The document discusses the importance of teamwork and effective problem solving. It explains that teamwork requires embracing different skills, perspectives, and consensus decision making. The key elements of effective teamwork are individual personality, the creative problem solving process, and problem solving styles. To understand these elements, the document introduces the Myers-Briggs Type Indicator personality assessment and the Basadur problem solving styles assessment. It provides an overview of each tool, how to use them to improve team performance, and their benefits and disadvantages.
The document discusses the DISC profiling system and provides an overview of the four main DISC styles: Dominance (D), Influence (I), Steadiness (S), and Compliance (C). It describes the key characteristics, motivations, priorities, strengths, limitations, goals, and communication preferences for each style. The document also provides leadership styles and DiSC classic patterns associated with each of the four main DISC styles.
MHA2018 - The Immunity to Change - How to discover individual or team resista...AgileDenver
Often we know what we need to change in our behaviors; however, for some reason we either don’t, won’t or can’t sustain the change. This session teaches a method, Immunity to Change, that can help get to the root of the resistance to those changes. This session introduces a method for discovering why we often know exactly what to do differently, but for whatever reason fail to do so. This is the face of really knowing, believing and wanting to change! In the session we explore the theoretical underpinnings of the Immunity to Change (ITC) method. And throughout the session each participant has the opportunity to build their own ITC map and perhaps discover meaning for a personal change in their lives.
Effective teambuilding for entrepreneurs involves understanding team roles. There are 9 key roles: plant, resource investigator, shaper, coordinator, monitor evaluator, team worker, implementer, completer finisher, and specialist. Each role has strengths and potential weaknesses. Building an effective team requires assessing roles, stages of maturity, from initially forming to high performance, and leadership approaches suited to each stage. Understanding roles helps entrepreneurs capitalize on strengths and balance weaknesses for optimal team performance.
The document discusses three practical methods for fostering team creativity: Brainwriting, La Lucha Libre, and Climate Change.
Brainwriting involves teams passing ideas around on paper to build on each other's work, avoiding criticism to generate more ideas. La Lucha Libre uses archetype "masks" like creativity and criticism to help teams view problems from different perspectives. Climate Change notes that changing an organization's culture is difficult, but the climate of behaviors and rewards can be influenced to promote innovation. Practical examples are provided for how these techniques were applied in project planning sessions.
This document summarizes the Creative Problem Solving (CPS) process developed in the 1950s by Alex Osborn and Dr. Sidney J. Parnes. The CPS process follows three stages (explore the challenge, generate ideas, prepare for action) and six steps to guide groups through divergent and convergent thinking. It was created as a more structured alternative to typical brainstorming approaches and encourages the generation and exploration of many options without judgement before converging on solutions.
This document provides an overview of concepts related to leadership and management. It defines leadership as the ability to influence others with or without authority, and management as coordinating tasks to achieve goals efficiently. The document discusses attributes of effective leaders such as vision, passion, and integrity. It also covers topics like interpersonal communication styles, personality types, motivating teams, and conflict management. The overall message is that leadership requires soft skills like communication and motivation, while management focuses more on hard skills for planning and project execution.
This document outlines the content covered in a leadership workshop, including introduction to leadership, interpersonal communications, conflict management, and problem solving. The key points are:
1) The workshop defines leadership as the ability to influence others with or without authority through interpersonal communications, conflict management, and problem solving.
2) Interpersonal effectiveness is the ability to influence others through awareness of self and others, communication skills, and commitment to solving problems even in difficult situations.
3) Attributes of strong leaders include vision, passion, integrity, honesty, and the ability to motivate others through listening and risk-taking. These differentiate leaders from managers who focus on tasks and stability.
Creative Thinking (Convergent and Divergent thinking)Prinson Rodrigues
This document discusses different aspects of creativity and creative thinking. It defines creativity as turning imaginative ideas into reality through two processes: thinking of ideas and then producing or acting on those ideas. It describes divergent thinking as generating many possible solutions in a spontaneous way, while convergent thinking gives a single correct answer. Methods for generating ideas like brainstorming and using random pictures as prompts are explained. The document also outlines the six phases of the ICEDIP model for creative thinking: inspiration, clarification, evaluation, distillation, incubation, and perspiration.
The document discusses the DISC profiling system and provides an overview of the four main DISC styles: Dominance (D), Influence (I), Steadiness (S), and Compliance (C). It describes the key characteristics, motivations, priorities, strengths, limitations, goals, and communication preferences for each style. The document also provides leadership styles and DiSC classic patterns associated with each of the four main DISC styles.
MHA2018 - The Immunity to Change - How to discover individual or team resista...AgileDenver
Often we know what we need to change in our behaviors; however, for some reason we either don’t, won’t or can’t sustain the change. This session teaches a method, Immunity to Change, that can help get to the root of the resistance to those changes. This session introduces a method for discovering why we often know exactly what to do differently, but for whatever reason fail to do so. This is the face of really knowing, believing and wanting to change! In the session we explore the theoretical underpinnings of the Immunity to Change (ITC) method. And throughout the session each participant has the opportunity to build their own ITC map and perhaps discover meaning for a personal change in their lives.
Effective teambuilding for entrepreneurs involves understanding team roles. There are 9 key roles: plant, resource investigator, shaper, coordinator, monitor evaluator, team worker, implementer, completer finisher, and specialist. Each role has strengths and potential weaknesses. Building an effective team requires assessing roles, stages of maturity, from initially forming to high performance, and leadership approaches suited to each stage. Understanding roles helps entrepreneurs capitalize on strengths and balance weaknesses for optimal team performance.
The document discusses three practical methods for fostering team creativity: Brainwriting, La Lucha Libre, and Climate Change.
Brainwriting involves teams passing ideas around on paper to build on each other's work, avoiding criticism to generate more ideas. La Lucha Libre uses archetype "masks" like creativity and criticism to help teams view problems from different perspectives. Climate Change notes that changing an organization's culture is difficult, but the climate of behaviors and rewards can be influenced to promote innovation. Practical examples are provided for how these techniques were applied in project planning sessions.
This document summarizes the Creative Problem Solving (CPS) process developed in the 1950s by Alex Osborn and Dr. Sidney J. Parnes. The CPS process follows three stages (explore the challenge, generate ideas, prepare for action) and six steps to guide groups through divergent and convergent thinking. It was created as a more structured alternative to typical brainstorming approaches and encourages the generation and exploration of many options without judgement before converging on solutions.
This document provides an overview of concepts related to leadership and management. It defines leadership as the ability to influence others with or without authority, and management as coordinating tasks to achieve goals efficiently. The document discusses attributes of effective leaders such as vision, passion, and integrity. It also covers topics like interpersonal communication styles, personality types, motivating teams, and conflict management. The overall message is that leadership requires soft skills like communication and motivation, while management focuses more on hard skills for planning and project execution.
This document outlines the content covered in a leadership workshop, including introduction to leadership, interpersonal communications, conflict management, and problem solving. The key points are:
1) The workshop defines leadership as the ability to influence others with or without authority through interpersonal communications, conflict management, and problem solving.
2) Interpersonal effectiveness is the ability to influence others through awareness of self and others, communication skills, and commitment to solving problems even in difficult situations.
3) Attributes of strong leaders include vision, passion, integrity, honesty, and the ability to motivate others through listening and risk-taking. These differentiate leaders from managers who focus on tasks and stability.
