The Power of Mentorship and Coaching: Finding the Next Generation of Museum Leaders
•Download as PPTX, PDF•
0 likes•119 views
Often we hear about the looming succession crisis—the demographic bomb that is awaiting us—and the need to address it for our continued success. This session will discuss these issues and share examples and exercises on how mentorship—as well as coaching and other tools—can be key to building our ranks and finding the leadership we need for the future of our organizations.
Report
Share
Report
Share
Recommended
Fa102 b group project
This document discusses customer journey mapping. It defines a customer journey map as a visualization of the process a person takes to accomplish a goal. Customer journey maps have two powerful tools: visualization and storytelling. The document discusses when and why companies should create customer journey maps, including to shift perspective to be outside-in, break down silos, assign ownership of touchpoints, target specific customers, and understand quantitative data. It provides examples of key elements of customer journey maps and qualitative research methods used. Finally, it outlines rules for creating a successful customer journey map, such as establishing goals, basing it on truth, collaborating, focusing on facts before visualization, and making the end product interactive.
Afterburner Webinars | Q3 Is Coming - Is Your Team Ready?
Q3 is the perfect time to reflect and re-align on the years' campaign and the supporting missions. Learn how to assess your current environment for new threats and resources which will increase your teams Situational Awareness. You will also learn how to integrate Lessons Learned to accelerate your individual, team, and organizational performance.
Fa102 b group project
The document discusses customer journey mapping, which visualizes the process a customer goes through to achieve a goal. It can help shift a company's perspective to be more customer-centric. Creating customer journey maps involves deconstructing the customer experience into touchpoints and channels. Key elements to include are the customer's point of view, actions/mindsets/emotions at each stage, and insights. Rules for an effective map are to establish clear goals, base it on research, collaborate with stakeholders, focus on understanding before design, and engage others with an interactive presentation.
Power Your Business with OKRs
https://www.wrike.com/blog/tag/okr/ - OKR (Objectives and Key Results) is a planning and goal setting technique made famous by Intel and Google. OKRs represent aggressive goals and define the measurable steps you’ll take towards achieving those goals. This presentation walks you through why and how you can use OKRs to power your business.
Strategic Planning: Think to Done
• Where should you start with strategic planning?
• What's the difference between Vision, Mission, and Goals?
• Should we decide fast or slow? (It's probably not what you think)
+ Plus more frameworks for thinking that will help you DISCOVER and EXECUTE on what makes you unique.
This presentation is based on a business startup training that I gave in September 2020.
Afterburner Webinars | Prepping for the Plan: 5 Must Do's Before the Planning...
This webinar is the first in a 3 part series on Strategic Planning. Here we discuss how your team can learn from the past and improve on last year's planning. We discuss the importance of open planning and the most important things to have in place before you kick off your Strategic Planning.
OKR Goals - Goal Quotes Part 2 - Atiim
This document contains quotes and information about goal setting and using objectives and key results (OKRs) to align teams and track progress. It discusses setting long-term and short-term goals, prioritizing objectives, defining goals in detail, evaluating progress, and overcoming obstacles to achieve goals. The document also describes the Atiim platform for enterprise goals and performance management to help organizations align, become more competitive and successful.
Failing Faster with Behavior Design
Ascend provides team building and leadership development experiences through outdoor adventures. They aim to foster meaningful conversations in a natural environment that energize participants and provide actionable business insights. Their mission is to connect people with each other and with nature. The leadership team has experience in coaching, consulting, athletics, military service, and business. Ascend used behavior design to define target behaviors to increase sales leads, such as getting an influencer to promote them. While website traffic increased, sales leads did not. They realized the behavior they wanted was difficult to achieve and pivoted to avoid wasting more time and money.
Recommended
Fa102 b group project
This document discusses customer journey mapping. It defines a customer journey map as a visualization of the process a person takes to accomplish a goal. Customer journey maps have two powerful tools: visualization and storytelling. The document discusses when and why companies should create customer journey maps, including to shift perspective to be outside-in, break down silos, assign ownership of touchpoints, target specific customers, and understand quantitative data. It provides examples of key elements of customer journey maps and qualitative research methods used. Finally, it outlines rules for creating a successful customer journey map, such as establishing goals, basing it on truth, collaborating, focusing on facts before visualization, and making the end product interactive.
Afterburner Webinars | Q3 Is Coming - Is Your Team Ready?
Q3 is the perfect time to reflect and re-align on the years' campaign and the supporting missions. Learn how to assess your current environment for new threats and resources which will increase your teams Situational Awareness. You will also learn how to integrate Lessons Learned to accelerate your individual, team, and organizational performance.
Fa102 b group project
The document discusses customer journey mapping, which visualizes the process a customer goes through to achieve a goal. It can help shift a company's perspective to be more customer-centric. Creating customer journey maps involves deconstructing the customer experience into touchpoints and channels. Key elements to include are the customer's point of view, actions/mindsets/emotions at each stage, and insights. Rules for an effective map are to establish clear goals, base it on research, collaborate with stakeholders, focus on understanding before design, and engage others with an interactive presentation.
Power Your Business with OKRs
https://www.wrike.com/blog/tag/okr/ - OKR (Objectives and Key Results) is a planning and goal setting technique made famous by Intel and Google. OKRs represent aggressive goals and define the measurable steps you’ll take towards achieving those goals. This presentation walks you through why and how you can use OKRs to power your business.
Strategic Planning: Think to Done
• Where should you start with strategic planning?
• What's the difference between Vision, Mission, and Goals?
