Ideas are cheap. Execution is everything.
How do you inspire your team to be insanely great--and accountable? Google, Zynga, KPCB’s John Doerr and Intel all used the Objective and Key Result approach (OKRs) as the secret for providing the discipline for radical growth. Many start-ups as well as established companies are adopting it, hoping to throw accelerant on their execution.
But OKRs are controversial and while they sound simple, they aren’t easy. Christina's been refining the OKR process with the start-ups she invest in and advises.
If you’re curious, learn more about OKRs here http://www.eleganthack.com/the-art-of-the-okr/
Lean can tell you what to build and Agile tells you how to build it--but neither tell you how to build it as a team. How do you build consensus? How do you inspire outlandish dreams? How do you create accountability in teams? Christina will share her toolkit for clarity and commitment. She has been refining this process with the start-ups she advises and invests in, and now it's ready to ship. You know about mission statements, but what about OKRs? Predictive roadmaps? Do you have a cadence for celebration? Come to this talk, and learn how to ship as a crew.
Radical Focus: Accomplish big goals with objectives and key resultsChristina Wodtke
Christina Wodtke demonstrates how to use objectives and key results to tackle and realize big goals in a methodical way, leaving nothing to chance. You’ll learn the beauty of a good fail and how regular check-ins can keep you on track to success.
Bringing the team together is only part of the puzzle. Transforming those people into high performing producers requires a plan. These steps will help you move to serving more clients and making more money.
Webinar-5 Steps to Building a Modern Comp PlanPayScale, Inc.
A comprehensive compensation plan can guide your organization in its talent strategies, but a modern comp plan drives organizational success. Modern compensation planning is rooted in your company’s goals and uses pay as a lever to increase employee retention, engagement, and performance. Whether you’re creating a modern compensation plan for the first time or updating an existing one, these five steps will help you create a plan that sets your organization up for long-term success.
Join PayScale’s Krystal Praast and Diane Schuman to learn how to create a modern comp plan from intention to implementation.
Register for this webinar and you’ll learn about:
-The importance of laying the groundwork for comp success
-How to build market-based pay ranges
-The path to successfully implementing your plan
Hire Smart: Why Your Recruiting Process Can Make or Break Your Business (Prop...AppFolio
With co-hosts NAA, we hosted a fantastic webinar called "Hire Smart: Why Your Recruiting Process Can Make or Break Your Business," with presenter Bill Nye, Senior Vice President - Marketing for RLL. He covered best practices for property managers to modernize their recruiting process and attract desirable candidates - flip through the slides to learn even more.
Webinar-The Total Economic Impact of PayScalePayScale, Inc.
Compensation management is more than just pay roll distribution. And if you’re in the trenches, you know your impact is bigger than a simple 3% adjustment to the salary budget. But how do you measure it? To help businesses realize the full impact of better compensation management, PayScale commissioned Forrester Consulting, an independent research firm, to conduct a study of real customers evaluating the total economic impact of PayScale.
Join Tim Low, SVP of Marketing at PayScale, and guest speaker Sean Owens, Principal Consultant, Forrester, as we dive into the analysis of how PayScale is delivering 249% ROI to its customers!
In this webinar, you’ll learn:
The state of labor and its impact on comp management
-The Total Economic Impact Study methodology
-The link between comp and retention
-How PayScale is delivering 249% ROI to its customers
Featuring insights from The Total Economic Impact Of PayScale: Cost Savings And Business Benefits Enabled By The PayScale Compensation Intelligence Platform.
Amazon Suspension Prevention Series Part 1Aideen Kerr
The first part of this webinar Amazon expert Peter Kearns analyzes the best practices for Amazon sellers so that they can maintain a healthy Amazon account.
Lean can tell you what to build and Agile tells you how to build it--but neither tell you how to build it as a team. How do you build consensus? How do you inspire outlandish dreams? How do you create accountability in teams? Christina will share her toolkit for clarity and commitment. She has been refining this process with the start-ups she advises and invests in, and now it's ready to ship. You know about mission statements, but what about OKRs? Predictive roadmaps? Do you have a cadence for celebration? Come to this talk, and learn how to ship as a crew.
Radical Focus: Accomplish big goals with objectives and key resultsChristina Wodtke
Christina Wodtke demonstrates how to use objectives and key results to tackle and realize big goals in a methodical way, leaving nothing to chance. You’ll learn the beauty of a good fail and how regular check-ins can keep you on track to success.
