We help you regain the radical innovation you lost as you grew. We pull the customer back in to the heart of your company. We let you become a network again.
We shake things up. We connect. We empower.
This is our manifesto.
This document outlines the philosophy and approach of a company called Nexxworks. They believe in networks over individual organizations, people or industries. They work to accelerate customer companies by moving fast like their environment. They focus on impact, passion, dialogue and results rather than reports and meetings. They seek to empower customers through experimentation and risk-taking to drive radical innovation, and choose partnerships where there is a great fit over disappointing outcomes.
This document outlines the philosophy and approach of a company focused on radical innovation, digital transformation, and networks. Some key points include:
- They believe in customer-first approach and empowering networks between organizations and individuals.
- Their goal is to ignite change through experimentation and risk-taking rather than slow, complex processes.
- They focus on passion, creativity, simplicity and agility over perfection and bureaucracy.
- Their approach may seem unconventional or scary to some, but is meant to help organizations survive disruption.
People are more complex than computers - Mairead O'Connor Equal ExpertsMairead O'Connor
Equal Experts is a consultancy founded and run by software people. We try to take the principles we use when building products and apply them to building a company. In just over a decade we’ve grown to a 1500 person network with many great clients. We’ve learned that there are some cultural challenges you can successfully apply an engineering mindset to, but some things are harder than they first appear! Join me to learn about how we’re trying to be a different sort of company. We’re challenging traditional ways of working; we question the standard practices of hierarchical management, performance appraisals, approvals, annual budgets, etc. Instead, we’re using concepts like iterative, user-centred design, microservices, ‘devops’, monitoring and alerting and plenty of other buzzwords du jour to try to create a better place to work.
From QCON London March 2019
Xerox discusses the types of problems they love to solve as a company. They enjoy problems that hold clients back the most, affect many people at scale, and exist at the intersection of people and technology. Some key problems they focus on include those that can improve organizations' ability to execute, act more like small companies, and be solved through collaboration and emerging technologies like automation, analytics, and artificial intelligence.
Growing companies face challenges in scaling their processes, budgets, and strategies to keep up with growth. IT leaders must get these three areas in sync by optimizing processes for scalability, prioritizing projects and outsourcing non-essential functions to maximize limited budgets, and closely collaborating with business stakeholders to understand needs and ensure IT strategies align with company priorities and growth expectations. Staying attuned to workflows behind requests and analyzing documents processes that can enable more efficient operations are key steps IT can take to help the business navigate challenges of rapid growth.
How to Bridge the Generational Gap For a More Productive Workplace - Vaness...SocialHRCamp
People are discussing the impact that millenials (a.k.a. digital natives) are having on the world of work. Some
say digital natives are lazy, entitled and lack focus. Others comment on the clash between digital natives and
their colleagues not born into the digital era (digital immigrants).
In her documentary film "Beyond the Digital Divide: Bridging the generational gap for a more productive workplace", Vanessa will explore these issues.
In this workshop, participants will:
- Watch the documentary
- Learn how digital natives are impacting the world of work
- Understand what organizations need to do to bridge the gap between digital natives and digital immigrants at work
- Know what digital natives value and why their input is critical to the future of work
- Develop their own action plan to bridge the digital divide
The document discusses how the entire company of Notarize functions as a growth team. It focuses on acquisition, activation, retention, revenue, and referral as key metrics. The growth team's goal is to acquire and activate more users while improving experiences and without increasing acquisition costs. Effective growth teams are data-driven, experiment-focused, and efficient in executing and analyzing experiments to validate assumptions and find solutions.
Innovations in digital workplaces and employee experienceJames Robertson
There's a huge engagement and information management challenge within organisations. Thankfully emerging digital workplaces are starting to deliver real employee experience benefits. (Keynote by James Robertson at the Digital Workplace Experience conference in Chicago, June 2017)
This document outlines the philosophy and approach of a company called Nexxworks. They believe in networks over individual organizations, people or industries. They work to accelerate customer companies by moving fast like their environment. They focus on impact, passion, dialogue and results rather than reports and meetings. They seek to empower customers through experimentation and risk-taking to drive radical innovation, and choose partnerships where there is a great fit over disappointing outcomes.