• Should we decide fast or slow? (It's probably not what you think)
+ Plus more frameworks for thinking that will help you DISCOVER and EXECUTE on what makes you unique.
This presentation is based on a business startup training that I gave in September 2020.
Afterburner Webinars | Prepping for the Plan: 5 Must Do's Before the Planning...
This webinar is the first in a 3 part series on Strategic Planning. Here we discuss how your team can learn from the past and improve on last year's planning. We discuss the importance of open planning and the most important things to have in place before you kick off your Strategic Planning.
OKR Goals - Goal Quotes Part 2 - Atiim
This document contains quotes and information about goal setting and using objectives and key results (OKRs) to align teams and track progress. It discusses setting long-term and short-term goals, prioritizing objectives, defining goals in detail, evaluating progress, and overcoming obstacles to achieve goals. The document also describes the Atiim platform for enterprise goals and performance management to help organizations align, become more competitive and successful.
Failing Faster with Behavior Design
Ascend provides team building and leadership development experiences through outdoor adventures. They aim to foster meaningful conversations in a natural environment that energize participants and provide actionable business insights. Their mission is to connect people with each other and with nature. The leadership team has experience in coaching, consulting, athletics, military service, and business. Ascend used behavior design to define target behaviors to increase sales leads, such as getting an influencer to promote them. While website traffic increased, sales leads did not. They realized the behavior they wanted was difficult to achieve and pivoted to avoid wasting more time and money.
Ascend Adventures: Failing Faster with Behavior Design
How Ascend Adventures crafted it business and ultimately decided to shut down by using the principles of behavior design.
Afterburner Webinars | 5 Ways to Strengthen Your Strategic Planning Muscles
Afterburner President, Joel "Thor" Neeb discusses the most important parts of Strategic Planning. Some of the highlights he addresses are the importance of critical leverage points, how to avoid "group think", and how simplicity beats complexity every time.
Afterburner Webinars | Creating an Aligned Plan
This document provides guidance on creating an aligned strategic plan through a six step mission planning process. It emphasizes the importance of planning to stay ahead of changes, innovate, and create alignment within organizations. The six steps include determining a clear mission objective, identifying threats to achieving it, available resources, lessons learned, courses of action/tactics, and contingencies. Tips are provided for effective planning sessions, and an "Ace" leader is available to answer questions. The overall goal is to develop a plan to achieve flawless execution through alignment.
Using OKRs to Achieve Great Results in 2015
Slides from our webinar conducted on January 28th, 2015 about the Objectives & Key Results goal-setting process.
It’s the start of a new year, and for many of us that means setting and achieving some serious company goals.
A lot of companies are attributing their success to a sophisticated goal setting process called Objectives and Key Results, or OKRs for short. OKRs is the goal setting methodology used and popularized by companies like Google, Dropbox, and Zynga.
OKRs help businesses achieve complete transparency and alignment with clearly defined goals. It also helps with measuring their progress and provides opportunities to reflect back and understand what worked and what didn’t. It’s no wonder companies everywhere are flocking to it.
…So, where do you start? And how do you become one of the many companies benefitting from OKRs?
In this webinar we’ll cover:
– Quick introduction and how to get started if you are new
– How many OKRs you should have
– How to align and cascade OKRs
– What are the responsibilities of the employees and managers during an OKRs cycle
– How to create engagement during an OKRs cycle
– How to measure, score, and learn from OKRs
– What is the timeline of the activities that need to be done to execute an OKRs cycle
– Audience Q & A session
Recognition webinar
This document discusses employee recognition, including what it is, what it isn't, and the benefits of recognition. It outlines that recognition acknowledges individual or team behaviors and accomplishments that support organizational goals. Recognition should come from managers and peers on a daily basis. When companies spend over 1% of payroll on recognition, 85% see positive impacts on engagement. The benefits of recognition include improved performance, increased employee happiness, identifying weaknesses, and helping with onboarding and goal setting. The document provides tips for making recognition easy to implement through social recognition, established criteria, timing, frequency, and peer recognition.
Transformation of an Agile Purist to an Agile Mind
PROJECTCON | AGILECON Midwest 2019 in Indianapolis on May 10, 2019
Presenter: Jessica Soroky
Transformation of an Agile Purist to an Agile Mind
I have been a scrum master, release train engineer, agile coach and now the Director for Agile Delivery. I’ve lead teams, lead transformations, trained and collaborated with every level from team member to company president. In my 7 years doing and being agile (actual years not time where I was doing it ‘before it was called agile”), I have undergone a transformation i never saw coming - Agile purist to agile minded. How did this transformation happen? Why was it critical to my success? This session is all about a personal journey through all the stages of agile including the raw bumps and bruises along the way. Take a shortcut from my wins and my failures and learn how to be successful in corporate america agile - first hint; it has nothing to do with the scrum guide.
Key Take-a-Ways:
The difficulties and freedom that comes from transitioning from a purist to a agile mind.
Real life stories that capture what it means to ‘be” agile instead of “do” agile.
5 key tips to being a successful agile mind in the corporate world including do’s and don’ts.
An understanding how to apply agile concepts and techniques without ever having to reference the Scrum Guide again.