Creative Thinking (Convergent and Divergent thinking)Prinson Rodrigues
This document discusses different aspects of creativity and creative thinking. It defines creativity as turning imaginative ideas into reality through two processes: thinking of ideas and then producing or acting on those ideas. It describes divergent thinking as generating many possible solutions in a spontaneous way, while convergent thinking gives a single correct answer. Methods for generating ideas like brainstorming and using random pictures as prompts are explained. The document also outlines the six phases of the ICEDIP model for creative thinking: inspiration, clarification, evaluation, distillation, incubation, and perspiration.
Mental Models Game Prototype Presentation May 2013 updateVille Keranen
Concept presentation about Mental Models Card Game. The game was invented by Tiimiakatemia Creativity Program LÄN back in 2006. Monkey Business took over the development in 2010 and intends to publish it as a card game as well as an open source project.
This document discusses 8 common fears that can derail performance and development: feeling helpless, ignorant, shame, invisible, abandoned, assimilated, trapped, and anxious. It explains how fears are driven by psychological needs and how the brain learns through experience. When development programs address these fears and needs, people are better able to learn and improve performance. An effective approach considers the whole person by engaging all parts of the brain and providing experiences that build skills while ensuring emotional security and connection.
This document summarizes Belbin's team role theory, which identifies 9 common team roles based on behavioral tendencies. It describes each role's strengths, weaknesses, and how they contribute to team success at different project phases. An effective team needs a balance of roles like Shapers, Coordinators, Completers. Understanding roles helps avoid conflicts from competing styles and identify gaps to improve dynamics. Team role assessments provide insights into individual fit and how members can work together most productively.
Leadership can be defined as influencing others to achieve objectives. There are various leadership theories that examine the traits, behaviors, and styles of effective leaders. Contingency theories suggest that the best leadership style depends on situational factors. Developing trust is important for leadership and requires integrity, competence, consistency, loyalty, openness and risk taking. Cultural differences must also be considered in global leadership.
The Belbin model identifies 8 distinct team roles that individuals tend to fall into: Coordinator, Shaper, Plant, Resource Investigator, Implementer, Monitor Evaluator, Team Worker, and Completer Finisher. Most people have preferences for 2-3 roles. The roles describe how individuals behave and contribute to teams. Understanding team roles helps with self-awareness, balancing a team's composition, and avoiding potential weaknesses. Team roles must be considered in the context of tasks and the environment. Effective teams establish norms to manage conflict and avoid pathologies like groupthink.
One definition of insanity is "doing the same thing over and over, expecting different results." In this talk, Paul will discuss how organizations keep treating developers poorly, especially by demanding overtime, and why it is crazy for developers to expect their organizations to change. Paul will show how you can change the way your organization treats you, to your own benefit and (hopefully) the benefit of the organization.
In this presentation, Birgit introduces the topic of communication styles, while putting it into context of our profession. She will show how you can identify our own style and that of others and how that helps to be heard by various stakeholders during the process. She will explain the different communication and behavioral needs, and why you need to be able to flex our own style to that of others: this helps you to avoid conflicts, it increases your impact on projects, and it will also contribute to a prosperous work environment.
60 minutes session
This document discusses organizational structures and developer responses to organizational influences. It identifies three main organizational structures - commitment-oriented, process-oriented, and "cargo cult" organizations. The document advises developers on how to recognize dysfunctional organizational behaviors and exercise their power by responding from a place of strength rather than weakness when faced with unreasonable demands. Developers are told to recalibrate their expectations, cultivate a new attitude of not needing any particular job, and disagree agreeably when needed to change organizational behaviors for the better.
This document provides an overview of a manager training program. The summary includes:
1. The training defines the role of a manager, expectations for managers, determining performance issues, delivering feedback, and coaching employees.
2. Activities include discussing management wisdom, analyzing managerial focus and styles, evaluating one's own management, and discussing solutions to performance gaps.
3. The training covers providing feedback, recognizing employees, coaching using feedback techniques, and developing accountability and self-sufficiency in direct reports.
Top 10 Tips for Making Complicated Things SimpleCrispin Reedy
Are you trying to explain a technical concept to a non-technical team? Maybe you’re teaching design concepts to a demanding or distracted business unit. Or perhaps you’re pushing a picky executive to incorporate more user experience initiatives. This talk will give you ten takeaways you can use in meetings and presentations in order to be a more effective advocate and leader in your team, regardless of your role.
The document provides advice on how to effectively lead others and deal with difficult people. It discusses essential leadership attributes like providing feedback, listening, getting the right balance of delegation and involvement, modeling good behavior, focusing conversations on solutions, setting clear objectives, and developing others through training. The key is communicating positively, addressing problems respectfully in private, understanding different perspectives, and gaining commitment to constructive change.
This document discusses human resource issues related to teamworking and leadership. It introduces Belbin's model of team roles, which identifies 9 different roles that individuals can take on in a team: Plant, Shaper, Team Worker, Implementer, Resource Investigator, Monitor Evaluator, Completer Finisher, Coordinator, and Specialist. For each role, it describes the typical strengths and weaknesses. It emphasizes that effective teams need a balance of different roles and that recognizing roles is important for integrating contributions. It also suggests considering how role dynamics and hierarchies may impact interactions in practice.
Leaders lead people. Realising that the greatest asset of any
organisation is its people, a leader will empower them and help
them to realise their own potential within the organisation. As
Jack Welch famously said, ‘Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.’ Put another way, leaders create leaders.
Motivation is the internal process leading to behavior to satisfy needs. Performance is determined by the formula: Performance = Ability x Motivation x Resources. There are several theories of motivation including: content theories like Maslow's hierarchy of needs and ERG theory that focus on identifying people's needs; process theories like expectancy theory that examine how motivation works; and reinforcement theories based on positive and negative consequences influencing behavior. Effective motivation techniques include setting objectives, job enrichment, praise, and management by objectives. Cross-cultural differences also impact motivation.
This is a quick overview of three assessments I am familiar with, which are DiSC profile, TKI - Thomas Killian Conflict Mode Instrument, and Kolb - Learning/Thinking/Working Styles.
The document discusses the nine Belbin Team Roles that are essential for effective teamwork. It describes each role, including the Coordinator, Resource Investigator, Team Player, Shaper, Implementer, Completer Finisher, Specialist, Plant, and Monitor Evaluator. It provides details on the valuable contributions and potential downsides of each role. The document encourages identifying which roles are represented and which may be needed to create a well-balanced team.
This was the first webinar on the https://www.bigmarker.com/communities/doctoralnet/bulletin channel. the research on grit is clear that having it helps you finish hard tasks - Covey's 7 habits play into these ideas as well.
The document discusses creative problem solving techniques. It recommends spending time defining the problem before leaping to solutions. It outlines techniques like the Five Whys method and brainstorming or brainwriting where participants build on each other's ideas. The goal is to remove contradictions and think outside the box to find novel solutions by not dismissing any ideas and working together to group and build upon concepts.
This document outlines an agenda for a TechConnect event on moving ideas to market. It discusses developing a value proposition by understanding customer pain points and gains. Creating a compelling value proposition involves either addressing an existing problem or enabling new capabilities. The document also covers barriers to adoption like integration challenges and behavior changes. It suggests strategies to facilitate adoption such as partnerships, trials, and alternative revenue models. Finally, it discusses when to pursue licensing versus creating a new venture based on factors like market dynamics, disruptive potential, and input requirements.
Mental Models Game Prototype Presentation May 2013 updateVille Keranen
Concept presentation about Mental Models Card Game. The game was invented by Tiimiakatemia Creativity Program LÄN back in 2006. Monkey Business took over the development in 2010 and intends to publish it as a card game as well as an open source project.