This document outlines the philosophy and approach of a company focused on radical innovation, digital transformation, and networks. Some key points include:
- They believe in customer-first approach and empowering networks between organizations and individuals.
- Their goal is to ignite change through experimentation and risk-taking rather than slow, complex processes.
- They focus on passion, creativity, simplicity and agility over perfection and bureaucracy.
- Their approach may seem unconventional or scary to some, but is meant to help organizations survive disruption.
People are more complex than computers - Mairead O'Connor Equal ExpertsMairead O'Connor
Equal Experts is a consultancy founded and run by software people. We try to take the principles we use when building products and apply them to building a company. In just over a decade we’ve grown to a 1500 person network with many great clients. We’ve learned that there are some cultural challenges you can successfully apply an engineering mindset to, but some things are harder than they first appear! Join me to learn about how we’re trying to be a different sort of company. We’re challenging traditional ways of working; we question the standard practices of hierarchical management, performance appraisals, approvals, annual budgets, etc. Instead, we’re using concepts like iterative, user-centred design, microservices, ‘devops’, monitoring and alerting and plenty of other buzzwords du jour to try to create a better place to work.
From QCON London March 2019
Xerox discusses the types of problems they love to solve as a company. They enjoy problems that hold clients back the most, affect many people at scale, and exist at the intersection of people and technology. Some key problems they focus on include those that can improve organizations' ability to execute, act more like small companies, and be solved through collaboration and emerging technologies like automation, analytics, and artificial intelligence.
Growing companies face challenges in scaling their processes, budgets, and strategies to keep up with growth. IT leaders must get these three areas in sync by optimizing processes for scalability, prioritizing projects and outsourcing non-essential functions to maximize limited budgets, and closely collaborating with business stakeholders to understand needs and ensure IT strategies align with company priorities and growth expectations. Staying attuned to workflows behind requests and analyzing documents processes that can enable more efficient operations are key steps IT can take to help the business navigate challenges of rapid growth.
How to Bridge the Generational Gap For a More Productive Workplace - Vaness...SocialHRCamp
People are discussing the impact that millenials (a.k.a. digital natives) are having on the world of work. Some
say digital natives are lazy, entitled and lack focus. Others comment on the clash between digital natives and
their colleagues not born into the digital era (digital immigrants).
In her documentary film "Beyond the Digital Divide: Bridging the generational gap for a more productive workplace", Vanessa will explore these issues.
In this workshop, participants will:
- Watch the documentary
- Learn how digital natives are impacting the world of work
- Understand what organizations need to do to bridge the gap between digital natives and digital immigrants at work
- Know what digital natives value and why their input is critical to the future of work
- Develop their own action plan to bridge the digital divide
The document discusses how the entire company of Notarize functions as a growth team. It focuses on acquisition, activation, retention, revenue, and referral as key metrics. The growth team's goal is to acquire and activate more users while improving experiences and without increasing acquisition costs. Effective growth teams are data-driven, experiment-focused, and efficient in executing and analyzing experiments to validate assumptions and find solutions.
Innovations in digital workplaces and employee experienceJames Robertson
There's a huge engagement and information management challenge within organisations. Thankfully emerging digital workplaces are starting to deliver real employee experience benefits. (Keynote by James Robertson at the Digital Workplace Experience conference in Chicago, June 2017)
Happier, Faster and Cheaper...The Bottom Lineguestc2c301
Businesses that adapt fastest to their environment by embracing change, openness, and partnerships will thrive. While fear of losing control hampers adaptation, focusing on customer needs and making products easy for partners to use builds faster, more efficient, and happier businesses aligned with fundamental internet and market realities.
How to sell digital projects to your boss Julie Starr
Tips on visualising problems and selling the need for digital improvements to your boss in a way that allows them to sell it to their boss. A presentation to local government digital crew from around New Zealand at the ALGIM 2014 conference in Auckland.
