The 7 Duties of Great Software ProfessionalsJurgen Appelo
Some call it "craftsmanship", others prefer to speak of maturity, competence, excellence or skill. No matter what you call it, the software development community is in need of people with a professional attitude towards their work. From self-motivation to goal setting, from connecting with peers to delegating work, there are a number of crucial behaviors that software testers and developers need to adopt to be able to call themselves "professionals".
Does a company really need a head office? The new organizational structure of the 21st century is the network, not the hierarchy. And the focus of management should be on leadership, not governance. But how can you organize this?
Happy Melly is a company built as a network of entities, connected through a Constitution, with regular gatherings on Skype. The network is led by a CEO who can be voted out any time. The only way for him to stay on top is to keep everyone’s trust. Every day.
A meta-model for changing social complex systems, like teams and organizations. This topic is part of the Management 3.0 course.
There is also a booklet available about this topic:
http://www.lulu.com/product/ebook/how-to-change-the-world/18934108
To survive as a company, the organization needs to become a shapeshifter: sometimes hierarchical, sometimes networked; sometimes efficient, sometimes effective; sometimes great at execution, and other times great at innovation. You can only achieve this by motivating people to change continuously. To achieve this, we take a closer look at gamification and habit-forming. Because games and habits are the keys to intrinsic motivation and change. And you need those in your company to become a great shapeshifter!
The research is clear: happy workers are more productive workers. Managing for Happiness is about concrete management advice for all workers. Practical things that people can do next Monday morning in order to make the organization a happier place to work, with people who run experiments and drive innovation. In this session, you will see how to manage the system, not the people. This is not only relevant for managers, but for everyone who is concerned about the organization.
http://managehappy.com
The 7 Duties of Great Software ProfessionalsJurgen Appelo
Some call it "craftsmanship", others prefer to speak of maturity, competence, excellence or skill. No matter what you call it, the software development community is in need of people with a professional attitude towards their work. From self-motivation to goal setting, from connecting with peers to delegating work, there are a number of crucial behaviors that software testers and developers need to adopt to be able to call themselves "professionals".
Does a company really need a head office? The new organizational structure of the 21st century is the network, not the hierarchy. And the focus of management should be on leadership, not governance. But how can you organize this?
Happy Melly is a company built as a network of entities, connected through a Constitution, with regular gatherings on Skype. The network is led by a CEO who can be voted out any time. The only way for him to stay on top is to keep everyone’s trust. Every day.
A meta-model for changing social complex systems, like teams and organizations. This topic is part of the Management 3.0 course.
There is also a booklet available about this topic:
http://www.lulu.com/product/ebook/how-to-change-the-world/18934108
To survive as a company, the organization needs to become a shapeshifter: sometimes hierarchical, sometimes networked; sometimes efficient, sometimes effective; sometimes great at execution, and other times great at innovation. You can only achieve this by motivating people to change continuously. To achieve this, we take a closer look at gamification and habit-forming. Because games and habits are the keys to intrinsic motivation and change. And you need those in your company to become a great shapeshifter!
The research is clear: happy workers are more productive workers. Managing for Happiness is about concrete management advice for all workers. Practical things that people can do next Monday morning in order to make the organization a happier place to work, with people who run experiments and drive innovation. In this session, you will see how to manage the system, not the people. This is not only relevant for managers, but for everyone who is concerned about the organization.
http://managehappy.com
Where Are the Leaders? Changing Organizations From the Inside OutHuman Capital Media
Becoming a strategic partner within your organization takes more than knowledge of the business, understanding education or even possessing great communication skills. Learning leaders today require the knowledge, skills and abilities that allow them to direct the activities of the learning organization and push those activities across organizational boundaries in a purposeful way. Dialogue with other learning leaders about leadership qualities that will move you from order taker to strategic partner.
