking can be a game changer for service and system innovation in the public and social sectors.
PRESENTATION USED FOR PGPSE PARTICIPANTS OF AFTERSCHOOOL. JOIN AFTERSCHOOOL - IT IS THE BEST WAY TO BECOME AN ENTREPRENEUR AND WORK FOR SOCIAL DEVELOPMENT
come and Joint AFTERSCHOOOL - the world's fastest growing network of social entrepreneurs - join it to strengthen it. value life, value humanity, value creativity,
The document discusses how technology, information, and culture are changing exponentially and demanding more innovation, quality, transparency, personalization and speed while providing less time, energy, money and simplicity. Old systems are breaking down while new systems have yet to be created, requiring skills like purpose, innovation, collaboration and learning. The future will reward those who can solve problems by seeing opportunities and connect and empower people.
Vicki Davis gave a presentation at the 2010 Teaching and Technology Conference about influencing change through vital behaviors. She discussed 10 vital behaviors for individuals and organizations to focus on, including connecting to a personal learning network, embracing multiple modalities, and having an agile curriculum. Davis emphasized that successful technology integration depends more on influencing people than the technology itself. The key is determining the right focal points and behaviors to change in order to influence outcomes.
This document provides advice for career advancement, including speaking with your own voice rather than your boss's, becoming the smartest person in the room by continuously learning new skills, and being willing to push back if you see issues rather than just going along with the group. It also encourages asking questions to gain knowledge and avoid groupthink, sharing what you've learned with others, and living with integrity.
Social Skills As A Tool For Developing An Effective Personality Nov 30, 2015Indira Gopinath Panapakam
This document discusses the importance of social skills for developing an effective personality. It defines social skills as any skills that facilitate interaction and communication with others. Developing social skills has benefits like making friends, building relationships, career success, and emotional intelligence. The document outlines specific social skills like empathy, friendliness, and assertiveness. It discusses how social skills deficits can negatively impact one's life and lists famous personalities who demonstrated strong social skills like Oprah Winfrey, Narendra Modi, and Indra Nooyi.
The document provides information about essay writing services from HelpWriting.net. It outlines a 5 step process for using their services: 1) Create an account, 2) Complete an order form with instructions and deadline, 3) Review bids from writers and select one, 4) Review the completed paper and authorize payment, 5) Request revisions if needed. It emphasizes that original, high-quality content is guaranteed, with refunds offered for plagiarized work.
The Generation Gap is Getting Old - Why Older Generations Need to Build Bridg...Brian Solis
The document is a letter written from the perspective of millennials and centennials addressing common stereotypes and criticisms levied against them. It asks older generations to stop generalizing youth, understand that social media allows for different types of real communication, and to see digital natives as an opportunity rather than a challenge. The letter promotes partnering across generations to move forward together in a changing world.
The document discusses leadership in a knowledge economy. It notes that the future will be different and the main skill will be unlearning old patterns from the industrial age. Culture plays a key role in how organizations view things and whether they are open to new possibilities. Creating a culture of emotional intelligence, dialogue, and flow states can help organizations be more creative and adaptive.
The document discusses creating a culture of trust and openness in organizations to foster creativity and innovation. It argues that most organizational cultures today still operate with mental models from the industrial age and fail to adapt to the ideas economy. Creating a culture with high emotional intelligence where people feel psychologically safe to share ideas and have constructive dialogue is key to unleashing an organization's full potential. Such cultures exhibit characteristics like transparency, loyalty, and a focus on learning from mistakes rather than judgment.
This document discusses nurturing collective leadership by creating the conditions for it to emerge. It emphasizes increasing complexity in problems requires tapping collective wisdom. It recommends organizing stakeholders, issuing invitations, developing shared narratives, and imagining thriving systems to cultivate shared leadership. Social technologies like open dialogue and sociocratic principles can facilitate distributed networks and engagement of the whole system.
Shifting Rocks : Change proposal Oct 2013Joann Ransom
12 months after opening Te Takere, a review of the organisational structure was carried out by the Management Team before filling a number of vacancies. This slideshow accompanied the change proposal handed out to staff communicating the change.