How to bring disruptive innovation to college mediarfrank_oregon
Presented to the ACP/CMA 2013 conference on Thursday, Oct. 24 in New Orleans.
Description: While they were replacing the daily newspaper with two weekly magazines and an upgraded website, the leaders of the Emerald Media Group started lots of other stuff. For example: quackd.com for offbeat student contributions; a photo booth that now makes money at frat parties; a special projects news team; an in-house ad agency. Why? Because revolution is now the normal state of affairs. Learn why it should be for you, too.
The topics I presented help in understanding how the innovation brought by the latest Internet generation has dramatically changed the way we communicate, collaborate and develop setting new rules by which organizations have to play if they want engage in their activities and succeed in their future.
The presentation:
* Helps in understanding how the innovation brought by the latest Internet generation has dramatically changed the way we communicate, collaborate and develop.
* Highlights the new rules by which organizations have to play if they want to succeed and engage with today's environment.
* Provides a set of concrete actions for organizations to change their DNA not simply to survive but especially to win in this new digital era.
The document discusses how organizations can think more digitally by embracing constant change, abandoning perfection, automating routine tasks, challenging old ways of doing things, and empowering employees to make decisions autonomously within a clear shared vision and strategic goals. It provides examples of how to support digital thinking through abandoning perfection in content, disrupting old ways, automating processes, and embracing ideas from unrelated fields. Recommendations include evaluating tasks based on their value and automation potential, testing new tools, and asking questions to challenge the status quo.
The document discusses logistical questions about a new business producing NanoPlastic bags. The business will decide the bag shape and accept most payments upfront or via credit through a sister company. Production will be done in-house if the projects are easy, otherwise outsourced. No employees are planned currently beyond potential future hires. Delivery of products will use large vehicles, planes, or ships and occur immediately if agreements are in place. The business will operate from a location that helps the owner and allows for potential future hiring of employees.
The document discusses how Claire Kemp founded Knot Resources to spread the message that people are not resources. It then describes various initiatives created by Unboxed, Claire's company, to engage employees, solve problems, and encourage innovation in order to improve employee retention. This includes an onboarding game, a "Whines and Cheers" forum, reworking intellectual property clauses, and pairing employees through a "Linkers and Thinkers" game to generate new ideas. The result was a reduction in Unboxed's attrition rate as employees felt more empowered in shaping their employment experience.
AZSHRM - Interdepartmental Relationships - Keep People and Departments Runnin...Satrix Solutions
This document discusses how to improve interdepartmental relationships and collaboration in organizations. It notes that poor internal collaboration can lead to reduced efficiency, lower morale, and poorer customer experiences. The document recommends that companies establish clear lines of communication between departments, conduct surveys to evaluate interdepartmental collaboration, and promote empathy and understanding between teams to break down silos. Leading by example and cultivating a culture where employees are comfortable sharing opinions can also help improve internal teamwork and customer service.
2013 Presidents' Forum of St. Louis "The Future of Knowledge Work"Robert Rodenbaugh
Stephanie Leffler, CEO of CrowdSource.com, discussed the future of knowledge work. She started by sharing her experience starting an online business that was dependent on others before creating a do-it-yourself ecommerce solution. This led her to discover crowdsourcing which provided scalable labor. Her company CrowdSource.com launched in 2011 and uses crowdsourcing to provide content, moderation, categorization and more. Leffler believes that in the future, work will be much different with work being transparent, measurable, location independent, and optimized for efficiency based on output rather than education.
Digital employee experience (DEX) is a powerful concept that mirrors customer experience. Still new in the marketplace of ideas, it's already having an impact around the globe. Closing keynote at DEX 2019 (Sydney) by James Robertson, Founder, Step Two.
The intranet and the digital transformationIntranätverk
What do we mean by ”digital transformation”? What does it require from organizations and employees? What role can the intranet play in the digital transformation? How? These are questions that Oscar Berg answer in this presentation.