This document discusses 8 common fears that can derail performance and development: feeling helpless, ignorant, shame, invisible, abandoned, assimilated, trapped, and anxious. It explains how fears are driven by psychological needs and how the brain learns through experience. When development programs address these fears and needs, people are better able to learn and improve performance. An effective approach considers the whole person by engaging all parts of the brain and providing experiences that build skills while ensuring emotional security and connection.
This document summarizes Belbin's team role theory, which identifies 9 common team roles based on behavioral tendencies. It describes each role's strengths, weaknesses, and how they contribute to team success at different project phases. An effective team needs a balance of roles like Shapers, Coordinators, Completers. Understanding roles helps avoid conflicts from competing styles and identify gaps to improve dynamics. Team role assessments provide insights into individual fit and how members can work together most productively.
Leadership can be defined as influencing others to achieve objectives. There are various leadership theories that examine the traits, behaviors, and styles of effective leaders. Contingency theories suggest that the best leadership style depends on situational factors. Developing trust is important for leadership and requires integrity, competence, consistency, loyalty, openness and risk taking. Cultural differences must also be considered in global leadership.
The Belbin model identifies 8 distinct team roles that individuals tend to fall into: Coordinator, Shaper, Plant, Resource Investigator, Implementer, Monitor Evaluator, Team Worker, and Completer Finisher. Most people have preferences for 2-3 roles. The roles describe how individuals behave and contribute to teams. Understanding team roles helps with self-awareness, balancing a team's composition, and avoiding potential weaknesses. Team roles must be considered in the context of tasks and the environment. Effective teams establish norms to manage conflict and avoid pathologies like groupthink.
One definition of insanity is "doing the same thing over and over, expecting different results." In this talk, Paul will discuss how organizations keep treating developers poorly, especially by demanding overtime, and why it is crazy for developers to expect their organizations to change. Paul will show how you can change the way your organization treats you, to your own benefit and (hopefully) the benefit of the organization.
In this presentation, Birgit introduces the topic of communication styles, while putting it into context of our profession. She will show how you can identify our own style and that of others and how that helps to be heard by various stakeholders during the process. She will explain the different communication and behavioral needs, and why you need to be able to flex our own style to that of others: this helps you to avoid conflicts, it increases your impact on projects, and it will also contribute to a prosperous work environment.
60 minutes session
This document discusses organizational structures and developer responses to organizational influences. It identifies three main organizational structures - commitment-oriented, process-oriented, and "cargo cult" organizations. The document advises developers on how to recognize dysfunctional organizational behaviors and exercise their power by responding from a place of strength rather than weakness when faced with unreasonable demands. Developers are told to recalibrate their expectations, cultivate a new attitude of not needing any particular job, and disagree agreeably when needed to change organizational behaviors for the better.
This document provides an overview of a manager training program. The summary includes:
1. The training defines the role of a manager, expectations for managers, determining performance issues, delivering feedback, and coaching employees.
2. Activities include discussing management wisdom, analyzing managerial focus and styles, evaluating one's own management, and discussing solutions to performance gaps.
3. The training covers providing feedback, recognizing employees, coaching using feedback techniques, and developing accountability and self-sufficiency in direct reports.
Top 10 Tips for Making Complicated Things SimpleCrispin Reedy
Are you trying to explain a technical concept to a non-technical team? Maybe you’re teaching design concepts to a demanding or distracted business unit. Or perhaps you’re pushing a picky executive to incorporate more user experience initiatives. This talk will give you ten takeaways you can use in meetings and presentations in order to be a more effective advocate and leader in your team, regardless of your role.
The document provides advice on how to effectively lead others and deal with difficult people. It discusses essential leadership attributes like providing feedback, listening, getting the right balance of delegation and involvement, modeling good behavior, focusing conversations on solutions, setting clear objectives, and developing others through training. The key is communicating positively, addressing problems respectfully in private, understanding different perspectives, and gaining commitment to constructive change.
This document discusses human resource issues related to teamworking and leadership. It introduces Belbin's model of team roles, which identifies 9 different roles that individuals can take on in a team: Plant, Shaper, Team Worker, Implementer, Resource Investigator, Monitor Evaluator, Completer Finisher, Coordinator, and Specialist. For each role, it describes the typical strengths and weaknesses. It emphasizes that effective teams need a balance of different roles and that recognizing roles is important for integrating contributions. It also suggests considering how role dynamics and hierarchies may impact interactions in practice.
Leaders lead people. Realising that the greatest asset of any
organisation is its people, a leader will empower them and help
them to realise their own potential within the organisation. As
Jack Welch famously said, ‘Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.’ Put another way, leaders create leaders.
Motivation is the internal process leading to behavior to satisfy needs. Performance is determined by the formula: Performance = Ability x Motivation x Resources. There are several theories of motivation including: content theories like Maslow's hierarchy of needs and ERG theory that focus on identifying people's needs; process theories like expectancy theory that examine how motivation works; and reinforcement theories based on positive and negative consequences influencing behavior. Effective motivation techniques include setting objectives, job enrichment, praise, and management by objectives. Cross-cultural differences also impact motivation.
This is a quick overview of three assessments I am familiar with, which are DiSC profile, TKI - Thomas Killian Conflict Mode Instrument, and Kolb - Learning/Thinking/Working Styles.
The document discusses the nine Belbin Team Roles that are essential for effective teamwork. It describes each role, including the Coordinator, Resource Investigator, Team Player, Shaper, Implementer, Completer Finisher, Specialist, Plant, and Monitor Evaluator. It provides details on the valuable contributions and potential downsides of each role. The document encourages identifying which roles are represented and which may be needed to create a well-balanced team.
This was the first webinar on the https://www.bigmarker.com/communities/doctoralnet/bulletin channel. the research on grit is clear that having it helps you finish hard tasks - Covey's 7 habits play into these ideas as well.
The document discusses creative problem solving techniques. It recommends spending time defining the problem before leaping to solutions. It outlines techniques like the Five Whys method and brainstorming or brainwriting where participants build on each other's ideas. The goal is to remove contradictions and think outside the box to find novel solutions by not dismissing any ideas and working together to group and build upon concepts.
This document outlines an agenda for a TechConnect event on moving ideas to market. It discusses developing a value proposition by understanding customer pain points and gains. Creating a compelling value proposition involves either addressing an existing problem or enabling new capabilities. The document also covers barriers to adoption like integration challenges and behavior changes. It suggests strategies to facilitate adoption such as partnerships, trials, and alternative revenue models. Finally, it discusses when to pursue licensing versus creating a new venture based on factors like market dynamics, disruptive potential, and input requirements.
The document discusses fostering innovation through organizational culture change. It emphasizes that leadership plays a critical role in culture and that senior leaders often resist change unconsciously. It also highlights that experimentation, trusting relationships, and ideation are important aspects of an innovative culture. The document provides frameworks for assessing trust behaviors and lists several actions organizations can take to support innovation, such as establishing an innovation strategy and rewarding experimentation.
The document presents a behavioural trust framework diagnostic scale for assessing levels of trustworthiness, capability, trusting behaviours, and receptiveness. It includes scales ranging from +5 to -5 for dimensions such as consistency, benevolence, competence, disclosure, and receptiveness. For each dimension, descriptions are provided for behaviors associated with each level on the scale. The document appears to be a tool for evaluating levels of trust within relationships or organizations.
This document discusses how trust and weak ties can promote innovation. It notes that innovative companies are able to build relationships with weaker ties that are informal with infrequent communication and complementary knowledge. These weak ties are a source of innovation but relationships are difficult given limited track records. The document suggests changing organizational behaviors and design to better develop these weak tie relationships and manage relationship risk through trust rather than control. It provides a framework for understanding how specific trust behaviors can build, damage, or violate relationship trust over time.