Bringing the team together is only part of the puzzle. Transforming those people into high performing producers requires a plan. These steps will help you move to serving more clients and making more money.
Webinar-5 Steps to Building a Modern Comp PlanPayScale, Inc.
A comprehensive compensation plan can guide your organization in its talent strategies, but a modern comp plan drives organizational success. Modern compensation planning is rooted in your company’s goals and uses pay as a lever to increase employee retention, engagement, and performance. Whether you’re creating a modern compensation plan for the first time or updating an existing one, these five steps will help you create a plan that sets your organization up for long-term success.
Join PayScale’s Krystal Praast and Diane Schuman to learn how to create a modern comp plan from intention to implementation.
Register for this webinar and you’ll learn about:
-The importance of laying the groundwork for comp success
-How to build market-based pay ranges
-The path to successfully implementing your plan
Hire Smart: Why Your Recruiting Process Can Make or Break Your Business (Prop...AppFolio
With co-hosts NAA, we hosted a fantastic webinar called "Hire Smart: Why Your Recruiting Process Can Make or Break Your Business," with presenter Bill Nye, Senior Vice President - Marketing for RLL. He covered best practices for property managers to modernize their recruiting process and attract desirable candidates - flip through the slides to learn even more.
Webinar-The Total Economic Impact of PayScalePayScale, Inc.
Compensation management is more than just pay roll distribution. And if you’re in the trenches, you know your impact is bigger than a simple 3% adjustment to the salary budget. But how do you measure it? To help businesses realize the full impact of better compensation management, PayScale commissioned Forrester Consulting, an independent research firm, to conduct a study of real customers evaluating the total economic impact of PayScale.
Join Tim Low, SVP of Marketing at PayScale, and guest speaker Sean Owens, Principal Consultant, Forrester, as we dive into the analysis of how PayScale is delivering 249% ROI to its customers!
In this webinar, you’ll learn:
The state of labor and its impact on comp management
-The Total Economic Impact Study methodology
-The link between comp and retention
-How PayScale is delivering 249% ROI to its customers
Featuring insights from The Total Economic Impact Of PayScale: Cost Savings And Business Benefits Enabled By The PayScale Compensation Intelligence Platform.
Amazon Suspension Prevention Series Part 1Aideen Kerr
The first part of this webinar Amazon expert Peter Kearns analyzes the best practices for Amazon sellers so that they can maintain a healthy Amazon account.
Tune in to our 30-minute tutorial for a clear understanding of how to put powerful analytics to work for your company.
Alana Filipovich, Customer Success Manager at Glassdoor
Webinar - Best Practices in Pay-for-PerformancePayScale, Inc.
Incentivizing employees based on performance makes a ton of sense. High performing employees should get a bigger piece of the pie, while low performers may not get a raise. In fact, according to PayScale's 2017 Compensation Best Practices Report, performance was the number one reason for giving increases last year. Organizations are moving away from using COLA as a reason for across the board raises.
Join PayScale's Mykkah Herner and Chris Estes to learn how to do pay-for-performance well and why paying for performance remains a strong compensation best practice.
Register for this webinar and you'll learn about:
-The right frequency of performance reviews
-How you can recognize performance with pay
-Monetary or non-monetary and which works best?
Webinar-5 Fast Facts About PayScale CompferencePayScale, Inc.
Join PayScale's Director of Product Marketing, Sr. Manager of Professional Services & Manager of Customer Education to hear about this year's PayScale Compference. Get the details on Compference logistics, keynote speakers and agenda.
PayScale Compference 2017—Sessions for MarketPay UsersPayScale, Inc.
Join Rita Patterson, Manager, Customer Education & Michele Kvintus, Client Manager as they share details about this year's PayScale Compference - the premier compensation conference focused on compensation trends, comp plan best practices, and product training. Learn about the Compference agenda, keynote speakers, enterprise sessions, and get your Compference questions answered.
The Impact of the Current Economy on Compensation ManagementPayScale, Inc.
Join James Redfern, Chief Financial Officer and Becky Wood, Sr. Applied Analytics Adviser, as they dive into wages pre, during, and post pandemic – and what this means for economic recovery.
Lou Adler & Lever Webinar: How Dumping Skills-Infested Job Descriptions Will ...Lever Inc.
In this webcast, recruiting thought leader Lou Adler shares how to hire the right people for the right jobs through a new approach to job descriptions. The key: focus on the work needed to be done, not the skills needed to do the work.