What does a digital workplace look like? (Keynote presentation from IKO confe...James Robertson
The Innovations in Knowledge Organisation (IKO) conference in Singapore brought together a wide range of practitioners to explore practical solutions. This closing keynote by James Robertson from Step Two shared key definitions, themes from the conference and practical examples.
35 of the most forward thinking, global CPOs gathered in Ascot, England for our annual CPO retreat, Ovation. We've compiled the key soundbites overheard across the two days of invaluable conversations and presentations.
This document discusses how leaders can use stories to inspire and influence others. It provides 5 types of stories that leaders can tell: 1) Challenge stories to overcome obstacles, 2) Connecting stories to relate experiences, 3) Metaphoric stories to articulate concepts visually, 4) Visionary stories to sell grand dreams and influence change, and 5) Cautionary stories to avoid past mistakes. Each story type is explained and an example leader is given to illustrate how that type of story can be used and its impact. The document encourages leaders to incorporate purposeful storytelling in their communication.
In this SlideShare we present an overview of what Floown is. The short answer? A SaaS platform for teams, organizations & businesses to effectively work with different people. The long answer? Well, you're gonna have to click through the SlideShare.
How do you scale from 0 to 100,000 stores? par Siavash Ghorbani TheFamily
How can you act when your company quickly grows from 0 to 100,000 stores?
How do you handle problematics such as recruiting, entreprise culture or tech?
Siavash Ghorbani, CTO of Tictail will give a behind the scenes tour of the organizational growth that embraces the autonomy and entrepreneurship that appeals to talented engineers.
Inscrivez-vous aux prochains workshops! — http://www.meetup.com/fr/StartupWorkshop/
Pour ne pas rater les prochains évènements, c'est ici : http://www.thefamily.co/education/
This document discusses Kanban, an agile project management method. It provides an overview of Kanban concepts and practices, including:
- Kanban focuses on continuous improvement and empowering workers rather than optimizing individual parts.
- Kanban aims to remove waste from processes through techniques like limiting work in progress and visualizing workflow.
- Examples of Kanban tools and techniques are described, such as using physical or digital Kanban boards to manage work flow and limit work in progress.
- The importance of learning from data and metrics to guide improvements is emphasized.
Our culture is the summary of who we are at meploy & what we value. It make us understand how we work together & treat each other.
This deck is our second edition and will be revised & updated during 2020.
Happier, Faster and Cheaper...The Bottom Lineguestc2c301
Businesses that adapt fastest to their environment by embracing change, openness, and partnerships will thrive. While fear of losing control hampers adaptation, focusing on customer needs and making products easy for partners to use builds faster, more efficient, and happier businesses aligned with fundamental internet and market realities.
How to sell digital projects to your boss Julie Starr
Tips on visualising problems and selling the need for digital improvements to your boss in a way that allows them to sell it to their boss. A presentation to local government digital crew from around New Zealand at the ALGIM 2014 conference in Auckland.
How to bring disruptive innovation to college mediarfrank_oregon
Presented to the ACP/CMA 2013 conference on Thursday, Oct. 24 in New Orleans.
Description: While they were replacing the daily newspaper with two weekly magazines and an upgraded website, the leaders of the Emerald Media Group started lots of other stuff. For example: quackd.com for offbeat student contributions; a photo booth that now makes money at frat parties; a special projects news team; an in-house ad agency. Why? Because revolution is now the normal state of affairs. Learn why it should be for you, too.
The topics I presented help in understanding how the innovation brought by the latest Internet generation has dramatically changed the way we communicate, collaborate and develop setting new rules by which organizations have to play if they want engage in their activities and succeed in their future.
The presentation:
* Helps in understanding how the innovation brought by the latest Internet generation has dramatically changed the way we communicate, collaborate and develop.
* Highlights the new rules by which organizations have to play if they want to succeed and engage with today's environment.
* Provides a set of concrete actions for organizations to change their DNA not simply to survive but especially to win in this new digital era.