Event Website: https://projectconevent.com
LinkedIn: https://www.linkedin.com/company/projectcon-llc
Facebook: http://www.facebook.com/ProjectConEvent
Twitter: http://www.twitter.com/projectconevent
YouTube: https://www.youtube.com/channel/UCLLG1SGPs1L5YLoFndvGGhQ
Instagram: https://www.instagram.com/projectconevent
Presentation Slides: https://slideshare.com/projectcon
Post Event Trailer: https://youtu.be/1_RzFBnZ7bo
ProjectCon AgileCon Project Management
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...LinkedIn Talent Solutions
This document discusses how DocuSign elevated their recruiters by implementing a data-driven scorecard system. It introduced metrics to measure recruiter performance holistically across candidate experience, hiring manager satisfaction, and execution. Recruiters received frequent feedback based on these metrics. This led to improved recruiter engagement, development, and recognition. It also enhanced candidate and hiring manager experiences. The data-driven approach helped optimize recruiting performance while reducing attrition.Enhancing sales performance with gamification
Presentation delivered at Game Thinking Asia 2017, loosely based on client success stories of Gamification Nation. Key question: How did we motivate sales people to their next level of performance?
We looked at behavioural trends, success patterns, management practise and then added some game elements to really drive it forward.
#gamification #sales #employeeengagement
Parthiban Resume
Parthiban has over 8 years of experience leading teams in market research for TCS. He currently manages a team of 24 associates supporting North American operations. In his role, he has led several successful transitions of work from other companies to TCS. He has received several awards for his performance and for improving productivity, quality, and revenue. Parthiban has a variety of skills including people management, quality assurance, client management, and data analysis.
Planning tracking do it now
This document discusses the importance of planning and tracking progress towards goals. It outlines the key components of developing a strategic plan, including analyzing strengths, weaknesses, opportunities, and threats (SWOT analysis); creating a vision statement describing where the organization is heading; developing a mission statement explaining the organization's core purpose; setting specific, measurable goals; and breaking larger goals down into smaller milestones and tasks. The overall message is that planning is necessary to achieve organizational goals, and a strategic plan helps guide an organization from its current state to its desired future state.
Afterburner Webinars | Prepping for the Plan: 5 Must Do's Before the Planning...
Afterburner Inc. brings insights on leadership and teamwork learned in the military to your company. We offer programs and training in a wide variety of subjects, including business execution strategy and leadership development.
This webinar is the first in a 3 part series on Strategic Planning. Here we discuss how your team can learn from the past and improve on last year's planning. We discuss the importance of open planning and the most important things to have in place before you kick off your Strategic Planning.
Learn more about us at:
http://www.afterburner.com/
Lean Kanban India 2018 | Embracing Performance Kaizen | Rucha Kapare
Session Title:
Embracing Performance Kaizen
Session Overview :
Every organization hopes / expects / demands high performance from their employees and teams. It's not very long ago when most effective organization's in the world had a ritual called yearly goal - setting. Many organizations still continue with this where the HR cascades a set of goals set by the organization's leaders for their employees. This is usually followed by a quarterly to yearly review cycle which with most organizations are linked with incentives. In general terms, there isn't any flaw with this system; goal setting is an efficient way to continuously improve oneself. However, the execution of this process may be flawed and may lead to un optimized results.
With the advent of business agility, this focus shifted towards continuously learning & improving organizations. This meant that faster feedback was highly recommended for performance improvement and the idea of yearlong goal setting seemed a talk of the yesteryears. Many organizations embraced this change by completely abolishing the yearly goal setting practice and instead relying on mentor relationships for an individual's performance improvement. This did improve relationships at the same time hindered transparency since the organization goals were no longer directly accessed by every employee.
When seen from the perspective of game theory, it's evident that optimum results are obtained when employees achieve goals which are highly beneficial to them at the same time aligned with the organization's goals. With the former approach explained above, it's pretty clear that the employees in the first case were aware of the organization's goals, even if the goals were not aligned with their personal goals. Whereas in the latter case, the lack of transparency meant that the individual's goals were highly focused and may not be in-line with the organization's objectives.
This is where Performance Kaizen aligns these two systems with a flavor of Management 3.0 in order to create an optimum setup where high performing individuals, teams, and organizations can thrive. In this session, we present a case study of this implementation at Springer Nature along with our results and learning's; followed by a brief hands-on exercise for the attendees.
SNC 2015 | 4DX Handout
The document discusses the 4 Disciplines of Execution framework for translating strategy into action. It explains that the 4 disciplines - focusing on the wildly important, acting on leading measures, keeping a compelling scoreboard, and creating a cadence of accountability - must be done sequentially and well to achieve breakthrough results. When applied, the disciplines tap into people's desire to win and produce extraordinary outcomes by overcoming the challenges of execution.
Gamification for cultural change and employee engagement
Keynote Ryerson May 2018 Cultural change and motivation for employee engagement in the corporate sector through innovation and gamification design
Afterburner Webinars | 5 Ways to Strengthen Your Strategic Planning Muscles
The document discusses 5 ways to strengthen strategic planning, including staying strategic rather than tactical, focusing the dialogue, beginning with the desired future outcome in mind, identifying critical leverage points, and keeping the plan simple. It provides tips for each area such as defining key areas and campaigns, using a facilitator, and limiting the number of elements in the plan. The overall message is that companies can improve their ability to execute strategic plans by following these best practices for strategic planning.
Debora Galasso - Leading Change
The only constant in life is change. Don’t fear it, lead it!
Recognizing opportunities for positive change in an organization and effectively leading through ambiguity are hallmarks of a strong leader. This talk will share simple tools you can use to lead effective, successful change management initiatives at any level in the organization.