Structure can be a good thing. Pay ranges give you guidelines for how to pay your people, and help you to identify pay inconsistencies and inequities across your employees. Join this webinar to learn more.
-An overview of how to use your Insight Platform to build out a range structure
-Best Practices of what to think about when building out a structure in the tool for the first time
-Keys tips to implement pay ranges in your organization
Martin Williams, SEO Manager, AO.com
Martin discusses how 4 'failures' helped AO.com get stronger and increase the visiblility and importance of SEO within the company.
Accomplish Big Goals With Objectives & Key Results (Christina Wodtke)Future Insights
Session slides from Future Insights Live, Vegas 2015:
https://futureinsightslive.com/las-vegas-2015/
Christina Wodtke has devoted her career to tackling monumental tasks. She’s helped grow companies like LinkedIn, Yahoo, and the New York Times. Nowadays she works with startups and entrepreneurs, sharing her strategies for success and inspiring them to pursue big goals and outlandish dreams. Christina knows how to inspire diverse teams to work together, going all out in pursuit of a single, ultra-challenging goal. Hint: It’s not about to-do lists and accountability charts. How do you get your team to commit to bold goals? How do you stay motivated despite setbacks and disappointments? And is failure ever a viable option? Christina Wodtke will demonstrate how she uses objectives and key results to help teams tackle and realize big goals in a methodical way, leaving nothing to chance. You’ll learn the beauty of a good fail and how regular check-ins can keep you on track to success.
The presentation document (video removed) from Cindy Eckert's June 2015 MICHE Meeting broadcast live from Lake Mary, Florida held on Monday, May 4, 2015. Contact Cindy if you need the presentation file with the videos embedded.
Customer Experience Myth Busting
“Customer Experience” is quickly becoming a catch-all to describe anything that is remotely related to customers. This presentation will bust some of the most commonly understood myths out there and set the record straight:
- Myth 1: Customer Experience is the same as Customer Service.
- Myth 2: It’s nice to do but it’s not going to impact the bottom line.
- Myth 3: It’s only relevant to retailers.
- Myth 4: You’re sorted if you have a customer experience department.
Tune in to our 30-minute tutorial for a clear understanding of how to put powerful analytics to work for your company.
Alana Filipovich, Customer Success Manager at Glassdoor
Webinar - Best Practices in Pay-for-PerformancePayScale, Inc.
Incentivizing employees based on performance makes a ton of sense. High performing employees should get a bigger piece of the pie, while low performers may not get a raise. In fact, according to PayScale's 2017 Compensation Best Practices Report, performance was the number one reason for giving increases last year. Organizations are moving away from using COLA as a reason for across the board raises.
Join PayScale's Mykkah Herner and Chris Estes to learn how to do pay-for-performance well and why paying for performance remains a strong compensation best practice.
Register for this webinar and you'll learn about:
-The right frequency of performance reviews
-How you can recognize performance with pay
-Monetary or non-monetary and which works best?
Webinar-5 Fast Facts About PayScale CompferencePayScale, Inc.
Join PayScale's Director of Product Marketing, Sr. Manager of Professional Services & Manager of Customer Education to hear about this year's PayScale Compference. Get the details on Compference logistics, keynote speakers and agenda.
PayScale Compference 2017—Sessions for MarketPay UsersPayScale, Inc.
Join Rita Patterson, Manager, Customer Education & Michele Kvintus, Client Manager as they share details about this year's PayScale Compference - the premier compensation conference focused on compensation trends, comp plan best practices, and product training. Learn about the Compference agenda, keynote speakers, enterprise sessions, and get your Compference questions answered.
The Impact of the Current Economy on Compensation ManagementPayScale, Inc.
Join James Redfern, Chief Financial Officer and Becky Wood, Sr. Applied Analytics Adviser, as they dive into wages pre, during, and post pandemic – and what this means for economic recovery.
Lou Adler & Lever Webinar: How Dumping Skills-Infested Job Descriptions Will ...Lever Inc.
In this webcast, recruiting thought leader Lou Adler shares how to hire the right people for the right jobs through a new approach to job descriptions. The key: focus on the work needed to be done, not the skills needed to do the work.
Structure can be a good thing. Pay ranges give you guidelines for how to pay your people, and help you to identify pay inconsistencies and inequities across your employees. Join this webinar to learn more.