This document provides an overview and agenda for a workshop on innovation adoption. It discusses how commercial success requires understanding how customers become aware of solutions, know if they work, are motivated to purchase, and overcome concerns. It outlines steps to identify market segments, stakeholders, barriers to adoption, and constraints for opportunities. Finally, it discusses generating business model and revenue options to stimulate adoption by modifying the technology, business model, or revenue streams to increase benefits or reduce costs and risks for stakeholders. The goal is to help participants better understand the technology commercialization process from both technological and behavioral perspectives.
The document discusses sources of innovative ideas and developing good ideas. It outlines seven approaches to identifying innovation opportunities: design thinking, technology trajectory, gaps in current solutions, value chain analysis, building on technology platforms, business model innovation, and future foresight. It also discusses developing the value proposition of an idea by persuading customers to adopt something new or switch from existing options. Finally, it notes that a good idea must be desirable to people, financially viable, and technologically/organizationally feasible.
The document discusses improving innovation quotient. It begins by explaining that innovation is difficult because organizations are designed to stifle it and it means stopping existing successful practices. It then introduces the innovation quotient as a way to measure an individual or organization's capacity for innovation. Key components that impact innovation quotient are strategy, culture, processes, resources, and relationships. Trust behaviors between individuals and across an organization can also impact innovation. A behavioral trust framework is presented as a way to identify specific trust-building and trust-damaging behaviors and increase relationship trust to ultimately improve innovation.
Business model innovation refers to reinventing a company's business model to compete on value proposition and profit formula rather than just products alone. It involves aligning a company's value proposition, revenue streams, partnerships, supply chain, activities, and customer relationships to enhance value creation. Changing aspects of the business model can help companies increase value, revenues, strategic partnerships, supply chain leverage, customer value, and relationships to gain competitive advantage.
The document provides guidance on developing an effective value proposition and adoption model to bring an innovation to market. It discusses segmenting the market between pain killers that address existing problems and vitamins that provide new benefits. For each, it emphasizes the importance of demonstrating how the solution creates value by reducing costs or improving outcomes. It also stresses facilitating adoption through compatibility, ease of use, and addressing perceived costs like integration and risks of new technologies. The overall goal is to motivate customers to see that the benefits of the solution dramatically outweigh any costs and risks of changing behaviors.
This document discusses various funding opportunities and support programs for translational research at universities, including:
1) Short proposal opportunities through the NSF I-Teams program and TechConnect workshops that provide up to $50,000 over 6 months to assess technical and commercial opportunities.
2) The NSF I-Teams program which provides up to $150,000 over 6 months to assess technical merit, feasibility, and commercial potential through more extensive 15-page proposals.
3) Support programs through universities like mentorship, masters degrees in innovation management, and technology commercialization certificates to help researchers assess commercial feasibility.
The document discusses the Best (BEST) program at Lassonde, which combines engineering, business, and social science courses with experiential learning opportunities to develop knowledge and skills. It prepares graduates for a variety of careers by encouraging entrepreneurship and solving important issues. The BEST program offers academic courses, international experiences, co-ops, activities, and a lab where students can start ventures. It aims to enhance the student experience and provide a roadmap for all Lassonde students. The top ten ways to improve BEST further include enhancing its brand, providing more resources, developing partnerships, and extending opportunities internationally.
This document discusses the importance of trust in fostering innovation within organizations. It outlines a Behavioral Trust Framework (BTF) that identifies specific trust-building and trust-damaging behaviors. The BTF allows individuals and organizations to understand how to develop trust and collaboration, which are necessary for innovation. Applying the BTF can help reduce controls and proxies for trust, allowing for greater innovation capacity. Managing trust behaviors, rather than just outcomes, is key to catalyzing innovation.
This document discusses frameworks for commercializing novel technologies. It describes how traditional technology commercialization focuses on pushing technologies to market without understanding customer needs, while lean startup focuses more on market pull but may ignore technology advantages. The document then introduces the TechConnect framework, which involves 5 stages to develop technologies in a market-centric way: 1) identifying jobs a technology can perform, 2) developing value propositions for those jobs, 3) selecting the most promising opportunities, 4) identifying barriers to adoption, and 5) encouraging adoption. It provides an example applying this framework to LED technology and discusses exercises for participants to experience parts of the process.
The document discusses key concepts for marketing technology innovations, including diffusion of information and adoption decisions. It notes that diffusion is the process by which an innovation is communicated over time through certain channels among members of a social system. Adoption looks at what motivates individuals to adopt an innovation based on its perceived attributes. Successful marketing requires understanding both diffusion and adoption frameworks to develop strategies that inform customers and compel use.
The document discusses measuring and promoting innovation in organizations. It provides three key points:
1. Measuring innovation through outputs like new products and patents does not guide performance improvement, which requires changes in how people work and make decisions.
2. Barriers to innovation include budgets, risk aversion, and defined roles that discourage experimentation. Innovation thrives on collaboration, speed, and accepting failure.
3. Developing trust is important for innovation as it facilitates knowledge sharing and risk-taking with new partners. Trust evolves over time through consistent behaviors across individuals and organizations.
The document discusses managing relationships and innovation through trust rather than controls. It notes that innovation is increasingly sourced from and shared through weak ties characterized by informal relationships. Building trust with weak ties requires a new approach as it involves managing relationship risk. The workshop agenda includes discussing how trust, weak ties, and innovation are linked, reflecting on experiences of trust behaviors, and discussing the organizational implications of managing relationships through trust instead of controls.
The document provides information about the IAOIP Foundation Level Certification exam for individuals seeking to become a Certified Professional Innovator (CPI). It discusses the benefits of obtaining the certification, including building knowledge and skills in applying innovation, publicly endorsing one's innovation skills, and gaining access to the IAOIP member network. The certification is based on the body of knowledge from the Global Innovation Science Handbook and tests knowledge and comprehension of innovation concepts, culture, types, methods/tools, processes, and creativity/ideation. The Foundation Level exam serves as an entry point for pursuing additional practitioner-level certifications in specific innovation domains.
This document discusses how to persuade customers to adopt a new product. It explains that customers buying a product means they were persuaded to change their behavior, switch from an existing option, or adopt something new. This persuasion provides awareness, motivates trial and adoption, lowers costs/risks, and convinces customers that benefits outweigh alternatives. Key factors that influence adoption are relative advantage, compatibility, complexity, trialability, and observability. The document stresses the importance of experimentation to test customer interest and sales through cheap, simple, and fast initial efforts.
An assessment centre is the final stage of the selection process used by many employers. It involves a series of exercises over one or two days to evaluate candidates on competencies required for the job. Exercises may include group discussions, role plays, presentations, case studies, and in-tray exercises. Candidates are observed and evaluated by assessors on criteria such as participation, influence over others, and problem-solving skills. The goal is not to get the right answer but to observe how candidates work with others and approach challenges. While stressful, assessment centres provide employers with reliable insights into future job performance.
Bob Dorf, serial entrepreneur and co-author of "The Startup Manual," on Lessons for Lean Leadership.
Presentation delivered at the Global Entrepreneurship Congress in Johannesburg, South Africa (March 2017).
Community of Practice - Self Care for Change PractitionersProsci ANZ
Catherine Smithson presented on self-care for change practitioners. She discussed how change jobs are demanding and require resilience. Resilience involves behaviors, thoughts and actions that can be learned. She provided five tips for resilience: focus on priorities rather than trying to do everything, find a change buddy, don't take issues personally, avoid perfectionism, and keep perspective. The presentation aimed to help change practitioners replenish and maintain resilience through challenges.