Jennifer A. Moss, Ph.D., Director, Human Capital Lab, Bellevue University
www.ccl.org/Transformations
Transformations is a tool for human development based in the work of Bill Torbert & Elaine Herdman Barker in partnership with the Center for Creative Leadership.
Webinar Series Archive is here: http://www.leadingeffectively.com/leadership-explorer/introductory-webinars-for-explorers-and-essentials/
Transformations Activities January 2017 SU Lead6060, from George SharpCharles Palus
From George Sharp Ed.D., Stockton University
"I engaged the 23 leaders in the first cohort in a six-hour adventure involving the Transformation and Catalyst cards I purchased from The Center for Creative Leadership in November.(www.ccl.org/transformations). During class as well as after the class in the form of email messages, I received very positive feedback from a number of the participants about the use of the cards. Keep in mind that we have integrated a vertical leadership perspective and reflection into each course in the program. So, this was the sixth time that the 23 leaders in this cohort worked in this arena, in some way, and from some perspective. But, it was the first time they were introduced to the cards. (Based upon the feedback, it is apparent that my challenge now is to create several new reflective adventures to reinforce and expand their understanding as they continue their respective growth journey's.)"
In an informal survey Karl Bimshas Consulting asked established leaders to rank the leadership attributes they considered crucial for an ideal leader to possess. They were then asked to select which attributes they had.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "The Making of Leaders".
Leadership success is all about the how leaders perceived by his team. The most important thing is leading by example. The holistic and inclusive approach to leadership is the best way forward in leading the people. This presentation is all about Islamic Perspective on Leadership.
The Big-Ass View on Competence (and Communication)Jurgen Appelo
This is an alternative version of "On the Road to Competence", with some stuff added about organizational structure.
http://www.noop.nl
http://www.jurgenappelo.com
In this presentation I describe what the role of a manager is in an agile organization. I give a checklist of 12 topics that managers should concern themselves with.
Note: About 90% of this presentation consists of slides from an earlier presentation (So Now You're an Agilist, What's Next?) But this one is more focused on management.
http://www.noop.nl
http://www.jurgenappelo.com
Where Are the Leaders? Changing Organizations From the Inside OutHuman Capital Media
Becoming a strategic partner within your organization takes more than knowledge of the business, understanding education or even possessing great communication skills. Learning leaders today require the knowledge, skills and abilities that allow them to direct the activities of the learning organization and push those activities across organizational boundaries in a purposeful way. Dialogue with other learning leaders about leadership qualities that will move you from order taker to strategic partner.
Jennifer A. Moss, Ph.D., Director, Human Capital Lab, Bellevue University
www.ccl.org/Transformations
Transformations is a tool for human development based in the work of Bill Torbert & Elaine Herdman Barker in partnership with the Center for Creative Leadership.
Webinar Series Archive is here: http://www.leadingeffectively.com/leadership-explorer/introductory-webinars-for-explorers-and-essentials/
Transformations Activities January 2017 SU Lead6060, from George SharpCharles Palus
From George Sharp Ed.D., Stockton University
"I engaged the 23 leaders in the first cohort in a six-hour adventure involving the Transformation and Catalyst cards I purchased from The Center for Creative Leadership in November.(www.ccl.org/transformations). During class as well as after the class in the form of email messages, I received very positive feedback from a number of the participants about the use of the cards. Keep in mind that we have integrated a vertical leadership perspective and reflection into each course in the program. So, this was the sixth time that the 23 leaders in this cohort worked in this arena, in some way, and from some perspective. But, it was the first time they were introduced to the cards. (Based upon the feedback, it is apparent that my challenge now is to create several new reflective adventures to reinforce and expand their understanding as they continue their respective growth journey's.)"
In an informal survey Karl Bimshas Consulting asked established leaders to rank the leadership attributes they considered crucial for an ideal leader to possess. They were then asked to select which attributes they had.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "The Making of Leaders".