The document provides tips for effective presentations. It discusses planning a presentation by understanding the audience, purpose, and key messages. It emphasizes using storytelling techniques to engage audiences by setting the scene, introducing characters and obstacles, and providing resolutions. The document recommends writing presentations with a clear structure and script, and designing slides with 7 words or less, 3-5 lines of text, and minimal special effects. It stresses reading the audience, hooking them in with an inspiring local story, and sharing the presentation afterwards. The case study example focuses on engaging communities around reducing carbon emissions by making the issue personal and doable on a local level.
The document discusses Greg Siefert's model of the Koha community which centers around the intersections between business, people (libraries), and technology (developers and vendors). It emphasizes that Koha is open source software, so libraries can change vendors without changing their integrated library system. Balance is important when navigating the intersections between different groups in the community. The success of the project relies on serving the needs of people who use Koha in libraries.
Kete Horowhenua is a digital library of community-collected images, audio, video, and documents hosted on a web-based platform. It allows community members to organize and share both contemporary and historical local content on various topics in different digital formats. The Kete model is facilitated by New Zealand's National Library and aims to create digital collections for each of the country's 30 library networks to preserve community created content and collective memories.
The new library website introduces several new sections and features, including a kids corner, homework help, teen zone, useful links, enhanced searching options with keyword and advanced searches, browsing shelves by location, recommendations from Amazon, fiction subjects and databases. The website also allows viewing cemeteries records, logging into membership accounts, accessing subscription databases from home, and checking the status of reserves and a personal reading record.
A Personal Philosophy of Public LibrarianshipJoann Ransom
I was recently asked to prepare a short presentation about my approach to public librarianship. This has been an extremely useful exercise for me and one I heartily recommend.
A presentation delivered at LIANZA 09 by Joann Ransom and Chris Cormack.
Key areas: intro to Koha, Koha 3.2 features, Koha community, librarians in a FOSS world and Koha for Consortia.
Cost effectiveness of Open Source development for Horowhenua Library Trust.Joann Ransom
In 1983 I was quoted $3,000 to have a wedding dress made by a bridal shop in Wellington – no way my Mum could afford that dress. We would have to make it ourselves.
So we went into Fitzroy’s, an old fashioned draper's shop in Levin, and within minutes of hearing that I was marrying a local lad, “Nancy’s boy”, we were surrounded by a clutch of woman: comparing fabrics, discussing how to adapt the paper pattern, which lace, what size seed pearls etc … I’m sure you get the picture.
That dress turned out heaps better than anything I was thinking of – and saved us a fortune too!
That was my first grownup experience of crowd-sourcing, ‘group think, community consultation, collaborative design – call it what you will. What I learnt that day was the power of community ownership, adaptation and the sheer power of collaboration.
These are key concepts in the open source world.
The Steadfast and Reliable Bull: Taurus Zodiac Signmy Pandit
Explore the steadfast and reliable nature of the Taurus Zodiac Sign. Discover the personality traits, key dates, and horoscope insights that define the determined and practical Taurus, and learn how their grounded nature makes them the anchor of the zodiac.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
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.
HR search is critical to a company's success because it ensures the correct people are in place. HR search integrates workforce capabilities with company goals by painstakingly identifying, screening, and employing qualified candidates, supporting innovation, productivity, and growth. Efficient talent acquisition improves teamwork while encouraging collaboration. Also, it reduces turnover, saves money, and ensures consistency. Furthermore, HR search discovers and develops leadership potential, resulting in a strong pipeline of future leaders. Finally, this strategic approach to recruitment enables businesses to respond to market changes, beat competitors, and achieve long-term success.
Dive into this presentation and learn about the ways in which you can buy an engagement ring. This guide will help you choose the perfect engagement rings for women.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
Garments ERP Software in Bangladesh _ Pridesys IT Ltd.pdfPridesys IT Ltd.