Td session5
The document provides guidance on achieving excellence through goal setting, quality preparation and training, and developing good habits. It recommends focusing on process and performance goals like improving athletes each day over simply aiming for outcome goals. Thorough preparation and training are emphasized, aiming to be 20% better than opponents rather than just achieving the next win. It also presents formulas showing how perfecting processes through measurable practice leads to ideal performance. Developing good habits through challenging training that extends one's capabilities can provide rapid growth and learning.
Cascading Objectives
This document summarizes an approach for driving corporate annual objectives down through each level of employees. It recommends that one annual objective for each employee should be aligned with one of the corporate objectives. These objectives are then cascaded down during annual performance reviews so that the objectives set for each employee are specific, measurable, achievable, relevant and time-bound. By having objectives flow down in this way and regularly providing feedback, employees can better appreciate how their individual contributions help meet the overall corporate goals. The approach aims to share common goals across levels to improve teamwork and ensure the corporate objectives are ultimately achieved or possibly exceeded with no associated costs.
Hire andretaindevelopers
This document provides tips for attracting and retaining top tech talent in New York City. It recommends developing a strategic plan to identify your needs and define success. For finding matches, it suggests mapping out the critical interview path and ensuring only the most qualified candidates attend the most expensive interviews. For retention, it advises aligning employees around shared values and mission, recognizing alignment, and building a great workplace through meaningful work, feedback, and visible wins. The overall message is that strategic planning, careful matching, and employee alignment are key to attracting and keeping A-list developers.
Dungeons and dragons and dev ops
An Ignite talk detailing how creating a D&D Group is very similar to building a DevOps Team and Culture
Powerpoint group presentation final
The CEO proposes a mentoring program to the general manager to help new management recruits. The general manager has doubts about taking it on due to being busy but the CEO convinces them of the benefits. The mentoring program would be voluntary and involve mentors from separate departments training and providing guidance to supervisors with the goal of retaining and developing them into senior management. The benefits outlined include developing mentoring skills, gaining knowledge of other roles, and satisfaction from developing people. An evaluation program would measure performance and gather feedback to determine if the mentoring program is successful. The general manager agrees it could be a great idea.
CoachingPresentation_VersionII
Sage NA is providing coaching training to reinforce a coaching model for driving organizational change. The training aims to heighten colleague engagement and foster greater motivation through coaching conversations. The agenda covers the case for change at Sage, what coaching is, the performance pyramid for setting goals, and the coaching model. The model involves creating dialogue through questions, balancing feedback, and planning for action. Managers are encouraged to use coaching to provide clarity on goals, build connections, and attain commitment from colleagues.
More Related Content
What's hot
Ascend Adventures: Failing Faster with Behavior Design
How Ascend Adventures crafted it business and ultimately decided to shut down by using the principles of behavior design.
Afterburner Webinars | 5 Ways to Strengthen Your Strategic Planning Muscles
Afterburner President, Joel "Thor" Neeb discusses the most important parts of Strategic Planning. Some of the highlights he addresses are the importance of critical leverage points, how to avoid "group think", and how simplicity beats complexity every time.
Afterburner Webinars | Creating an Aligned Plan
This document provides guidance on creating an aligned strategic plan through a six step mission planning process. It emphasizes the importance of planning to stay ahead of changes, innovate, and create alignment within organizations. The six steps include determining a clear mission objective, identifying threats to achieving it, available resources, lessons learned, courses of action/tactics, and contingencies. Tips are provided for effective planning sessions, and an "Ace" leader is available to answer questions. The overall goal is to develop a plan to achieve flawless execution through alignment.
Using OKRs to Achieve Great Results in 2015
Slides from our webinar conducted on January 28th, 2015 about the Objectives & Key Results goal-setting process.
It’s the start of a new year, and for many of us that means setting and achieving some serious company goals.
A lot of companies are attributing their success to a sophisticated goal setting process called Objectives and Key Results, or OKRs for short. OKRs is the goal setting methodology used and popularized by companies like Google, Dropbox, and Zynga.
OKRs help businesses achieve complete transparency and alignment with clearly defined goals. It also helps with measuring their progress and provides opportunities to reflect back and understand what worked and what didn’t. It’s no wonder companies everywhere are flocking to it.
…So, where do you start? And how do you become one of the many companies benefitting from OKRs?
In this webinar we’ll cover:
– Quick introduction and how to get started if you are new
– How many OKRs you should have
– How to align and cascade OKRs
– What are the responsibilities of the employees and managers during an OKRs cycle
– How to create engagement during an OKRs cycle
– How to measure, score, and learn from OKRs
– What is the timeline of the activities that need to be done to execute an OKRs cycle
– Audience Q & A session
Recognition webinar
This document discusses employee recognition, including what it is, what it isn't, and the benefits of recognition. It outlines that recognition acknowledges individual or team behaviors and accomplishments that support organizational goals. Recognition should come from managers and peers on a daily basis. When companies spend over 1% of payroll on recognition, 85% see positive impacts on engagement. The benefits of recognition include improved performance, increased employee happiness, identifying weaknesses, and helping with onboarding and goal setting. The document provides tips for making recognition easy to implement through social recognition, established criteria, timing, frequency, and peer recognition.
Transformation of an Agile Purist to an Agile Mind
PROJECTCON | AGILECON Midwest 2019 in Indianapolis on May 10, 2019
Presenter: Jessica Soroky
Transformation of an Agile Purist to an Agile Mind
I have been a scrum master, release train engineer, agile coach and now the Director for Agile Delivery. I’ve lead teams, lead transformations, trained and collaborated with every level from team member to company president. In my 7 years doing and being agile (actual years not time where I was doing it ‘before it was called agile”), I have undergone a transformation i never saw coming - Agile purist to agile minded. How did this transformation happen? Why was it critical to my success? This session is all about a personal journey through all the stages of agile including the raw bumps and bruises along the way. Take a shortcut from my wins and my failures and learn how to be successful in corporate america agile - first hint; it has nothing to do with the scrum guide.