The document discusses how organizations can think more digitally by embracing constant change, abandoning perfection, automating routine tasks, challenging old ways of doing things, and empowering employees to make decisions autonomously within a clear shared vision and strategic goals. It provides examples of how to support digital thinking through abandoning perfection in content, disrupting old ways, automating processes, and embracing ideas from unrelated fields. Recommendations include evaluating tasks based on their value and automation potential, testing new tools, and asking questions to challenge the status quo.
The document discusses logistical questions about a new business producing NanoPlastic bags. The business will decide the bag shape and accept most payments upfront or via credit through a sister company. Production will be done in-house if the projects are easy, otherwise outsourced. No employees are planned currently beyond potential future hires. Delivery of products will use large vehicles, planes, or ships and occur immediately if agreements are in place. The business will operate from a location that helps the owner and allows for potential future hiring of employees.
The document discusses how Claire Kemp founded Knot Resources to spread the message that people are not resources. It then describes various initiatives created by Unboxed, Claire's company, to engage employees, solve problems, and encourage innovation in order to improve employee retention. This includes an onboarding game, a "Whines and Cheers" forum, reworking intellectual property clauses, and pairing employees through a "Linkers and Thinkers" game to generate new ideas. The result was a reduction in Unboxed's attrition rate as employees felt more empowered in shaping their employment experience.
AZSHRM - Interdepartmental Relationships - Keep People and Departments Runnin...Satrix Solutions
This document discusses how to improve interdepartmental relationships and collaboration in organizations. It notes that poor internal collaboration can lead to reduced efficiency, lower morale, and poorer customer experiences. The document recommends that companies establish clear lines of communication between departments, conduct surveys to evaluate interdepartmental collaboration, and promote empathy and understanding between teams to break down silos. Leading by example and cultivating a culture where employees are comfortable sharing opinions can also help improve internal teamwork and customer service.
2013 Presidents' Forum of St. Louis "The Future of Knowledge Work"Robert Rodenbaugh
Stephanie Leffler, CEO of CrowdSource.com, discussed the future of knowledge work. She started by sharing her experience starting an online business that was dependent on others before creating a do-it-yourself ecommerce solution. This led her to discover crowdsourcing which provided scalable labor. Her company CrowdSource.com launched in 2011 and uses crowdsourcing to provide content, moderation, categorization and more. Leffler believes that in the future, work will be much different with work being transparent, measurable, location independent, and optimized for efficiency based on output rather than education.
Digital employee experience (DEX) is a powerful concept that mirrors customer experience. Still new in the marketplace of ideas, it's already having an impact around the globe. Closing keynote at DEX 2019 (Sydney) by James Robertson, Founder, Step Two.
The intranet and the digital transformationIntranätverk
What do we mean by ”digital transformation”? What does it require from organizations and employees? What role can the intranet play in the digital transformation? How? These are questions that Oscar Berg answer in this presentation.
What does a digital workplace look like? (Keynote presentation from IKO confe...James Robertson
The Innovations in Knowledge Organisation (IKO) conference in Singapore brought together a wide range of practitioners to explore practical solutions. This closing keynote by James Robertson from Step Two shared key definitions, themes from the conference and practical examples.
35 of the most forward thinking, global CPOs gathered in Ascot, England for our annual CPO retreat, Ovation. We've compiled the key soundbites overheard across the two days of invaluable conversations and presentations.
This document discusses how leaders can use stories to inspire and influence others. It provides 5 types of stories that leaders can tell: 1) Challenge stories to overcome obstacles, 2) Connecting stories to relate experiences, 3) Metaphoric stories to articulate concepts visually, 4) Visionary stories to sell grand dreams and influence change, and 5) Cautionary stories to avoid past mistakes. Each story type is explained and an example leader is given to illustrate how that type of story can be used and its impact. The document encourages leaders to incorporate purposeful storytelling in their communication.
In this SlideShare we present an overview of what Floown is. The short answer? A SaaS platform for teams, organizations & businesses to effectively work with different people. The long answer? Well, you're gonna have to click through the SlideShare.