Pridesys Garments ERP is one of the leading ERP solution provider, especially for Garments industries which is integrated with
different modules that cover all the aspects of your Garments Business. This solution supports multi-currency and multi-location
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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.
Starting a business is like embarking on an unpredictable adventure. It’s a journey filled with highs and lows, victories and defeats. But what if I told you that those setbacks and failures could be the very stepping stones that lead you to fortune? Let’s explore how resilience, adaptability, and strategic thinking can transform adversity into opportunity.
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This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
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This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
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4. Managing to cope to control “Accept the things you cannot change,change the thingsyou can, and have the wisdom to know the difference.”
5. Coping surviving hanging on making do just get through achieving despite the odds … and sometimes that’s enough “All you can do is play the cards in your hand.”
6.
7. Make choices
8. Develop strategy “Get yourbig girl panties on and deal with it.”
14. Pandemics“Humans have fought for oil and grain and the final source of conflict in the 21st century will be over water”. Akio Shibata, Director. Marubeni Research Institute (Japan)
47. Can we exert influence ? Societal changes are of direct concern and we must think strategically in lots of areas (and there’s a lot to think about !)
67. IF YOU WANT TO WORK IN LIBRARIES here are ten things you need to know Ned Potter Blog: thewikiman.org/blog
68. Its not all about books It is all about people It is all about technology You will need a qualification The competition is tough Social media is your friend You need to be ready to fight You have to be okay with change You can pursue existing passions
69. THERE ARE SO MANY DIFFERENT ROLES You can work in Customer Services, Marketing, Digitisation, Archives, Preservation, Press & Publicity, Training, Information Literacy, Reference, Subject Teams, Music Librarianship, Law Librarianship, Medical Librarianship, Special Librarianship, Public Librarianship, Academic Librarianship, Mobile Librarianship, School Librarianship, Children’s Librarianship, e-Resources, Acquisitions, Cataloguing, Administration, Management, IT and Systems, the Virtual Learning Environment, Special Collections, Estates, Design, Accountancy, Human Resources, Museums, Galleries, Collection Management, e-Strategy, Metadata, Space and Collections, Book Repair, Conservation, Publishing, Projects, Copyright, Community Engagement, Repositories
70. New roles in Te Takere teachers social workers researchers archivists employment development visitors business digital media …… etc etc etc
71. How to exert influence become informed join the conversation be the squeaky wheel ‘fit in’ to the big picture
72. “Never be afraid to trust an unknown future ”. Bookends Scenarios Society Sector Workplace Me
73.
74. How relevant are you?
75. What is going to change?
76.
77. Population projections
78. Council strategy docs
79. Look around“Peoplelike us”
80. “Boomers want to have it all and Y-ers want to have it all right now”. Judith Ireland
81. Horowhenua Browner: Maori, Pasifika, Asian Older : retirees and rest home-ers Poorer: intergenerational benefit dependency Kids having kids HDC influencing change: Youth and education Positive aging Business development Arts and culture Attract families Horowhenua : a great place to grow up in and grow old in Judith Ireland
82. Organisational culture has to be ‘safe’ to try things, if we try and fail we are no worse off, what is the worse that can happen, have a fall back position, tolerate failure, sometimes have to suck and see, doesn’t have to be perfect just get it done. Be the change you want to see. Ghandi
83. Change Management strategies External strategies: get up on the balcony, court the uncommitted, court the conflict, place the work where it belongs. Internal strategies: manage your hungers : control and self importance, anchor yourself : safe harbour, confidant, role not the soul Heifertz, R and Linsky M (2002, June) A survival guide for leaders. Harvard Business Review, 80(6), 65-72.
84. “Never be afraid to trust an unknown future ”. Bookends Scenarios Society Sector Workplace Me
85. Constant Change society is changing the sector is adapting our organisations must change – or die What will you do ? “No time too busy” is a weak excuse - although you will have plenty of time once you are redundant”.