-An overview of how to use your Insight Platform to build out a range structure
-Best Practices of what to think about when building out a structure in the tool for the first time
-Keys tips to implement pay ranges in your organization
Martin Williams, SEO Manager, AO.com
Martin discusses how 4 'failures' helped AO.com get stronger and increase the visiblility and importance of SEO within the company.
Accomplish Big Goals With Objectives & Key Results (Christina Wodtke)Future Insights
Session slides from Future Insights Live, Vegas 2015:
https://futureinsightslive.com/las-vegas-2015/
Christina Wodtke has devoted her career to tackling monumental tasks. She’s helped grow companies like LinkedIn, Yahoo, and the New York Times. Nowadays she works with startups and entrepreneurs, sharing her strategies for success and inspiring them to pursue big goals and outlandish dreams. Christina knows how to inspire diverse teams to work together, going all out in pursuit of a single, ultra-challenging goal. Hint: It’s not about to-do lists and accountability charts. How do you get your team to commit to bold goals? How do you stay motivated despite setbacks and disappointments? And is failure ever a viable option? Christina Wodtke will demonstrate how she uses objectives and key results to help teams tackle and realize big goals in a methodical way, leaving nothing to chance. You’ll learn the beauty of a good fail and how regular check-ins can keep you on track to success.
The presentation document (video removed) from Cindy Eckert's June 2015 MICHE Meeting broadcast live from Lake Mary, Florida held on Monday, May 4, 2015. Contact Cindy if you need the presentation file with the videos embedded.
Customer Experience Myth Busting
“Customer Experience” is quickly becoming a catch-all to describe anything that is remotely related to customers. This presentation will bust some of the most commonly understood myths out there and set the record straight:
- Myth 1: Customer Experience is the same as Customer Service.
- Myth 2: It’s nice to do but it’s not going to impact the bottom line.
- Myth 3: It’s only relevant to retailers.
- Myth 4: You’re sorted if you have a customer experience department.
Comunication & Storytelling for Product Managers (and anyone else)Christina Wodtke
Half-Day Interactive Workshop
“Get ready to actively participate in your transformation from product manager to product leader”
A product manager rarely has any authority beyond what they can talk people into, thus we need to become really strong communicators. In this half-day interactive workshop, we’ll look at the three kinds of communication: managing up, team communications, and the very important roadshow for getting other groups onboard with your vision. We will use the power of story for formal communication and a combination of techniques from NVC (Harvard’s negotiation project) and the GSB’s “touchy feely” class to make sure your message gets through, and that we are listening effectively.
This special half-day training workshop, with product author and lecturer, Christina Wodtke, is specifically designed for product managers who are looking to really level up their communications skills and who want to use story-telling to effectively communicate with others.
The problem with unexpected consequences is that they are unexpected. The time of "move fast and break things" is over, as we have broken everything from hearts to democracy.
It's time for designers, along with their partners - engineers and business - to embrace a new long term approach to bringing change into the world, that focuses less on disruption and more on evolution. In this talk, Christina will explore various approaches to designing more robust and compassionate change.
Given at Lean Startup 2017.
Using Lean to Create High-Velocity Teams (Until 2:00pm)
Great products come from great teams, yet very few companies try their hand at at team design. Too often we rip job descriptions off the web, throw people together without preamble, then simmer in passive-aggressive discontent until someone eventually fires the person we’ve all been rolling our eyes at. Or worse, we avoid firing him until everyone good quits. Can Lean show us a better way to get things done?
Christina Wodtke teaches Lean Entrepreneurship at the university level and coaches executives how to create high-performing organizations. From this intersection she has helped a new kind of team emerge: the Lean Team.
What is the Lean Team?
-Hypothesizes about how we do our work, not just what work we’ll do.
-Holds no ao assumptions about the best way to get things done.
-Is constantly iterating.
-Commits to peer-to-peer accountability and coaching.
-Embraces diversity in experience and culture.
-Engages in formal reflection to increase learning velocity.
The best teams don’t just use Lean Startup methods to create breakthrough products. They use the learning cycle to reduce interpersonal conflict, communicate effectively, and get more done. In this breakout session, we’ll look at the best practices that high velocity, high-learning teams use, and how you can bring them back to your company.
#enterprise #startup #leanteams
This was given as a 1.5 hour lecture to the MDES students at CCA, removing the opening game play and the later exercise. It's better at 2-3 one hour lectures, plus game play.