Key Take-a-Ways:
The difficulties and freedom that comes from transitioning from a purist to a agile mind.
Real life stories that capture what it means to ‘be” agile instead of “do” agile.
5 key tips to being a successful agile mind in the corporate world including do’s and don’ts.
An understanding how to apply agile concepts and techniques without ever having to reference the Scrum Guide again.
Event Website: https://projectconevent.com
LinkedIn: https://www.linkedin.com/company/projectcon-llc
Facebook: http://www.facebook.com/ProjectConEvent
Twitter: http://www.twitter.com/projectconevent
YouTube: https://www.youtube.com/channel/UCLLG1SGPs1L5YLoFndvGGhQ
Instagram: https://www.instagram.com/projectconevent
Presentation Slides: https://slideshare.com/projectcon
Post Event Trailer: https://youtu.be/1_RzFBnZ7bo
ProjectCon AgileCon Project Management
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...LinkedIn Talent Solutions
This document discusses how DocuSign elevated their recruiters by implementing a data-driven scorecard system. It introduced metrics to measure recruiter performance holistically across candidate experience, hiring manager satisfaction, and execution. Recruiters received frequent feedback based on these metrics. This led to improved recruiter engagement, development, and recognition. It also enhanced candidate and hiring manager experiences. The data-driven approach helped optimize recruiting performance while reducing attrition.Enhancing sales performance with gamification
Presentation delivered at Game Thinking Asia 2017, loosely based on client success stories of Gamification Nation. Key question: How did we motivate sales people to their next level of performance?
We looked at behavioural trends, success patterns, management practise and then added some game elements to really drive it forward.
#gamification #sales #employeeengagement
Parthiban Resume
Parthiban has over 8 years of experience leading teams in market research for TCS. He currently manages a team of 24 associates supporting North American operations. In his role, he has led several successful transitions of work from other companies to TCS. He has received several awards for his performance and for improving productivity, quality, and revenue. Parthiban has a variety of skills including people management, quality assurance, client management, and data analysis.
Planning tracking do it now
This document discusses the importance of planning and tracking progress towards goals. It outlines the key components of developing a strategic plan, including analyzing strengths, weaknesses, opportunities, and threats (SWOT analysis); creating a vision statement describing where the organization is heading; developing a mission statement explaining the organization's core purpose; setting specific, measurable goals; and breaking larger goals down into smaller milestones and tasks. The overall message is that planning is necessary to achieve organizational goals, and a strategic plan helps guide an organization from its current state to its desired future state.
Afterburner Webinars | Prepping for the Plan: 5 Must Do's Before the Planning...
Afterburner Inc. brings insights on leadership and teamwork learned in the military to your company. We offer programs and training in a wide variety of subjects, including business execution strategy and leadership development.
This webinar is the first in a 3 part series on Strategic Planning. Here we discuss how your team can learn from the past and improve on last year's planning. We discuss the importance of open planning and the most important things to have in place before you kick off your Strategic Planning.
Learn more about us at:
http://www.afterburner.com/
Lean Kanban India 2018 | Embracing Performance Kaizen | Rucha Kapare
Session Title:
Embracing Performance Kaizen
Session Overview :
Every organization hopes / expects / demands high performance from their employees and teams. It's not very long ago when most effective organization's in the world had a ritual called yearly goal - setting. Many organizations still continue with this where the HR cascades a set of goals set by the organization's leaders for their employees. This is usually followed by a quarterly to yearly review cycle which with most organizations are linked with incentives. In general terms, there isn't any flaw with this system; goal setting is an efficient way to continuously improve oneself. However, the execution of this process may be flawed and may lead to un optimized results.
With the advent of business agility, this focus shifted towards continuously learning & improving organizations. This meant that faster feedback was highly recommended for performance improvement and the idea of yearlong goal setting seemed a talk of the yesteryears. Many organizations embraced this change by completely abolishing the yearly goal setting practice and instead relying on mentor relationships for an individual's performance improvement. This did improve relationships at the same time hindered transparency since the organization goals were no longer directly accessed by every employee.
When seen from the perspective of game theory, it's evident that optimum results are obtained when employees achieve goals which are highly beneficial to them at the same time aligned with the organization's goals. With the former approach explained above, it's pretty clear that the employees in the first case were aware of the organization's goals, even if the goals were not aligned with their personal goals. Whereas in the latter case, the lack of transparency meant that the individual's goals were highly focused and may not be in-line with the organization's objectives.
This is where Performance Kaizen aligns these two systems with a flavor of Management 3.0 in order to create an optimum setup where high performing individuals, teams, and organizations can thrive. In this session, we present a case study of this implementation at Springer Nature along with our results and learning's; followed by a brief hands-on exercise for the attendees.
SNC 2015 | 4DX Handout
The document discusses the 4 Disciplines of Execution framework for translating strategy into action. It explains that the 4 disciplines - focusing on the wildly important, acting on leading measures, keeping a compelling scoreboard, and creating a cadence of accountability - must be done sequentially and well to achieve breakthrough results. When applied, the disciplines tap into people's desire to win and produce extraordinary outcomes by overcoming the challenges of execution.