How do you scale from 0 to 100,000 stores? par Siavash Ghorbani TheFamily
How can you act when your company quickly grows from 0 to 100,000 stores?
How do you handle problematics such as recruiting, entreprise culture or tech?
Siavash Ghorbani, CTO of Tictail will give a behind the scenes tour of the organizational growth that embraces the autonomy and entrepreneurship that appeals to talented engineers.
Inscrivez-vous aux prochains workshops! — http://www.meetup.com/fr/StartupWorkshop/
Pour ne pas rater les prochains évènements, c'est ici : http://www.thefamily.co/education/
This document discusses Kanban, an agile project management method. It provides an overview of Kanban concepts and practices, including:
- Kanban focuses on continuous improvement and empowering workers rather than optimizing individual parts.
- Kanban aims to remove waste from processes through techniques like limiting work in progress and visualizing workflow.
- Examples of Kanban tools and techniques are described, such as using physical or digital Kanban boards to manage work flow and limit work in progress.
- The importance of learning from data and metrics to guide improvements is emphasized.
Our culture is the summary of who we are at meploy & what we value. It make us understand how we work together & treat each other.
This deck is our second edition and will be revised & updated during 2020.
This document provides an overview of the culture and values at Jack Morton Worldwide, an experience branding agency. Some key points include:
- They value talent over titles, risk-taking over groupthink, and embrace diversity of personalities.
- Their goal is to create ongoing brand experiences between clients and stakeholders through real, rich interactions both online and offline.
- They aim to solve business problems creatively rather than just responding to briefs, and take calculated risks to provide bold solutions.
- Measurement of success is focused on creating solutions that directly impact clients' bottom lines through engagement and influence.
What If PR Stood for People and Relationships By Brian SolisCision
In partnership with Vocus and Cision, Brian Solis released his new e-book, “What If PR Stood for People and Relationships?,” illustrated by world-renowned cartoonist Gapingvoid.
A principal analyst at Altimeter Group, Solis is an award-winning author, prominent blogger and frequent keynote speaker. In the free e-book, he challenges PR pros to use technology to strengthen stakeholder relations to deliver business outcomes. Solis says relationships must be the guiding force for the modern communicator’s actions.
Check out the e-book to learn:
• A vision for the PR industry in the digital era
• A PR-centric approach to adapting new technologies
• The means to avoid “shiny object” syndrome
What If PR Stood for People and Relationships By Brian SolisCision
The document discusses how PR should focus on people and relationships rather than publicity. It argues that marketing, PR, and advertising often chase the latest technologies without understanding their purpose or value. Instead, companies should focus on delivering value to people and see technology as a way to connect with people in meaningful ways. The key is to put people first and use empathy to build genuine relationships rather than just focusing on campaigns or metrics.
This document summarizes the mission and culture of Palo Alto Software. Their mission is to revolutionize how small businesses set goals and track performance by being the "Fitbit for Small Business." Their culture focuses on relying on data to test ideas and make decisions, solving problems for customers rather than focusing on their own success, being transparent in sharing information, giving employees autonomy over their work, being selective in hiring top talent, and valuing the community.
Outkreate is a digital-first design and marketing agency. As we grow, it's become important to define our purpose and the values under which we operate. The goal of this living and breathing document is to infom potential hires of our purpose and culture. This way, folks are aware of what they are getting into. Also, this helps us "articulate" our powerful culture -- so, we know when someone is deviating from a value - and can work as feedback to correct our actions. Netflix's culture deck's candid language and style inspired our verbiage and formatting.
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
- The document discusses the importance of innovation, constant improvement, and a willingness to take risks and make mistakes in order to stay competitive in business. It emphasizes relentless pursuit of inefficiency and technological/innovative leaps to drive growth.
- Leadership is discussed in terms of empowering others, treating people with respect, and letting individuals and teams discover their own strengths and contributions to the organization. Trust between leaders and teams is highlighted as important for cohesion.
- A focus on customer service, continual systems improvement, and quality communication is advocated to build successful organizations centered around valuable professional services.