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
http://creativecommons.org/licenses/by-nc-sa/4.0/
In school we learn to write as a fundamental building block for communication, and drawing is shunted away to “art class.” But scientists like Darwin and Marie Curie, presidents from Jefferson to Obama, and mathematicians, choreographers, and composers all have used sketching to give form to their ideas. Words are abstract and ambiguous, and can lead to miscommunication. We say a picture is worth a thousand words, so why do we discard this critical tool?
Drawing is not just for so-called creatives. Drawing allows you to ideate, communicate, and collaborate with your team. Stop talking around your vision, and get it on the whiteboard where your team can see it! Whether you’re an entrepreneur, an engineer, or a product manager, drawing will make you better at your job. In this workshop, you will go from “can’t draw a straight line” to visually representing complex ideas. First, we’ll demystify the act of sketching. Through a series of activities and exercises, we’ll cover the fundamental building blocks of visual communication. You’ll learn easy ways to draw the most common images, from people to interfaces. Next, we’ll tackle making storyboards, product flows, and interfaces. We’ll finish by working with charts, mental models, and canvases. This is a hands-on workshop, so come with paper, pencils, and pens, and be ready to make your mark.
Given at UXDC
From Starchitects to Design Gurus, the lone designer-hero has been our model for creating impact. But it’s a complete lie. The complex software, smart devices and connected information environments we create require multidisciplinary teams. So we must spend a lot of time getting teamwork right, right?
Sadly, no.
Instead we rip job descriptions off the web, throw people together without preamble, simmer in passive-aggressive discontent until we eventually fire the person we’ve all been rolling our eyes at. Or worse, we avoid firing him until everyone good quits.
It’s time to give teams the same attention and craft we give our products. Christina will share the lessons from top companies in the Silicon Valley for you to take back to your teams. It doesn’t matter if you are a manager or a peer leader, these approaches will make your team thrive. Awesome products come from awesome teams, so it’s time to stop doing business as usual and design a team for impact.
Teaching Game Design to Teach Interaction DesignChristina Wodtke
All educators seek the magic trinity of attention, comprehension, and retention. For interaction design educators, the struggle to achieve these goals is even greater. Hopeful designers enter the field with lofty aspirations, yet they still need to learn the fundamental principles of design and build the core skills of an interaction designer. While keeping design students engaged is undoubtedly a challenge, there is a medium that allows students to internalize the fundamentals of design by experiencing them.
Games.
Games have become ubiquitous in our culture. They are inherently engaging. Some are good and some are… not. By teaching design students how to design games, educators expose their students to the basics of interaction design in ways that the students can experience themselves. Concepts like affordance, skill building, storytelling, and emotion become real rather than just conceptual. Altering the parameters of their games helps students feel the effect these concepts have on their games.
This method has the potential to improve interaction design education across the board by ensuring that design graduates have internalized the fundamentals by the time they are ready to enter the field. What’s more, any design educator can learn to teach interaction design by teaching their students how to design games. After all, it’s fun!
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.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
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.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
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.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
Website Link :
https://skyeresidences.com/
https://skyeresidences.com/about-us/
https://skyeresidences.com/gallery/
https://skyeresidences.com/rooms/
https://skyeresidences.com/near-by-attractions/
https://skyeresidences.com/commute/
https://skyeresidences.com/contact/
https://skyeresidences.com/queen-suite-with-sofa-bed/
https://skyeresidences.com/queen-suite-with-sofa-bed-and-balcony/
https://skyeresidences.com/queen-suite-with-sofa-bed-accessible/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-king-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed-accessible/
#Skye Residences Etobicoke, #Skye Residences Near Toronto Airport, #Skye Residences Toronto, #Skye Hotel Toronto, #Skye Hotel Near Toronto Airport, #Hotel Near Toronto Airport, #Near Toronto Airport Accommodation, #Suites Near Toronto Airport, #Etobicoke Suites Near Airport, #Hotel Near Toronto Pearson International Airport, #Toronto Airport Suite Rentals, #Pearson Airport Hotel Suites
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.
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
3. Once upon a time there was an old farmer who had
worked his crops for many years. One day his horse ran
away. Upon hearing the news, his neighbors came to
visit. “Such bad luck,” they said sympathetically.
“Maybe,” the farmer replied.
The next morning the horse returned, bringing with it
three other wild horses. “How wonderful,” the
neighbors exclaimed.