This document outlines the agenda and expectations for COMM 202 Career Fundamentals tutorial with Grace Jin. It includes an introduction to the TA, course expectations around professionalism and assignments. Students are asked to create a skills matrix identifying their strengths and failures through STAR stories. They will develop drafts for an in-class activity and are given action items including signing up for office hours and booking career coaching. The TA provides her contact details and encourages students to reach out with any questions.
A talk by Tim Basadur and Ellen Moran PhD
Basadur Applied Innovation & Leadership Dialogues
Many companies are returning to a changed business context and need to quickly solve a range of new problems or reinvent their products and services. This is an exciting opportunity to innovate. Many fewer recognize that achieving these creative results efficiently requires an effective process, specific skills and tools, and the right blend of thinking styles working in sync with one another. When any of these are lacking, teams may struggle to innovate. To help leaders, business owners and HR professionals engage these challenges, Ellen Moran and Tim Basadur will provide an introduction to the Simplexity Method for Applied Innovation which is designed to enable teams and organizations to achieve innovative results quickly.
Session Outcomes:
• Discover the necessary elements for innovative results – The Innovative Results Equation • Learn the four creative problem-solving preferences of team members and how their way of interacting can be a facilitator or roadblock for team innovation. • Understand the four-stage innovation process to move teams through problem-finding, problem-defining, problem solving and solution implementation in a way that drives strong team alignment and commitment. • Leave with practical tools and frameworks that can immediately boost creative collaboration where you work.
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/unleashing-the-creative-potential-of-your-teams/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
In a competitive job market, interviews are as much about enthusiasm and presentation as your applicable skills and relevant experience. You need to know what you want, how your experience applies, and how to present yourself in the best way possible. In this session, you will learn how hiring managers think, and how to impress them, as well as build your speaking and body language skills. We’ll also cover persuasive presentation – and what that entails – doing your research on the job and on the hiring manager, which questions to ask, how to practice your “story” in terms of many common questions interviewers ask, and effective ways to link your experiences directly to the opportunity at hand.
In this workshop, we will start with a discussion on the importance of diversity in a well balanced founding team. We will then explore how to work effectively in a team setting. We will cover how to define clear roles and responsibilities for each team member, coming up with effective decision making processes, dealing with task and interpersonal conflict and more. We will explore ways for extraverted and introverted team members to have equal contribution so everyone’s voice can be heard.
This document discusses leading transformational change and outlines John Kotter's 8 steps for change management. It begins with an overview of Roshan Thiran's career experience leading change at various global organizations. It then discusses that the primary reason leaders fail to create impactful and sustainable change is issues related to people. It also outlines Kotter's 8 steps for managing organizational change and suggests discussing the change management tools currently used that relate to each step.
1. Agile is still a form of management that focuses on empowering self-organizing teams through establishing the right environment and shielding them from obstacles.
2. Managers are responsible for both the physical workspace and cultural environment that allows teams to thrive, innovate, and feel safe to admit failures.
3. The role of the manager is to care for the mechanisms that support teams such as Scrum Masters, Product Owners, and to intervene only when necessary to remove impediments or resolve deadlocks between teams.
Women in High Tech Project: Moving from Discussion to ActionKaren Holtzblatt
High tech thought leader Karen Holtzblatt introduces the Women in High Tech Retention Project and then shares key factors for retention and interventions. For more information:
http://www.incontextdesign.com/womenintech/
karen@incontextdesign.com
@kholtzblatt
1) Critical thinking is a disciplined thinking process that uses evidence and reasoning to make judgments. It is a key skill for problem solving and should be developed at any age.
2) Encouraging critical thinking helps students ask the right questions, evaluate information sources, and make strong decisions based on evidence rather than just memorizing facts. It also fosters creativity.
3) Examples of activities that promote critical thinking include scientific experiments, role-playing, job problem-solving exercises, and technology troubleshooting. Involving parents and the whole learning community can help ensure efforts to develop critical thinking do not fall flat.
This document discusses lean thinking and agile principles for improving productivity. It promotes embracing change and continuous improvement over rigid plans. Key aspects covered include lean concepts like just-in-time production, eliminating waste, continuous flow, and respect for people. Agile principles emphasized include valuing individuals, interactions, and responding to change over rigid processes. Methodologies like Scrum, Kanban, and lean software development are presented as ways to apply these principles through iterative development, visualization, inspection, and adaptation.
1. There are different types of meetings that require different approaches in terms of content, conduct, and purpose. These include status updates, problem-solving, tactical discussions, strategic planning, vision exercises, energizing, and communication cascade meetings.
2. Mixing meeting types can reduce effectiveness by confusing participants and not properly addressing the goals of each meeting. Status and problem-solving meetings require different conduct than strategic or tactical discussions.
3. To improve meetings, the document suggests tailoring the content, timing, participants, and atmosphere to the specific meeting type and ensuring clear follow-up actions.
This document discusses personality tests and creativity exercises. It introduces the Shapes Test personality quiz and the Type Dynamics Indicator assessment. It explores the different personality preferences like extraversion vs introversion. Students are assigned homework to complete a personality test and think of ways unused items like paper clips or Polo mints could be creatively reused. The document emphasizes that personality types are not better or worse and encourages self-reflection to understand strengths and weaknesses.
This webinar covered introducing and implementing new ideas in government. It discussed the importance of understanding your organizational climate and goals before presenting a new idea. It then outlined a three step process for implementing ideas: 1) Sell the idea by identifying an existing gap and how the idea fills it, 2) Pitch the idea by presenting the gap and asking for needed resources, and 3) Work the idea by assembling resources, inspiring teams, and identifying small wins. The webinar emphasized believing in ideas, socializing them positively, staying resilient, and finding champions. Subject matter experts then answered questions from participants.
MEMSI June 2018: Building a winning team - Part 2Elaine Chen
In this mini talk, we revisit the importance of diversity in a founding team, then turn our attention to the importance of clear roles and responsibilities. We provide practical ways for a new team to develop an effective team process.
This document discusses the importance of soft skills for workplace success. It covers key soft skills like problem solving, time management, and self-confidence. For problem solving, it outlines a 4-step process of defining the problem, generating solutions, evaluating plans, and re-evaluating. For time management, it emphasizes scheduling, prioritizing tasks, managing distractions, and avoiding multi-tasking. Finally, it discusses traits of confident individuals and provides tips for building self-confidence like good posture, gratitude, and spending time with supportive people. The overall message is that soft skills are crucial for effective communication, productivity, and career advancement.
The No-Nonsense Framework for Closing the Strategy-Execution Gap
https://benjaminwann.com/blog
Order the book here:
https://www.amazon.com/dp/B093QF4DD4
Check out my BPI- Business Process course on Udemy!
https://www.udemy.com/course/business-process-improvement-and-process-mapping/?referralCode=9A549649145AD26A9D06
This document discusses professional learning communities (PLCs) and their role in promoting collaborative learning and sustained school improvement. It provides an agenda for a training on PLCs that will give an overview of their structure and function, how they promote improved teaching and learning, protocols that facilitate learning, and their role in a culture of teacher-directed professional development focused on student learning. The training will review essential elements of PLCs, protocols for examining professional practice, discussions, and student work, as well as how to address issues and problems. It emphasizes the importance of collaboration, continuous improvement, and results orientation for effective PLCs.