This document discusses the importance of innovation, design, talent acquisition, customer service, and relentless pursuit of improvement for organizations. Some key points made include:
1) Innovation and blowing up the status quo, rather than incremental changes, are necessary to stay competitive.
2) Acquiring talented people who can improve processes and create new opportunities is vital for growth.
3) Focusing on design thinking and creating memorable customer experiences that enhance the brand's positioning are important strategies.
4) Relentless pursuit of inefficiency, technological leaps, and new ways to create wealth will help organizations succeed.
This document outlines the culture of a growing business. It emphasizes building an awesome culture that attracts great talent, being data-driven but also trusting intuition. Employees are described as scrappy, innovative, and passionate people who are eager to learn. The culture focuses on health, collaboration, and avoiding rigid hierarchies or policies in favor of trusting employees to use good judgment.
Transform your organisation, one post it note at a time AgileCymru
What do we really need to do for our business to transform and how do we engage the people we work with to contribute to that journey and sustain it?
In the context of a traditional advertising agency Leanne shares inspirational insights and outcomes on how she applied agile principles and tools at M&C, Saatchi and the MSLGROUP, to create great teams, improve workflow and raise team happiness.
This document discusses how to transform organizations using agile principles. It provides examples of common problems in advertising and marketing organizations that could be addressed through change, such as inconsistent profits, budget pressures, clients frequently changing requirements, and siloed work cultures. It asks questions about what motivates people in their work and how environments can be improved to create great teams and produce great work. The document advocates for writing ideas down, focusing on parts of the agile manifesto, establishing principles for effective teams, creating frameworks for collaboration, and doing exercises in groups to brainstorm and discover solutions.
What makes Cloudticity unique? What allows our small-ish team to win almost every time against bigger, badder, more funded competitors? It's our TEAM, which is driven by CULTURE. Read about the heart of our company here.
This document describes Chemistry, a management consultancy that believes in developing great people. It provides opportunities for employees to work on exciting projects, enjoy a great company culture with benefits like daily lunches and music, and develop their skills through weekly training sessions. The role described is for a marketing position to create engaging content and build an online community to inspire more people to join Chemistry's mission.
What's the spirit of your company? At Odoo, we know that a great and motivating atmosphere is the key! It can help employees to feel better and then be proud of working for your company!
How do people drive transformation? Fluxx & Ashridge researchAdam Sweeney
The document discusses effective change initiatives and what makes them succeed. It found that across diverse sectors, effective change projects and leaders start with people. They challenge assumptions but do so gently. Their secret is movement building by finding and empowering internal influencers from across the business to build momentum for change. However, influencers can only succeed with aligned leadership and a clear business need driving the change initiative. The document then describes The Influencer Programme created with Ashridge Business School to help any business recruit and train influencers to drive cultural change through a live project over 6 months.
The document discusses creating an agile culture and continuous improvement. It talks about observing environments, focusing on parts of the agile manifesto, building collaborative frameworks, and brainstorming in groups. Common problems in advertising and marketing include inconsistent profits despite positive client feedback, budget pressures, clients frequently changing requirements, siloed work cultures, and unhealthy relationships between leadership and staff. The overall goal seems to be designing a culture that can continuously improve and adapt to changing needs.
On the occasion of nexxworks' 'Work in Progress Tour' - on the topic of aligning your organization, work & talent for disruption - Peter Hinssen gave this presentation on the Future of Work, at our most recent nexxworks café.
Find more about the 'Work in Progress Tour - which will be guided by Peter Hinssen - on https://nexxworks.com/innovation-programs/work-in-progress-tour .
5 gps settings to survive your Day After Tomorrownexxworks
Fuel is a new social media platform focused on short-form video content. It was created by Swedish internet entrepreneur and CEO Ola Ahvarsson through his company Keynote Media. The platform can be accessed online at tryfuel.com.
Flanders After Tomorrow - Keynote Peter Hinssen nexxworks
Peter Hinssen's keynote for Flanders After Tomorrow, an exclusive event organized by nexxworks and imec. This keynote will change your perspective on innovation, technology and organizing for a fast and furious future.