“Maybe,” replied the old man.
The following day, his son tried to ride one of the
untamed horses, was thrown, and broke his leg. The
neighbors again came to offer their sympathy on his
misfortune.
“Maybe,” answered the farmer.
The day after, military officials came to the village to
draft young men into the army. Seeing that the son’s leg
was broken, they passed him by. The neighbors
congratulated the farmer on how well things had turned
out.
“Maybe,” said the farmer.
4. When I joined
Linkedin, many
people said “interesting choice.”
They did not know why I’d join
a resume site.
When I joined Myspace, they
said good luck. It looked hard,
but possible.
When I joined Zynga they all
congratulated me on landing in
one of the hottest spots in the
valley.
I’ve learned to say “We’ll see.”
But one thing I did learn…
7. This start-up has a vision to bring delicious artisinal loose-leaf
tea to fine dining restaurants and discerning cafes.
There were two founders...
8. Hanna
Hanna was firstgeneration Chinese, and
loved the tea she grew up
with at her parents
house. She despaired of
getting a nice cup of
green dragon well after a
fine meal.
9. Jack
Jack was British, and
equally miserable at
cafes that could poach an
egg perfectly yet thought
earl grey was a who and
not a what. They knew
there were plenty of
great tea producers. So
they decided they would
connect great tea with
fine restaurants and
cafes that were snobbish
about coffee but
ambivalent about tea.
10. And because they went to Stanford and could do math,
they managed to raise a little money to make a go at it.
11. (because no one is
dumb enough to
start a company
with their own
money, right?)
12. After a happy six
months decorating
and office and hiring
engineers and
making a very pretty
website where buyers
could find tea
producers and order
tasty tea and giving
away tea at tech
meet-ups and even
closing a few deals
they started to feel a
little uneasy.
13. While they had another 18 months of
runway, they wondered what was going on.
They had many many little tea producers
signing up, but only two buyers. A lopsided
market is not a profitable market. Like
good little founders, they decided to go out
and sell more tea themselves, to learn more
about the market!
14. One day, Hanna came
back with a very big
order from a distributor.
This distributor sold tea
to all kinds of
restaurants, big and
small, as well as canned
good and dry goods and
coffee. Jack was both
happy and alarmed! He
was happy to see so
much money about to
come into the business,
yet this was not TO
PLAN. A few days later,
and then she did it again
and again.
15. Distributors?
Hell no
Hanna told Jack that they were doing better connecting to
distributors seeking to up-scale their offering than cafes. It was
time to rethink their market focus. Jack suspected this might be a
good choice. But before uprooting everything, he suggested they
talk with Jim Frost.
16. Jim
Jim Frost was the first angel who gave them money. He was a
valley veteran, and had seem many companies go under as well as
a few succeed.
They had to meet at a Starbucks near his office, which always
made Jack have small quiet meltdowns inside.
19. “I looked out the window at the Ferris wheel of the Great America amusement park
revolving in the distance, then I turned back to Gordon and I asked,
“If we got kicked out and the board brought in a new CEO, what do you think he would
do?” Gordon answered without hesitation,
“He would get us out of memories.” I stared at him, numb, then said,
“Why shouldn’t you and I walk out the door, come back and do it ourselves?” Andy
Grove
20. Let’s Pretend
• We are a B2B company
• We built a sales team
• We hired a CEO
21. Jim
By the time they had finished talking Jim and math had them
decided that selling to distributors that had relationships with
retailers was the answer. They achieved product/market fit when
they weren't even paying attention!
43. Priorities this week
P1
Close deal with TLM Foods
P1
New Order flow
P1
# solid sales canidates in for
interview
OKR Confidence
Objective: Establish clear value to
distributers as a quality tea provider
KR: Reorders at 85% 5/10
KR: 20% of reorders self-serve 5/10
KR: Revenue of 250K
5/10
Key Risk Factors: Need new self-serve system
up in first month
Mondays each team lead shares:
•Week’s Priorities ( toOrg Health
get help & make
Next 4 weeks - Projects
commitment)
Team Health:
Passive reorder notifications
Team struggling with direction
•Near serve flow forroadmap (heads up!)