Gamification for cultural change and employee engagement
Keynote Ryerson May 2018 Cultural change and motivation for employee engagement in the corporate sector through innovation and gamification design
Afterburner Webinars | 5 Ways to Strengthen Your Strategic Planning Muscles
The document discusses 5 ways to strengthen strategic planning, including staying strategic rather than tactical, focusing the dialogue, beginning with the desired future outcome in mind, identifying critical leverage points, and keeping the plan simple. It provides tips for each area such as defining key areas and campaigns, using a facilitator, and limiting the number of elements in the plan. The overall message is that companies can improve their ability to execute strategic plans by following these best practices for strategic planning.
Debora Galasso - Leading Change
The only constant in life is change. Don’t fear it, lead it!
Recognizing opportunities for positive change in an organization and effectively leading through ambiguity are hallmarks of a strong leader. This talk will share simple tools you can use to lead effective, successful change management initiatives at any level in the organization.
Td session5
The document provides guidance on achieving excellence through goal setting, quality preparation and training, and developing good habits. It recommends focusing on process and performance goals like improving athletes each day over simply aiming for outcome goals. Thorough preparation and training are emphasized, aiming to be 20% better than opponents rather than just achieving the next win. It also presents formulas showing how perfecting processes through measurable practice leads to ideal performance. Developing good habits through challenging training that extends one's capabilities can provide rapid growth and learning.
Cascading Objectives
This document summarizes an approach for driving corporate annual objectives down through each level of employees. It recommends that one annual objective for each employee should be aligned with one of the corporate objectives. These objectives are then cascaded down during annual performance reviews so that the objectives set for each employee are specific, measurable, achievable, relevant and time-bound. By having objectives flow down in this way and regularly providing feedback, employees can better appreciate how their individual contributions help meet the overall corporate goals. The approach aims to share common goals across levels to improve teamwork and ensure the corporate objectives are ultimately achieved or possibly exceeded with no associated costs.
Hire andretaindevelopers
This document provides tips for attracting and retaining top tech talent in New York City. It recommends developing a strategic plan to identify your needs and define success. For finding matches, it suggests mapping out the critical interview path and ensuring only the most qualified candidates attend the most expensive interviews. For retention, it advises aligning employees around shared values and mission, recognizing alignment, and building a great workplace through meaningful work, feedback, and visible wins. The overall message is that strategic planning, careful matching, and employee alignment are key to attracting and keeping A-list developers.
Dungeons and dragons and dev ops
An Ignite talk detailing how creating a D&D Group is very similar to building a DevOps Team and Culture
What's hot (20)
Ascend Adventures: Failing Faster with Behavior Design
Ascend Adventures: Failing Faster with Behavior Design
Afterburner Webinars | 5 Ways to Strengthen Your Strategic Planning Muscles
Afterburner Webinars | 5 Ways to Strengthen Your Strategic Planning Muscles
Transformation of an Agile Purist to an Agile Mind
Transformation of an Agile Purist to an Agile Mind
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...
Afterburner Webinars | Prepping for the Plan: 5 Must Do's Before the Planning...
Afterburner Webinars | Prepping for the Plan: 5 Must Do's Before the Planning...
Lean Kanban India 2018 | Embracing Performance Kaizen | Rucha Kapare
Lean Kanban India 2018 | Embracing Performance Kaizen | Rucha Kapare
Gamification for cultural change and employee engagement
Gamification for cultural change and employee engagement
Afterburner Webinars | 5 Ways to Strengthen Your Strategic Planning Muscles
Afterburner Webinars | 5 Ways to Strengthen Your Strategic Planning Muscles
Similar to The Power of Mentorship and Coaching: Finding the Next Generation of Museum Leaders
Powerpoint group presentation final
The CEO proposes a mentoring program to the general manager to help new management recruits. The general manager has doubts about taking it on due to being busy but the CEO convinces them of the benefits. The mentoring program would be voluntary and involve mentors from separate departments training and providing guidance to supervisors with the goal of retaining and developing them into senior management. The benefits outlined include developing mentoring skills, gaining knowledge of other roles, and satisfaction from developing people. An evaluation program would measure performance and gather feedback to determine if the mentoring program is successful. The general manager agrees it could be a great idea.
CoachingPresentation_VersionII
Sage NA is providing coaching training to reinforce a coaching model for driving organizational change. The training aims to heighten colleague engagement and foster greater motivation through coaching conversations. The agenda covers the case for change at Sage, what coaching is, the performance pyramid for setting goals, and the coaching model. The model involves creating dialogue through questions, balancing feedback, and planning for action. Managers are encouraged to use coaching to provide clarity on goals, build connections, and attain commitment from colleagues.
Team Development - Managerial Skill
This was a presentation I made for a chapter on Teams & Teamwork by David Whetten for a course I took at KUSOM 1st Term called Managerial Skills
Masterclass excellent and effective board member hand out
The document provides information about an individual with expertise in project management, leadership coaching, and effective communication. It includes:
- Details of the individual's educational background and experience in management consulting, training, and coaching spanning over 20 years.
- An overview of topics they can provide guidance on including project management, strategic success management, risk analysis, leadership, communication skills, and situational leadership.
- Examples of frameworks and models they have developed for goals setting, risk assessment, leadership styles, and effective communication that aim to improve organization and outcomes.
Capricorn Coach training October 2014
The Capricorn Coaching Methodology document describes the Career Acceleration Process (CAP), a structured career development methodology. The CAP includes:
1) A Career Capabilities Assessment to evaluate a client's abilities across 96 defined skills.
2) Four stages of career development - Discovery, Development, Delivery, and Design - each addressing different abilities.