Making the Mental Shift to Topic-Based Authoring and a CMSIXIASOFT
The document provides guidance on implementing a transition to topic-based authoring and content management. It stresses the importance of having a thorough plan, being honest about challenges, addressing individual concerns, and creating a sense of ownership among team members. The rollout is critical for setting the tone of the project, and resistance to change should be expected. Key steps include anticipating questions, clearly outlining responsibilities and timelines, and maintaining flexibility.
This document provides an overview of prototyping and storyboarding. It discusses the importance of prototyping in the design thinking process as a way to test ideas quickly and improve upon them. Both low-fidelity and high-fidelity prototyping are described, as well as different types of prototypes like sketches, physical models, role playing, and storyboards. Guidelines for effective prototyping emphasize starting quickly, focusing on the testing goal, and keeping the user in mind. Storyboarding is presented as a way to visualize and guide users through experiences to better understand needs.
Design thinking is a human-centered approach to innovation that draws on design methods and tools. It emphasizes empathizing with users, defining problems from the user's perspective, ideating many potential solutions, prototyping ideas, and testing prototypes with users. This process aims to create innovative solutions that meet user needs. For software development, design thinking can be applied at each stage to develop solutions focused on the user experience through methods like customer research and iterative testing. It helps shift the focus from functionality to delivering an experience that solves users' problems in a better way.
Evaluates technical feasibility and
Adoption Blockers:
• Economic Blocker - Sees no ROI or too risky
• Political Blocker - Threatened by change
• Process Blocker - Disrupts existing processes
• Values Blocker - Conflicts with personal values
Adoption Approvers:
• Economic Approver - Sees ROI
• Visionary - Values innovation
• Process Approver - Supports process change
investment
- Evaluates technical risks and
complexity
• Process Champion - Drives process change
• Economic Champion - Drives ROI case
• Values Champion - Drives cultural acceptance
- Evaluates legal/compliance risks
• Legal
Starting a business is challenging and full of risks. Many new ventures fail for reasons outside of the founder's control like broader economic conditions or an unanticipated disruption in the industry. While failure is difficult, entrepreneurs who are resilient and learn from mistakes are often able to recover and succeed with future business ideas.
This document provides an overview of the Future Agenda project exploring the future value of data. The project will examine how data itself will be valued over the next decade through a collaborative, global approach. Workshops will be held in multiple locations to identify opportunities and implications. The project aims to challenge assumptions, understand constraints, and share diverse views on the key drivers of change. Insights will inform a global synthesis report on priority opportunities regarding how data will create value in the future.
This document discusses technology entrepreneurship and common myths. It begins with an overview of the speaker's background teaching technology commercialization and entrepreneurship. It then discusses why technology entrepreneurship is important and how experiential learning is key. The speaker notes that universities did not understand how to manage technology ventures or commercialize research. The document outlines common myths around entrepreneurship, such as the idea that it starts with a great idea or that entrepreneurs are risk takers. It emphasizes the importance of design thinking and linking it to venture creation.
The document discusses improving innovation capability. It identifies common barriers to innovation as not understanding innovation, designing organizations to stifle it, and stopping what used to work. The discussion focuses on measuring an organization's innovation quotient using factors like strategy, culture, processes, resources, and relationships. A behavioral trust framework is introduced to build relationships and encourage collaboration, knowledge sharing, risk-taking, and communication to improve innovation culture. Organizational ambidexterity is needed to balance performance and innovation.
This document provides guidance for those starting a journey and outlines what to expect and prepare for. It discusses exploring without end to continually learn and grow, and living life looking forward while learning lessons looking backward. The document also recommends focusing on making meaning over money. It notes the three stages of startups as ideation, validation, and actuation, and that the journey will involve learning how to navigate obstacles through a "startup slalom."
The document discusses the opportunities and challenges presented by blockchain technology. It describes how blockchain can disrupt existing industries by enabling new levels of performance and facilitating new business models. Blockchain creates a distributed ledger that eliminates duplication, allows secure record keeping, tracks provenance, and more. It also discusses how blockchain reduces costs and creates new revenue opportunities for organizations. The document outlines barriers to innovation adoption and how to develop a compelling value proposition to increase adoption of disruptive technologies like blockchain.
1. Teams developing technology face challenges like being informal, cross-functional with little training, and having outcomes that are not clear.
2. High-performance teams develop a sense of purpose and direction, embrace complementary skills, make consensus-based decisions incorporating different perspectives, and leverage individual strengths.
3. Embracing diversity improves innovation but is more difficult, as different problem-solving styles are needed at each stage and individuals value their own style over others, creating potential conflicts.
1) Barriers to innovation include changing current processes and procedures, modifying management styles, developing new organizational structures, abandoning existing products, and modifying incentives and company culture.
2) Maxwell's three laws of innovation inertia state that organizations naturally resist change, larger organizations require more force to change, and any force applied to an organization generates an equal and opposite reaction force.
3) The innovation quotient measures five factors that determine an organization's ability to innovate: strategy, culture, processes, resources, and relationships. Organizations need both a performance engine to exploit existing capabilities and an innovation engine to explore new opportunities.
This document outlines an agenda and schedule for a two-day workshop on tools and techniques for innovation. Day one covers introductions, goals of innovation, ideation exercises, innovation portfolios, and barriers to innovation. Day two focuses on reviewing exercises, sources of innovation, leadership, implementation, and an concluding exercise. The workshop is led by Dr. Andrew Maxwell and aims to provide frameworks and processes for generating, evaluating, and implementing innovative ideas.
The document outlines the agenda and schedule for Day 2 of a workshop on tools and techniques for innovation. The schedule includes reviewing concepts from Day 1, discussing innovation portfolios, barriers to innovation, sources of innovation, and innovation implementation. Key lessons from the prior week are reviewed, including establishing innovation goals and criteria. Common causes of innovation failure like poor leadership, communication, and understanding customer adoption are examined. The importance of organizational culture and aligning activities to foster innovation over incremental improvement is highlighted.
This document discusses disruption and how to anticipate and manage it. It defines disruption as changes in the marketplace that affect players, interactions, and functions by creating new levels of low-cost and novel solutions. While some changes in business models are difficult to anticipate, changes in technology that enable new levels of performance can be scanned for trends. The document suggests that the most optimal disruptors are new ventures focused on the opportunity without constraints of existing customers. It provides tips for managing innovation risk through mitigation strategies and lean startup approaches, as well as managing an innovation portfolio that assumes most projects will fail.
The document provides information about Lassonde's International Experience Course at the Technion in Israel from May 14 to June 4, 2018. It is a graded, 3-credit course open to undergraduate students from any year interested in entrepreneurship, broadening their cultural exposure, or advanced technologies. The trip includes a bootcamp in Toronto from May 8-12 before traveling to Israel. In Israel, students will spend time in Tel Aviv, Jerusalem, the Dead Sea, and Haifa visiting the Technion campus. Fees for the course are covered but students are responsible for airfare, some tours, and have options for financial support. Security and visa issues are also addressed.
The document discusses the importance of commercializing university research and working with industry partners. It notes that there is an increasing focus on commercialization in grant applications. It also discusses the need to understand the difference between incremental and disruptive innovation. Finally, it lists several ways that universities can help in preparing technologies to be adopted, such as by helping to find industry partners, do customer research, and provide funding and IP guidance to get technologies from the lab to market.
This document discusses the importance of commercializing university research through technology transfer offices (TTOs). It notes that most TTOs operate at a loss and focus on licensing, while most disruptive innovations never reach customers. The root causes identified include researchers lacking commercialization expertise, research not considering commercial needs, and the commercialization process starting too late. The document advocates for design thinking and taking a customer-centric approach to commercialization from the start of the innovation process. It emphasizes determining customer needs and viable business models to overcome adoption barriers.