New self term distributors
change
Metrics for distributors on tea sales
•OKR confidence
Hire Customer service head
Distributor satisfaction Health:
•Key health indicators
Yellow
Green
44. Priorities this week
P1
Close deal with TLM
Foods
P1
New Order flow Spec’d
P1
Commitmen
3 solid sales candidates
t!
in for interview
Next 4 weeks - Projects
Passive reorder notifications
New self serve flow for
distributors
Metrics for distributors on tea
sales
Hire Customer service head
OKR Confidence
Objective: Establish clear value to
distributers as a quality tea
provider
KR: Reorders at 85% 5/10
KR: 20% of reorders self-serve
5/10
KR: Revenue of 250K 5/10
Key Risk Factors: Need new self-serve
system up in first month
Org Health
Team Health:
Yellow
Team struggling with direction
change
Distributor satisfaction Health:
Green
45. Priorities this week
P1
Close deal with TLM
Foods
P1
New Order flow Spec’d
P1
Commitmen
3 solid sales candidates
t!
in for interview
Next 4 weeks - Projects
Passive reorder notifications
New self serve flow for
distributors
Heads up!
Metrics for distributors on tea
sales
Hire Customer service head
OKR Confidence
Objective: Establish clear value to
distributers as a quality tea
provider
KR: Reorders at 85% 5/10
KR: 20% of reorders self-serve
5/10
KR: Revenue of 250K 5/10
Key Risk Factors: Need new self-serve
system up in first month
Org Health
Team Health:
Yellow
Team struggling with direction
change
Distributor satisfaction Health:
Green
46. Priorities this week
P1
Close deal with TLM
Foods
P1
New Order flow Spec’d
P1
Commitmen
3 solid sales candidates
t!
in for interview
Next 4 weeks - Projects
Passive reorder notifications
New self serve flow for
distributors
Heads up!
Metrics for distributors on tea
sales
Hire Customer service head
OKR Confidence
Objective: Establish clear value to
distributers as a quality tea
provider
Discussion
KR: Reorders at 85% 5/10
KR: 20% of reorders self-serve
& Support!
5/10
KR: Revenue of 250K 5/10
Key Risk Factors: Need new self-serve
system up in first month
Org Health
Team Health:
Yellow
Team struggling with direction
change
Distributor satisfaction Health:
Green
47. Priorities this week
P1
Close deal with TLM
Foods
P1
New Order flow Spec’d
P1
Commitmen
3 solid sales candidates
t!
in for interview
Next 4 weeks - Projects
Passive reorder notifications
New self serve flow for
distributors
Heads up!
Metrics for distributors on tea
sales
Hire Customer service head
OKR Confidence
Objective: Establish clear value to
distributers as a quality tea
provider
Discussion
KR: Reorders at 85% 5/10
KR: 20% of reorders self-serve
& Support!
5/10
KR: Revenue of 250K 5/10
Key Risk Factors: Need new self-serve
system up in first month
Org Health
Team Health:
Yellow
Team struggling with direction
change
Protect
what
matters
Distributor satisfaction Health:
Green
58. "I don't think we're
marketing right"
"We had some problems
with the performance of
the site"
"We had to deal with
wrong orders and late
deliveries to Los Gatos"
"We didn't hire a second
salesperson!"
So many excuses….
74. Thank You
Please contact me if you need help
setting up this system at your
company.
@cwodtke
www.eleganthack.com
Editor's Notes
Once upon ati me there was an old farmer who had worked his crops for many years. One day his horse ran away. Upon hearing the news, his neighbors came to visit. “Such bad luck,” they said sympathetically.
“Maybe,” the farmer replied.
The next morning the horse returned, bringing with it three other wild horses. “How wonderful,” the neighbors exclaimed.
“Maybe,” replied the old man.
The following day, his son tried to ride one of the untamed horses, was thrown, and broke his leg. The neighbors again came to offer their sympathy on his misfortune.
“Maybe,” answered the farmer.
The day after, military officials came to the village to draft young men into the army. Seeing that the son’s leg was broken, they passed him by. The neighbors congratulated the farmer on how well things had turned out.
“Maybe,” said the farmer.
When I joined Linkedin, many people said “huh, that’s interesting.” Many did not know why I’d join a resume site.
When I joined Myspace, they said good luck. It looked hard, but possible.
When I joined Zynga they all congratulated me on landing in one of the hottest spots in the valley.
I’ve learned to say “We’ll see.”
But one thing I did learn
Once upon a time there was a start-up.
Once upon a time there was a start-up.
This start-up has a vision to bring delicious artisinal loose-leaf tea to fine dining restaurants and discerning cafes.