3) Coaching resources for coaches including seminar videos, progress journals, and a 5-step coaching model.
4) Four coaching programs addressing different client needs like transition coaching, coaching managers, and executive coaching. Coaches apply the CAP methodology and resources to help clients achieve their goals.
Climbing Strategy Mountain
This document outlines a strategy for climbing a mountain, which is used as a metaphor for developing an organizational strategy. It discusses preparing for the climb by understanding what strategy is, surveying the landscape to understand the current and desired situations, and visualizing the peak goal. It also covers determining the best path to reach the goal, including considering principles, and establishing points to observe, measure, learn, and adjust along the way. Participants in a workshop are guided through exercises to apply these strategic planning elements to their own work.
Creating a competitive training plan
The process of creating a training program to help develop trainer's level of competency comprises of 6 stages.See how...
Talent mapping functionals
The document outlines a talent mapping tool to help identify members' performance levels and development needs. It defines seven categories - Stars, Talent Pool, High Performing, High Talented People, Regular Performing, Regular Development, and Low Performing. The tool aims to identify members' performance, needs, and how to help them progress to increase efficiency, opportunities, development and experience within the organization.
An Entrepreneur's Guide to Finding a Coach
I designed this guide to help entrepreneur's navigate the opaque world of coaching. I also created this guide to help them assess and find an amazing coach who is a strong match. Fit is incredibly important because it has a direct impact on the strength of the alliance and quality of outcomes.
This guide is broken up into a number of sections. First, I provide an overview on what coaching actually is. I then share insights into the coaches toolbox. Said another way, the experiences, skills and certifications that a coach may have. From there, we'll dive into how you can run a process and determine fit. I then highlight coaches and organizations that have been recommended by your peers. On our way to wrapping up, I share how you can think about pricing and ROI. Finally, I leave you with some resources if you want to go deeper into coaching.
Working with a coach is a big investment in time, money and energy. Both sides should feel charged to co-create a partnership, embark on a life-changing journey and grow together over time. That's why going into the process armed with guidance and information is so critical. Good luck!
Artem Bykovets - Leader joins the new team
It happens that the Leader comes to the existing team and with good intentions begins to build relationships with people around but do it not in the best way. We will discuss a few examples, and Artem will share ideas and some tools of change leader (Scrum Master / Agile Coach / Consultant) aimed at not harming and to build a good relationship and trust, which will be the foundation for further change in processes and results.
Artem Bykovets: Як новий Лідер має "заходити" в існуючу/працюючу команду?
Artem Bykovets: Як новий Лідер має "заходити" в існуючу/працюючу команду?
UA Online PMDay 2021
Website - https://pmday.org/online
Youtube - https://www.youtube.com/startuplviv
FB - https://www.facebook.com/pmdayconference
Artem Bykovets: Agile Leader is coming to the pub Team, what to start from?
Global Online PMDay
Website - https://opmday.org
Youtube - https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ/featured
FB - https://www.facebook.com/edunomicaone
TAC2019 Agenda Shift Workshop
Toronto Agile Conference 2019 - Workshop on Business Improvement through Agenda Shift. By Martin Aziz, SquirrelNorth
coaching_and_mentoring.pdf
The document discusses coaching and mentoring for organizational effectiveness. It provides an overview of coaching and mentoring, including definitions, key differences, and the roles and responsibilities of coaches and mentors. Specifically, it outlines the GROW model for coaching conversations and explains why developing coaching and mentoring skills is important for managers to improve employee performance, retention, engagement, and development.
Y Scouts Interview Guide template
This document contains an interview guide for the position of Director of Talent Development at ACE Asphalt. It includes 4 success outcomes for the role, along with competencies and questions to assess candidates. The document and its contents are confidential.
Quality Planning
The document discusses quality planning for internship experiences. It provides guidance on:
1. Analyzing previous experiences using a waterfall analysis to identify top detractors and their impact on NPS scores.
2. Setting quarterly and monthly NPS goals by factoring in the top detractors identified and the previous quarter's score.
3. Developing a quality plan to address the top 3 detractors by defining strategies, action plans, responsibilities and timelines.
The document emphasizes understanding customer feedback to identify detractors and their root causes in order to establish an effective quality planning process that improves experiences over time.
Coaching for Results
This document discusses coaching and provides an overview of a coaching seminar. It defines coaching as a collaborative process that facilitates performance, learning, and development. Coaching differs from mentoring in that mentoring uses the mentor's resources, while coaching facilitates using the client's own resources. The seminar aims to explain coaching, identify coaching skills, and practice coaching questions. It also introduces a coaching model called GROW that guides coaches in setting goals, exploring current reality, identifying options, and agreeing on next steps with clients.
Tracking and coaching
This document discusses tracking and coaching as important leadership roles. Tracking involves monitoring team performance against goals and deadlines, and identifying gaps. Coaching helps improve performance through feedback, structured goal-setting, and building confidence. An effective tracking tool provides an overview of team members and workloads. Coaching benefits members by providing support to reach objectives. The coaching process involves gathering inputs, applying techniques like questioning and feedback, and agreeing on outputs and next steps.
Coach as a Leader, Leader as a Coach?
In this webinar delivered for the IIC&M Bettina Pickering explains why coaches are in effect leaders, and leaders should adopt a coaching style.