Get inspired with the most radical innovation approaches, trends and business models from all over the world!
Discover how disruption is spreading in Flanders and beyond!
There has been a lot of buzz around blockchain, and its most popular application Bitcoin. But what can organisations actually do with it, and what does it mean for you?
Find out more here about its potential, ecosystem, most popular start-ups and 15 promising cases in 5 different industries: Retail, Financial Services, Healthcare, Real Estate & Insurance.
The ideas that zoom in on The Day After Tomorrow are the ones that change entire companies, industries and even the world. They are where ENORMOUS amounts of LONG TERM VALUE lie. They are where the truly great ones – the giants of industry, those that provoke paradigm shifts – focus a lot of attention on: the Ubers of this world, and the Googles, with their moon shots. In this eye-opening presentation, Peter explains how we need to adapt to the accelerated speed of the market and how others were able to do so, in a way that propelled them ahead of the race. He shows how companies won’t make it to the Day After Tomorrow if they don’t embed Day After Tomorrow Thinking into the DNA of their organisation.
This document discusses emerging technologies and their impact on society and business models. In 3 sentences:
It describes how networks and platforms are disrupting traditional industries through mobile technology, AI, robotics, and data. Jobs are being eliminated as certain roles become obsolete due to automation and self-driving vehicles. Companies must reinvent themselves and think more like startups and networks to survive the ongoing technological disruption of existing business models.
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...Alexey Krivitsky
Is Agile dead? It depends on what you mean by 'Agile'. If you mean that the organizations are not getting the promised benefits because they were focusing too much on the team-level agile "ways of working" instead of systemic global improvements -- then we are in agreement. It is a misunderstanding of Agility that led us down a dead-end. At Org Topologies, we see bright sparks -- the signs of the 'second wave of Agile' as we call it. The emphasis is shifting towards both in-team and inter-team collaboration. Away from false dichotomies. Both: team autonomy and shared broad product ownership are required to sustain true result-oriented organizational agility. Org Topologies is a package offering a visual language plus thinking tools required to communicate org development direction and can be used to help design and then sustain org change aiming at higher organizational archetypes.
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...Dr. Nazrul Islam
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
A team is a group of individuals, all working together for a common purpose. This Ppt derives a detail information on team building process and ats type with effective example by Tuckmans Model. it also describes about team issues and effective team work. Unclear Roles and Responsibilities of teams as well as individuals.
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
4. People
alone
are
powerless.
Even if they are smart.
Organisa7ons
alone
are
sta7c.
Even if they are moving.
Industries
alone
stagnate.
Even if they are changing.
21. If
this
sounds
scary
to
you,
you
need
us
more
than
you
realize.
Knowing
how
to
respond
to
mistakes
is
how
you
survive
disrup7on.
22. Our
company
values
should
keep
changing.
Today
they
are
fluidity,
transparency,
crea7vity,
empowerment
and
emergence.
Who
knows
what
they’ll
be
tomorrow?
We
like
to
keep
things
flexible
!
23. We
don’t
hire
regular
people.
We
work
together
because
we
love
what
we
do
and
we
do
it
well.
We
work
together
because
we
are
dedicated
to
the
same
cause:
radical
innova7on
and
digital
transforma7on.
We
are
not
a
regular
company
24. We’re
obsessed
with
all
things
digital
It
is
a
way
to
become
more
human.
It
is
not
about
efficiency
or
cost
op7misa7on.
If
it’s
only
about
that,
it
won’t
work.
25. If
there
is
not,
we’ll
tell
you.
We
choose
a
great
match
over
disappoin7ng
results.
Any
day
of
the
week.
There
has
to
be
a
fit
between
us.
26. That
does
not
mean
that
we
do
not
take
our
work
seriously.
We
do.
It
has
to
be
fun.
27. We
need
your
commitment
But
we
know
you
will
be
more
commiXed
if
you’re
having
fun.