Leadership success is all about the how leaders perceived by his team. The most important thing is leading by example. The holistic and inclusive approach to leadership is the best way forward in leading the people. This presentation is all about Islamic Perspective on Leadership.
The Big-Ass View on Competence (and Communication)Jurgen Appelo
This is an alternative version of "On the Road to Competence", with some stuff added about organizational structure.
http://www.noop.nl
http://www.jurgenappelo.com
In this presentation I describe what the role of a manager is in an agile organization. I give a checklist of 12 topics that managers should concern themselves with.
Note: About 90% of this presentation consists of slides from an earlier presentation (So Now You're an Agilist, What's Next?) But this one is more focused on management.
http://www.noop.nl
http://www.jurgenappelo.com
A description of the term "self-organization" and how it relates to management (which includes governance and leadership).
http://www.noop.nl
http://www.jurgenappelo.com
An attempt at investigating how complexity theory can be applied to further improve thinking in Lean software development.
http://www.noop.nl
http://www.jurgenappelo.com
An overview of Systems Thinking, and how to apply the ideas of Complexity Theory to management of systems, with the results being called "Complexity Thinking".
This presentation is part of the Management 3.0 course created by Jurgen Appelo.
http://www.management30.com/course-introduction/
The ultimate presentation about Scrum, the world's leading project management framework for agile software development.
http://www.noop.nl
http://www.jurgenappelo.com
Managing Agility: From Complex To SimpleJurgen Appelo
This is my contribution to the Pecha Kucha at the Business of Software 2009 conference. Most slides are picked from my other presentations, and there's little to no text in it.
It probably won't be useful to anyone without a video. Still, I include it here for sake of completeness.
What (Else) Can Agile Learn From ComplexityJurgen Appelo
How can complexity science be applied to software development? This presentation shows you which scientific concepts can be mapped to agile software development.
http://www.noop.nl
http://www.jurgenappelo.com
So, Now You're An Agilist, What's Next?Jurgen Appelo
Doing projects better doesn't stop at agile. In this presentation I attempt to distill new advances in software development from the field of complexity science.
Complexity science is the study of complex systems, like ecosystems, biological systems, economic systems, etc. "Complexity science" is the scientific approach to "systems thinking". It can be used to understand and explain why complex systems behave the way they do. Ken Schwaber, Jim Highsmith and other experts have explained in their books that a lot of agile concepts have been copied from the study of complex systems. However, agile software development has not covered all there is to learn.
I will show why practices must be agile (self-organized) *and* formal (controlled), why any software development method is doomed to fail, why managing scope is a too simplistic interpretation of the principle of “embracing change”, why most process improvement initiatives are linear and wrong, and why some sets of practices will be show chaotic behavior when combined.
Agile Management: Leading Teams with a Complex MindJurgen Appelo
These are the slides I used in my deep dive session at the Scrum Gathering in Amsterdam.
See: Agile Management Workshop
http://www.noop.nl/2010/11/agile-management-workshop.html
35 Best Quotes from Management for HappinessJurgen Appelo
The book Managing for Happiness offers concrete games, tools, and practices for all workers so they can introduce better management, with fewer managers. http://m30.me/happiness
Management 3.0 Overview, was used to promote my Management 3.0 training arround the world. It is a slighty changed version from Jurgen Management 3.0 50 min presentation.
One of the Philippines' top Filipino corporate trainers and youth/student leadership trainers, Mr. Myron Sta. Ana talks about servant leadership for the youth and the students of the Sto. Niño Catholic School in Taguig City, Metro Manila, Philippines.
Lead 9102 Authentic Leadership Jones, Kuehn, Marquise, WesleyShaniqua Jones, MA
Authentic leaders show to others that they genuinely desire to understand their own leadership to serve others more effectively (George, 2010).
From a theoretical and practical research view as well as one who exemplifies Authentic Leadership, Dr. Martin L. King Jr.;the constructs and development of Authentic Leadership; and a training component...you will be able to understand your authenticity!