86. Te Takere = change 7 days ? Late nights ? Twice as busy ? Similar staffing levels ? Rostered ‘off’ desk rather than ‘on’ ? Programme of activities ? Share space with other ‘tenants’ ? Will HLT survive ? How will it ‘work ? “If you don't like change you're going to like irrelevance even less” General Eric Shinseki
87. Plan is your job still going to be there? do you want to work in Te Takere? where will you be ‘put, where do you want to be? how will you get there? who are the decision makers? who do you need to ‘influence’ can you influence them? who can help? what do you need to do? A great career doesn’t happen by accident
88. PD on a budget 4 Great Resources Library 101 23 things Podcasts Webcasts - ALJ Twitter Blogs Slideshare The Future of Libraries Freak out, geek out or seek out Skills for 21st Century Librarian My Favourite blogs Proverbial Lone Wolf Librarian Librarian in Black Librarians Matter Lybrarian
89.
90. How be positive be proactive be indispensible (in a good way) volunteer find a peer group move don't be modest become an expert be the go-to person don’t be afraid build reputation manage your online identity. Say yes to everything
91. Manage to cope to control both are about achievement …. the difference is attitude The difference is YOU
Control is all about influence – and there are various spheres of influence – some of them you have loads of impact and some you don’t.
Going to talk about the big outer sphere first – the one we have least control over but is the context in which we operate : Society.A project of the Library Council of New South WalesProject to explore how NSW public libraries might develop over next 20 yearsBuilt scenarios to stimulate reflection about what the future could holdInfluences to consider
Environmental influences – high level stuffFood and fuel in a global economy
Our society is changing
One of the biggest takeaways I took from the Dell CEO 2 years ago was that a very concern was the projected shortage of electricty: there just would not be enough to power all the devices people need.. Growth in energy efficient computers, solar rechargers (suggest you get one of these for your emergency kid because they were essential in Queensland floods and Christchurch earthquake.
We are starting to live differently – more ethically.
There are a LOT of things we can’t influence but which have a direct impact on what we do
Built scenarios to stimulate reflection about what the future could hold, 2 influences define the axis:Vertical axis : the impact of ict on the environment running from chaotic to orderlyHorizontal axis: the way users value libraries running from high value as a physical space to low at the other end.
Read out from pg 24-25 then summarise with page 23ACTIVITY: Group discussion on will people use libraries?
Read from 30-31, then pg 29ACTIVITY: brainstorm how will people use libraries?
Read from pg 36-37, then summarise with 35ACTIVITY: brainstorm how will people use libraries?
Read 42-43 then snapshot from pg 41ACTIVITY: brainstorm how will people use libraries?
(flick through these slides really fast – to give a sense of panic, urgency and being overwhelmed)Funding
Resourcing
Governance and Regulations
Community engagement
InfluenceOMG – there is so much to think about ….How much control do we have on this ??
Ok – so that’s the Society ring of the spheres of influenceBut one last thought on that – never be afraid of an unknown futureLets work our way back in through the spheres now
Public Libraries in NZ : what are the big themes we need to work in with? consortia / Kotui / APNK / overdrive sharing / collaboration open source “is the new black” funding tighter - user pays we are busier – doing more with less outsourcing ‘everything’ digital ‘everything’
We are still busy yes?What do you think our issues have done over the last decade?
Total issues over last 10 years – 25% less than 10 years ago
The numbers are down, but the proportions or relativities are pretty similar Except look at audio visual issues – the only category on the rise is audio visual – DVDs
Lets look at last years issues and see what is likely to happen looking forward …ACTIVITY: So what MIGHT happen in the next year or 2?What influences / technology changes are imminent in the short term?And what is likely to happen?
DVD is a dying technology – we just won’t have those in a few yearsAnd TBs too – digital and free downloads and file sharing Ebooks are making massive inroads into traditional reading market – Barnes and Noble and Amazon now sell more ebopoks than print!Say 50% of non fiction / informational But lets say only 30% for recreational fiction to be conservativeAnd lets not touch LP at allSo whats left …
What happens as your large print readers start dying off or shifting formats and our tech savvy baby boomers start coming of age … you can kiss that pale blue segment goodbye too.Anecdote: Diane Edyvane (70) used to be a heavy borrower, now never borrows – loves her ereader: light in bed, easy to hold, large print.That big white ‘missing’ space of library activity is what we have to fill with ‘something else’.