BEST at Lassonde School of Engineering offers a holistic approach to engineering education that integrates entrepreneurship skills and experiences. It addresses the need for engineers to better communicate, problem solve, and understand their societal impact. BEST enhances student learning through hands-on activities that develop creativity, teamwork, and an understanding of technology commercialization. It combines engineering courses with business and law courses, as well as experiential opportunities like co-ops, international programs, and competitions, to prepare students for evolving careers and help them achieve their potential.
Business angels are the second most important source of capital for high-growth ventures. Understanding how business angels make investment decisions is critical for entrepreneurs who want their money. Business angels approach investment opportunities using a boundedly rational approach, where they minimize decision-making effort. They first look at objective venture factors like market size, barriers to entry, and financial viability, then use individual subjective factors to reject opportunities. When assessing risk, business angels examine inherent risk, performance risk, and relationship risk. They also consider the entrepreneur's experience, expertise, and characteristics to assess performance risk, and use behavioral cues to evaluate long-term relationship risk. Business angels also consider the potential exit when making investment decisions.
An overview of why technology commercialization is important for those undertaking research in universities - insights into why the current process is broken and some insights into new apporaches.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
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ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Team building lesson
1. 1
• Why is it important
• What are the advantages and disadvantages
• How can you get better at it
• How to embrace alternate perspectives and diversity
Renaissance Two –
Working with others and working in teams
Opening Lego video:
https://vimeo.com/138583565/ed467fba8f
2. 2
Renaissance Two – Learning objective
Working with others
Working in teams
Use an experiential approach
How do we do this
• Share the benefits
• Reflect on how teams work
• Show the two tools we are using
• Explain how you can use them to improve performance
4. 4
Importance of Team work
Team work is not just dividing up a task into components, and
having each member carry them out independently
• While dividing up the work is an essential component of team
work, team work leads to better results if:
• The team develops a sense of purpose and direction
• The team embraces complementary skills and knowledge
• Decisions are made by consensus
• Decisions embed feedback and different perspectives
• Teams leverage individual strengths
• Teams communicate
5. 5
Elements of effective teamwork
We will focus on three basic components
• Individual personality – how you relate to others
• The creative problem solving process
• Creative problem solving styles – how you work in teams
• Understanding both yourself and the process is critical
6. 6
Elements of effective teamwork
How we explain each component
• Individual personality – how you relate to others
• Use a Myers-Briggs Type Indicator
• The creative problem solving process
• Explain the basic problem solving process
• Creative problem solving styles – how you work in teams
• Use a Basadur Problem Solving Style
• Understanding both yourself and the process is critical
7. Myers-Briggs Type Indicator
• Most used personality indicator in the world
• A self report instrument
• Non judgmental
• An indicator of preferences
• Well researched
• Assumes preferences are inborn
• Professionally interpreted
• Values all preferences equally
8. HISTORY OF MBTI
• Based on Swiss psychologist Carl G Jung’s type theory (1920s)
• Behaviour is individual and predictable
• Developed by Katherine Briggs (mother) and Isabel Myers
(daughter) 1940s
• The most widely used personality indicator in the world
• Approximately 1 to 3 million people are administered by MBTI
each year
9. THE MBTI DOES NOT MEASURE
• IQ
• Psychiatric disturbances
• Emotions
• Trauma
• Stress
• Learning
• Normalcy
• Maturity
• Illness
• Affluence
11. E-I DICHOTOMY
EXTRAVERSION INTROVERSION
• Attention focused outward:
people, things, action
• Using trial and errors with
confidence
• Relaxed and confident
• Scanning the environment
for stimulation
• Seeks variety and action
• Wants to be with others
• Live it, then understand it
• Attention focused inward:
concepts, ideas, feelings
• Considering deeply before
acting
• Reserved and questioning
• Probing inwardly for
stimulation
• Seeks quiet for concentration
• Wants time to be alone
• Understand it before, live it
12. S-N DICHOTOMY
SENSING INTUITION
• Perceiving with the 5 senses
• Reliance on experience and
actual data
• Practical
• In touch with physical realities
• Attending to the present
moment
• Live life as it is
• Prefer using learned skills
• Pay attention to details
• Make few factual errors
• Perceiving with memory and
association (6th sense)
• Seeing patterns and meanings
• Innovation
• Seeing possibilities
• Future achievement
• Projecting possibilities for the future
• Change, rearrange life
• Prefers adding new skills
• Look at big picture
• Identifies complex pattern
13. T-F DICHOTOMY
THINKING FEELING
• Decision based on the logic
of the situation
• Uses cause and effect
reasoning
• Strive for an objective
standard of truth
• Can be tough-minded
• Fair- want everyone treated
equally
• Decisions based on
impact on people
• Guided by personal
values
• Strive for harmony and
positive interaction
• May appear tender
hearted
• Fair-want everyone
treated as an individual
14. J-P DICHOTOMY
JUDGING PERCEIVING
• Focuses on completing task
• Deciding and planning
• Organizing and scheduling
• Controlling and regulating
• Goal oriented
• Wanting closure even when data
are incomplete
• Wants only the essentials of the
job
• Focuses on starting task
• Taking in information
• Adapting and changing
• Curious and interested
• Open minded
• Resisting closure in order to obtain
more data
• Wants to find out about the job
16. ADVANTAGES OF MBTI
• Self awareness for better self- management
• Identification of behaviour trends that have positive
outcomes
• Identification of behaviour trends that have less
desirable outcomes
• Link trends with other data points to clarify personal or
professional developmental opportunities
17. DISADVANTAGES OF MBTI
• Trying to predict others behaviour
• Trying to estimate another individual type (eg. You must be
an extravert because you are so gregarious)
• Assuming that how a preference plays for you is exactly
how it would play out for someone else
• Justifying behavior (eg. Declaring that the individual must
be P because he is always late)
Big Bang – team work:
https://vimeo.com/199269497
18. Now, Take Myers Briggs Test
Save the result and enter it in
Learn.lassonde.yorku.ca
Here: https://www.16personalities.com/free-personality-test
19. 19
Tutorial Number Link you should follow
Tutorial 1 https://www.basadurprofile.com/JoinTeam.aspx?KEY=KLMFKCTF
Tutorial 2 https://www.basadurprofile.com/JoinTeam.aspx?KEY=DXQXJJPC
Tutorial 3 https://www.basadurprofile.com/JoinTeam.aspx?KEY=GUTJJTII
Please Note!
When creating your account enter your student number in “Username” field.
Basadur
CPS Profile
Developed by Dr.