This slide deck was created by the animators of Robo MG. http://www.robomg.com/
For more info, see: http://www.noop.nl/2013/07/video-experiment.html
http://www.happymelly.com/
Many people don't like their jobs, and many organizations fail to survive in changing environments.
Here's a story of what happened before, and what should (or could) happen now, to try and make things better.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
9. How do you become a
successful worker
(whatever it is you do)...
10. Three maturity levels (for skill)
Shu traditional wisdom, learning fundamentals (apprentice)
Ha detachment, breaking with tradition (journeyman)
Ri transcendence, everything is natural (master)
http://en.wikipedia.org/wiki/Shuhari
http://en.wikipedia.org/wiki/Master_craftsman
11. Six maturity levels (for discipline)
Oblivious “We don’t even know that we’re performing a process.”
Variable “We do whatever we feel like at the moment.”
Routine “We follow our routines (except when we panic).”
Steering “We choose among our routines by the results they
produce.”
Anticipating “We establish routines based on our past experiences.”
Congruent “Everyone is involved in improving everything all the
time.”
Gerard Weinberg, Quality Software Management: Systems Thinking
http://www.amazon.com/Quality-Software-Management-Systems-Thinking/dp/0932633226/
16. “16 Basic Desires”
Acceptance The need for approval
Physical Activity Or exercise
Curiosity The need to think
Power The need for influence of will
Eating The need for food
Romance The need for love and sex
Family The need to raise children
Saving The need to collect
Honor Being loyal to a group
Social Contact The need for friends
Idealism The need for purpose
Status The need for social standing
Independence Being an individual
Tranquility The need to be safe
Order Or stable environments
Vengeance The need to strike back
Steven Reiss. Who Am I? The 16 Basic Desires
That Motivate Our Actions and Define Our
Personalities. City: Berkley Trade, 2002
17. “16 Basic Desires”
Acceptance The need for approval
Physical Activity Or exercise
Curiosity The need to think
Power The need for influence of will
Eating The need for food
Romance The need for love and sex
Family The need to raise children
Saving The need to collect
Honor Being loyal to a group
Social Contact The need for friends
Idealism The need for purpose
Status The need for social standing
Independence Being an individual
Tranquility The need to be safe
Order Or stable environments
Vengeance The need to strike back
Steven Reiss. Who Am I? The 16 Basic Desires
That Motivate Our Actions and Define Our
Personalities. City: Berkley Trade, 2002
18. “9 Basic Desires”
Acceptance The need for approval
Curiosity The need to think
Power The need for influence of will
Honor Being loyal to a group
Social Contact The need for friends
Idealism The need for purpose
Status The need for social standing
Independence Being an individual
Order Or stable environments
Steven Reiss. Who Am I? The 16 Basic Desires
That Motivate Our Actions and Define Our
Personalities. City: Berkley Trade, 2002
19. “Self-Determination Theory”
Acceptance The need for approval
Curiosity The need to think
Power The need for influence of will
Honor Being loyal to a group
Social Contact The need for friends
Idealism The need for purpose
Status The need for social standing
Independence Being an individual
Order Or stable environments
Edward L. Deci and Richard M. Ryan. The
Handbook of Self-Determination Research.
Rochester: University of Rochester Press, 2004
Competence The need to feel capable
Autonomy The need to choose one’s own actions
Relatedness The need to be socially involved
20. “Self-Determination Theory”
Acceptance The need for approval
Curiosity The need to think
Power The need for influence of will
Honor Being loyal to a group
Social Contact / Relatedness The need for friends
Idealism The need for purpose
Status The need for social standing
Independence / Autonomy Being an individual
Order Or stable environments
Competence The need to feel capable
Edward L. Deci and Richard M. Ryan. The
Handbook of Self-Determination Research.