So our primary core role of issuing books and stuffs is changing drastically,So are our traditional core roles:How many of these are disappearing?
There are going to be a bunch of new roles for librarians - entirely different skill sets and personality types:
You have little ability to make change what happening in the library sector but some ..You need to keep informed so you can contribute intelligently and react appropriately;you may not be able to manage what is happening but you can contribute to how the sector responds, think about the future of libraries at ‘large’ then ‘local’ - in your communityAnd there is a tipping point where if enough people feel the same way about something they can change things – be opinionated – use your voice – 1 voice can make a difference.At the minimum make sure what every you ‘do’ fits into the big plan or strategySo that’s the sector
Ok – so that’s the Sector ring of the spheres of influenceAgain – never be afraid of an unknown future:Lets look at the next ring in – your place
You can exert real influence in your place – be in your community, organisation or workplace Is your library community representative of your community demographically?Who is using your library?How are they using it?Can they ‘relate’ to your organisation, your staff? You need to be skilled in the stuff they are want to do.
ACTIVITY: Video on youtube http://www.youtube.com/watch?v=vknHKTy1MLYWe have to be relevant to that generation – as well as the baby boomers – and it is a big tension.
So this is the area you do have influence and can manageContribute to the parent kaupapa – you have to be relevant to your fundersHDC : consciously trying to attract young / families:And make Horowhenua a great place to grow up in and grow old in
Organisational culture is important in managing change,And as individuals you can contribute to that ‘culture’.
External strategiesoperate in and above the fray – detach, view big picture, whats REALLY happeningcourt the uncommitted – acknowledge the pain / loss, stress your commitment to change, lead by example.court the conflict – manage the heat, turn it up when appropriate to get things jumping then tweak back,place the work where it belongs – don’t solve the problems – others need to own the problems and solutions. Internal strategiesManage your hungersControl –its important to work through the stress to get real changeImportance - , a degree of self doubt is healthy,Anchor yourself1. safe harbour (steady and stabilize yourself, repair / renew / recalibrate moral compass,2. Confidante : no vested interest Separate your personal and professonal identities (role not soul) its not personal.
Ok – so that’s the Sector ring of the spheres of influenceAgain – never be afraid of an unknown future:
I have shown you how society is changing – we don’t know yet in exactly what way but somewhere among those scenarios our future lies,The library sector as a whole is shifting – outsourcing, consortia, sharing, digital, library as the 3rd place, We have to reinvent a niche for our libraries in our communities in a way which is relevant to the communities we serve.TE Takere is a HUGE change – make no mistake.Really exciting – if we are prepared and equipped.
To manage the changes ahead you need to take control, make a plan and start exerting influence.Sometime soon, you need to take a long hard look at yourself and our organisation and make a plan for managing the changes ahead.A great career does not happen by accident!
Professional development is your responsibility – not your employers. No one cares more about it or has more at risk or more to gain than YOU.How many of you watched the lecture I sent out on 5th April?: The future of libraries?Future of Libraries: http://lonewolflibrarian.wordpress.com/2010/12/17/the-future-of-libraries-12-17-10/Technology Skills every librarian should have: http://alalearning.org/2011/01/21/techskills/Skills for 21st century librarian: http://meredith.wolfwater.com/wordpress/2006/07/17/skills-for-the-21st-century-librarian/Freak out, geek out or seek out: http://www.slideshare.net/davidleeking/freak-out-geek-out-or-seek-out-trends-transformations-change-in-libraries-5355309?from=ss_embed
ACTIVITY: video (don’t play all of it – its too long and a bit painful)How do you prepare for an unknown future?Library 101 project Essays on future of libraries : what they see changing in libraries and what we need to be doing to ensure we remain relevant as technology and society evolveand links to 101 online resources and tools - fantastic site even though the song is dorky
Just say yesSurround yourself with positive inspiring role models who do really cool stuff