There were two founders.
Hanna was first-generation Chinese, and loved the tea she grew up with at her parents house. She despaired of getting a nice cup of green dragon well after a fine meal.
Jack was British, and equally miserable at cafes that could poach an egg perfectly yet thought earl grey was a who and not a what. They knew there were plenty of great tea producers. So they decided they would connect great tea with fine restaurants and cafes that were snobbish about coffee but ambivalent about tea.
And because they went to Stanford and could do math, they managed to raise a little money to make a go at it. (because no one is dumb enough to start a company with their own money, right?)
(because no one is dumb enough to start a company with their own money, right?)
After a happy six months decorating and office and hiring engineers and making a very pretty website where buyers could find tea producers and order tasty tea and giving away tea at tech meet-ups and even closing a few deals they started to feel a little uneasy. While they had another 18 months of runway, they wondered what was going on. They had many many little tea producers signing up, but only two buyers. A lopsided market is not a profitable market. Like good little founders, they decided to go out and sell more tea themselves, to learn more about the market!
One day, Hann came back with a very big order from a distributor. This distributor sold tea to all kinds of restaurants, big and small, as well as canned good and dry goods and coffee. Jack was both happy and alarmed! He was happy to see so much money about to come into the business, yet this was not TO PLAN. They were here to connect fine dining and fine tea!
A few days later, Hann used her connections to close another deal with another distributor. It was a lot of money, but Jack was even more alarmed. This distributor did not want to use the nice self-serve website they built. Hann had to enter in their information by hand... and would every time they wanted to order! How would that scale? But it was soooo much money. and then she did it again and again.
Then, a few weeks later, Hann pulled Jack into their conference room. They had to kick out their lead programmer, as he liked to hide there to code quietly. Hann pointed out to Jack that they were doing better connecting to distributors seeking to up-scale their offering than cafes. That a single sale with a distributor resulted in more money per sales call. The restaurants didn't like like evaluating tea producers using the site either. Perhaps it was time to rethink their market focus. They went back and forth for awhile, but Jack, because despite being a designer he could also do math, realized this might be a good choice. But before uprooting everything and telling new stories to the employees and hiring a salesperson, he suggested they talk with Jim Frost.
Jim Frost was the first angel who gave them money. He was a valley veteran, and had seem many companies go under as well as a few succeed.
He was wise and insightful and could surely help the figure this out.
They had to meet at a Starbucks near his office, which always made Jack have small quiet meltdowns inside. By the time they had finished talking Jim and math had them decided that selling to distributors that had relationships with retailers was the answer. They achieved product/market fit when they weren't even paying attention!
“I looked out the window at the Ferris wheel of the Great America amusement park revolving in the distance, then I turned back to Gordon and I asked,
“If we got kicked out and the board brought in a new CEO, what do you think he would do?” Gordon answered without hesitation,
“He would get us out of memories.” I stared at him, numb, then said,
“Why shouldn’t you and I walk out the door, come back and do it ourselves?” Andy Grove
You can “try on” ideas, and work them through as if they were your decided strategy, to see if they make sense.
Jim Frost was the first angel who gave them money. He was a valley veteran, and had seem many companies go under as well as a few succeed.
He was wise and insightful and could surely help the figure this out.
They had to meet at a Starbucks near his office, which always made Jack have small quiet meltdowns inside. By the time they had finished talking Jim and math had them decided that selling to distributors that had relationships with retailers was the answer. They achieved product/market fit when they weren't even paying attention!
Jim Frost had another piece of advice
Now Hann and Jack were ready to focus the company on growth. And Jim had given them a little tool to help them with it. It's called OKRs.
Used at google
Popularized form john doer
Used at google
Popularized form john doerr
Used at google
Popularized form john doer
Used at google
Popularized form john doer
Used at google
Popularized form john doer
Dind’t make OKRS
Jim Frost had another piece of advice
Tough guy but
"We had some problems with the performance of the site""We had to deal with wrong orders and late deliveries to Los Gatos""I don't think we're marketing right""We didn't hire a second salesperson!"
Dind’t make OK
"We had some problems with the performance of the site""We had to deal with wrong orders and late deliveries to Los Gatos""I don't think we're marketing right""We didn't hire a second salesperson!"
RS
"We had some problems with the performance of the site""We had to deal with wrong orders and late deliveries to Los Gatos""I don't think we're marketing right""We didn't hire a second salesperson!"