Rochester: University of Rochester Press, 2004
21. 10 Intrinsic Desires
Acceptance The need for approval
Curiosity The need to think
Power The need for influence of will
Honor Being loyal to a group
Social Contact / Relatedness The need for friends
Idealism The need for purpose
Status The need for social standing
Independence / Autonomy Being an individual
Order Or stable environments
Competence The need to feel capable
22. “Drive”
Acceptance The need for approval
Curiosity The need to think
Power The need for influence of will
Honor Being loyal to a group
Social Contact / Relatedness The need for friends
Idealism / Purpose The need for purpose
Status The need for social standing
Independence / Autonomy Being an individual
Order Or stable environments
Competence / Mastery The need to feel capable
Daniel H. Pink, Drive: The Surprising Truth
About What Motivates Us. Riverhead, 2009
23. 10 Intrinsic Desires
Acceptance The need for approval
Curiosity The need to think
Power The need for influence of will
Honor Being loyal to a group
Social Contact / Relatedness The need for friends
Idealism / Purpose The need for purpose
Status The need for social standing
Independence / Autonomy Being an individual
Order Or stable environments
Competence / Mastery The need to feel capable
24. 10 Intrinsic Desires
Curiosity The need to think
Honor Being loyal to a group
Acceptance The need for approval
Mastery / Competence The need to feel capable
Power The need for influence of will
Freedom / Independence / Autonomy Being an individual
Relatedness / Social Contact The need for friends
Order Or stable environments
Goal / Idealism / Purpose The need for purpose
Status The need for social standing
29. Let’s ignore the (subtle) differences for now…
goal
vision
mission
objective
intent
target
aim
30. Goal checklist
specific and understandable
simple and concise
manageable and measurable
memorable and reproducible
attainable and realistic
ambitious and stimulating
actionable and assignable
agreed-upon and committable
relevant and useful
time-bound and time-specific
tangible and real
excitable and igniting
inspiring and visionary
value-based and fundamental
revisitable and assessable
31. Example 1
As a company, and as individuals, we
value integrity, honesty, openness,
personal excellence, constructive self-
criticism, continual self-improvement,
and mutual respect.We are
committed to our customers and
partners and have a passion for
technology.We take on big challenges,
and pride ourselves on seeing them
through.We hold ourselves
accountable to our customers,
shareholders, partners, and employees
by honoring our commitments,
providing results, and striving for the
highest quality.
Actionable
Ambitious
Inspiring
Measurable
Memorable
Realistic
Relevant
Simple
Tangible
Time-bound
32. Example 2
Our mission is to organize the world’s
information and make it universally
accessible and useful.
Actionable
Ambitious
Inspiring
Measurable
Memorable
Realistic
Relevant
Simple
Tangible
Time-bound
44. Self-organization… a definition
“Self-organization is a process of attraction and
repulsion in which the internal organization of a
system, normally an open system, increases in
complexity without being guided or managed by
an outside source.”
http://en.wikipedia.org/wiki/Self-organization
45. Your career is your
own responsibility.
Your employer is
not your mother.
48. “What You Measure Is What You Get”
or…
“What gets measured gets managed”
(Peter Drucker)
http://www.edpsycinteractive.org/papers/wymiwyg.html
WYMIWYG
53. Individual competence
“We learned that individual expertise did not
distinguish people as high performers. What
distinguished high performers were larger and
more diversified personal networks.”
Cross, Rob et.al. The Hidden Power of Social Networks. Boston: Harvard Business School Press, 2004
70. http://creativecommons.org/licenses/by-nd/3.0/
This presentation was inspired by the works of many people, and
I cannot possibly list them all. Though I did my very best to attribute
all authors of texts and images, and to recognize any copyrights, if
you think that anything in this presentation should be changed,
added or removed, please contact me at jurgen@noop.nl.
Editor's Notes
I explain that complexity researcher Dave Snowden says in his keynotes that stories/narratives work better than values or vision statements. And I show with this picture that we used a lego model of metaphors, combined with photos and video, to craft the vision for the ALE network.