Min Basadur
20. Introduction to the problem solving process
• Min’s video on 4 Stages of Creative Problem Solving Process
https://vimeo.com/190462118
20
27. • Initiator
• Comfortable with ambiguity
• Very sensitive to the surrounding environment
• Likes to get things started
Strong Generator
THE PROFILE STAGES
28. • Idea developer
• Patient thinker
• Able to put pieces together to form the “big picture”
• Develops understanding
Strong Conceptualizer
30. • Gaining acceptance from others for changes
• Making changes work and stick
• Will do anything and try anything to make the solution work
• Experiments and alters plans to make them work in the “real” world
Strong Implementer
11THE PROFILE STAGES
31. Challenges are
• Most individuals favours a specific role and play that whatever
stage they are at
• Most individuals value their own role over the role of others
• Inherent conflicts between roles
Secret is to ensure all roles are being played as you go through
process, even if you have a gap in your team
Embracing diverse views (this explains benefits of diversity)
We need all roles for the process, with different
roles being dominant at each stage
31
Big bang vidoe:
https://vimeo.com/199759406
32. • Should not get paid
• Never see them do anything
• Always see them thinking
Inherent conflicts:
Implementers view of Conceptualizers
33. • Think they are dangerous because they’ll do
anything
• Don’t appear to think first
• Bang their heads against the wall
Inherent conflicts:
Conceptualizers view of Implementers
34. • Think they are unable to focus on the “real” problem
• Think they start working on 5 new problems before main one is solved
• They are hard to “pin down”
Inherent conflicts:
Optimizers view of Generators
35. • Think they are too narrow minded
• Cannot see the big picture
• Think they know the right answer but it is for the wrong problem
• “Green eyeshade people”
Inherent conflicts:
Generators view of Optimizers
36. • Artistic professions
• Marketing
• Training and development
• Industrial engineering
• Teachers
Jobs for Generators
36
37. • Professors
• Organizational Development
• Research and development
• Market research
• Strategic planning
• Economics, physics, mathematics
Jobs for Conceptualizers
37
38. • Engineering
• IT systems development
• Finance
• Accounting
• Applied research
• Technical customer support
Optimizers
38QUADRANT JOB TYPES
39. • Sales
• Manufacturing and production
• Logistics
• Project management
• Administrative support
• Customer relations
Implementers
39
Closing video: Madagascar penguins:
https://vimeo.com/199269108
Editor's Notes
Ask students for their definitions of creativity.
Use their comments to lead to the creativity equation.
Creative problem solving may be thought of as a kind of “dynamic tension” between many seemingly opposing forces - freedom-discipline; convergence-divergence; relaxation-alertness; patience-impulsiveness; thinking-feeling; perceiving-deciding; learning-problem solving.
Describe creativity as a kind of kaleidoscope. Because of each person’s unique knowledge, and how he or she uses that knowledge, creative problem solving is different in every situation.
The Profile measures two things:
One is how a person prefers to gain knowledge, to learn. At one end of the axis is learning through direct experience. This can best be described as learning by jumping right in and getting your hands dirty. If there is a set of directions, they aren’t used.
At the opposite end is learning through abstract thinking. This can be described as mentally figuring out what to do before actually trying it, including watching someone else, or asking questions to help get a better understanding.
We all fall somewhere in between these two extremes. We all learn using both, but each of us tends to prefer one more than the other and hence we all fall somewhere in between.
The second thing the Profile measures is how a person prefers to use their knowledge. At one end of the axis is using knowledge to generate options. This is your imagination at work.
At the opposite end is using knowledge for evaluation. This is your judgment.
Again, we all fall somewhere in between these two extremes. We all have imagination and judgment abilities, but each of us tends to prefer one more than the other and on the graph everyone falls somewhere in between the two extremes.
Creativity is a complete process -- it is not just “getting ideas” -- it starts with problem sensing and ends in action and involves evaluation and convergent thinking as well as ideation and divergent thinking. It is a disciplined process and has several different stages.
Different people have differing skills in the various stages of the creative process. We can improve our skills in the stages in which we are relatively weak (as well as the stages where we are stronger).
The person whose Profile is illustrated on this slide has a preference for learning via direct experience and using that knowledge for creating options. This person is a generator.
The Generator’s two dominant creative problem solving inclinations are (1) learning by direct experience, that is, sensing the world around by touch, smell, taste, hearing and seeing; absorbing knowledge by getting involved personally and experiencing and gathering information, and (2) ideation, that is, imagining possibilities, seeing relevance in everything, seeing different points of view; dreaming about what might be; wondering why things seem to be what they are; speculating about the future. The combination of these two inclinations indicate a preference for problem sensing and fact finding kinds of activities in the creative process. The Generator is an initiator, a proliferator of opportunities, problems, facts and feelings - very sensitive to the world around, absorbing diverse information and possibilities that might have relevance to the organization or to oneself. The Generator is very comfortable with high ambiguity and proliferation of much information and potential opportunity. He loves to get things started and is likely strong in Steps 1 and 2 of the creative process. Generators are idea starters.
The Conceptualizer’s creative problem solving inclinations are (1) using knowledge for ideation and (2) learning by abstract analysis, logic and theory (trying to develop an understanding or explanation or theory which offers an explanation of a situation; being detached and objective; doing rational, logical thinking; having things make sense in the abstract). The Conceptualizer’s combination of these two inclinations indicate a preference for problem definition and idea generation (Steps 3 and 4 of the Basadur creative process) via a propensity to patiently take a wide range of seemingly disparate facts or idea fragments and possibilities and combine or assimilate them into integrated explanations, theories, problem definitions and ideas to be tested. Conceptualizers are good at extracting and defining the opportunity or problem posing it and developing a list of ideas which may solve it. They are idea developers.
The Optimizer’s creative problem solving inclinations are (1) learning by abstract analysis, logic and theory and (2) using the knowledge for evaluation by testing possibilities, that is, experimentation (trying to verify theories; confirming ideas and notions; learnings and pinning down practical knowledge gained during testing).
These two inclinations indicate the optimizer to be involved in the practical application of ideas, planning how to make ideas work in the real world and optimizing solutions. In the creative process, this involves testing and rational, logical evaluation of ideas, selection of the best ones and planning concrete steps for making them practical and implementable (Step 5 and 6 of the process). Optimizers are solution developers.
The Implementer’s combination of inclinations toward (1) using knowledge for evaluation and (2) learning by direct experience indicate a great deal of implementation activity - gaining acceptance from others for changes and making those changes work and stick. (Steps 7 and 8 of the creative process) The Implementer does not worry a great deal about understanding the theory behind the new idea, plan or product. He wants to take it and “run with it”, work with it, show others how to use it, fit it to others’ needs, adapt it to various circumstances, try it one way and if it doesn’t work, try it another way and not worry about why it didn’t work the first way. The Implementer will do anything and try anything including alteration to get the plan or idea or product or solution installed. He will experiment and get directly involved until satisfactory implementation is complete. Implementers are solution finishers.
Quadrant 4s, Implementers, think that Conceptualizers, Quadrant 2s, should not get paid because they never actually see them do anything; they are always seen thinking and talking, but “never” implementing anything.
Conversely, Conceptualizers think that Implementers are dangerous because they’ll do anything without ever appearing to actually think about the real problem. Implementers will try one thing and if it doesn’t work they try something else.
Optimizers view Generators as being “airy fairy” people who are unable to make up their minds and focus on the “real” work. To an Optimizer, Generators come up with five new problems before the first problem they came up with has even been solved.
Quadrant 1s, Generators, view Quadrant 3s, Optimizers, as being too narrow-minded – the “green eyeshade” people – who cannot, do not see the big picture. Optimizers are very confident that they know the right answer to the problem, but Generators see them as working on the wrong problem.
Generators: Occupations that require people to initiate change, recognize opportunities and new possibilities, start projects, and to work with people in unstructured situations might thus be expected to contain a relatively high proportion of Generator (Quadrant I dominant) individuals. Typical occupations here would be the artistic and academic professions, marketing, personnel development roles like training and teaching, and other functions responsible for initiating change such as industrial engineering.
Conceptualizers: fields where defining problems, understanding situations, and creating direction and strategy are important, might be expected to contain a relatively high proportion of Conceptualizers such as: organizational development, strategic planning and research and development, market research, basic research, economics, physics and mathematics.
Optimizer activities involve solving problems with precision and evaluating and optimizing products and procedures. This should be characteristic of fields such as engineering, IT systems development, finance and accounting, and applied research.
Implementer fields of endeavor would likely emphasize shorter-term implementation work, for example sales, logistics, manufacturing production, secretarial or administrative support, and project management.