She covers the
- key qualities that great coaches and leaders have in common
- 3 core coaching/leadership qualities with practical examples drawn from her research of interviewing/surveying 30 coaches globally
- self-leadership and a process to develop each quality further
NSIN DIA 2021 Summit Dave Swanson Presentation
This document provides guidance on effective leadership and team building. It discusses the importance of having a clear mission and vision statements that are purpose-driven and inspirational. It also emphasizes values like communication, collaboration, and feedback. The document recommends building leaders by keeping promises, treating your team well, and committing to growth. Conflict should be addressed by acknowledging issues and finding solutions the whole team can work with. Diversity and an inclusive workplace are important for understanding customers, increasing productivity and innovation. Leaders should empower their teams and bring their full identities to their work.
Similar to The Power of Mentorship and Coaching: Finding the Next Generation of Museum Leaders (20)
Masterclass excellent and effective board member hand out
Masterclass excellent and effective board member hand out
Artem Bykovets: Як новий Лідер має "заходити" в існуючу/працюючу команду?
Artem Bykovets: Як новий Лідер має "заходити" в існуючу/працюючу команду?
Artem Bykovets: Agile Leader is coming to the pub Team, what to start from?
Artem Bykovets: Agile Leader is coming to the pub Team, what to start from?
More from West Muse
Archives Alive! Activating Archives for Engagement & Equity
This document summarizes a presentation by Peggy Tran-Le, Linda Waterfield, and Gina Caprari on activating archives for engagement and equity. The presentation discussed how the Phoebe A. Hearst Museum of Anthropology, UCSF Library Archives and Special Collections, and the Global Museum at San Francisco State University are making their archives more accessible and promoting diverse voices. This includes documenting film collections, creating finding aids, engaging students through classroom projects, developing exhibits featuring historical collections, and sharing archives online. The goal is to make archival materials more available and tell more inclusive stories.
Beyond Land Acknowledgements: Real Collaboration with Tribes & Tribal Leaders
Tribal land acknowledgments are rapidly growing in popularity among institutions and organizations, taking the form of opening statements in meetings and conferences, signage, or website messages. One might ask why land acknowledgments are being made in a growing number of settings, including the museum. Acknowledgment is a simple, powerful way of showing respect and is intended as a step toward correcting the practices that erase or freeze Indigenous people’s history and culture while inviting and honoring the truth. However, the land acknowledgment is also at risk of ending where it began, perhaps well-conceived and received, but merely a symbolic gesture with little to no follow-through of engagement and real change. While land acknowledgements are well-meaning, they are no substitute for substantive and ongoing tribal relationships and understandings of tribal land claims.
Digital Strategy: A Means for Museum Transformation
Museums crafting digital strategies for the first time can find the process daunting, so hearing from members of the museum community who have done this work can be a great place to start. This session will address how an institution can develop a successful digital strategy, including how to leverage technology for institutional impact, how to ensure digital efforts are serving a need, and how digital efforts can protect, enhance, and showcase content.
PRESENTERS: Alisha Babbstein, Archivist, Oregon Jewish Museum and Center for Holocaust Education
Nik Honeysett, CEO, Balboa Park Online Collaborative
Jack Ludden, Senior Strategist and Innovation Specialist, Balboa Park Online Collaborative
Gail Mandel, Deputy Director, Oregon Jewish Museum and Center for Holocaust Education
Building Community: Discovering Resources for Professional Support, Learning,...
Having a network of colleagues outside of their immediate co-workers was crucial when disaster struck. The members of the Museum Educators of Puget Sound have leaned into this community for support, resources, and information during the COVID-19 pandemic. Join them for open conversation on what they learned about their identity as museum educators, how they supported each other during different phases of the pandemic,
and how to decide what educators can carry forward.
PRESENTERS: Sondra Snyder, Director of Education, Museum of History & Industry
Emily Turner, K-12 & Youth Programs Coordinator, Museum of History & Industry
Nicole Frymier, Former Treasurer of the Museum Educators of Puget Sound
Kate Sorensen, Youth & Children’s Programs Manager, Bellevue Botanical Garden Society
Creative Attention: Art & Community Restoration
How can museums support individual and community wellness, belonging, and resilience? Hear a case study from the Palo Alto Art Center about Creative Attention, an initiative that included an exhibition, artist residencies, an art therapy residency, public programs, and wellness programs. As part of the session,m participate in a virtual meditation with our wellness program provider and use the prompts created by mour art therapist in an artmaking session.
MODERATOR: Karen Kienzle, Director, Palo Alto Art Center
PRESENTERS: Julie Forbes, Stress Management Consultant
Anh Tran, LMFT, ATR-P, Licensed Marriage and Family Therapist and Provision Art Therapist
Director & Leadership Teams Luncheon
This document outlines a strategic plan for an organization from 2011-2015. It details the organization's mission to inspire human connections by exploring the human experience. The vision is to be a place in San Diego for people to learn about each other, reflect on their place in the world, and build a better community. The commitment is to share diverse stories, especially those silenced by dominant cultural institutions.
Facilitating Critical Conversations Around Exhibitions
Museums provide space for people to engage in critical conversations. In this session, participants will hear from four museums on their relationship between the curation/exhibitions and education/community programs departments, how educators navigate complex and sometimes controversial topics with visitors, and how program organizers create public discussions on critical topics. Participants will also have the opportunity to speak with other museum professionals on how they address critical topics and foster dialogue and civil discourse.
PRESENTERS: Amanda Coven, Director of Education, Oregon Jewish Museum and Center for Holocaust Education
Molly Wilmoth, Bonnie Lee and Oliver P. Steele III Curator of Education & Engagement, High Desert Museum
Eliza Canty-Jones, Chief Program Officer and Editor Oregon Historical Quarterly, Oregon Historical Society
Ariel Peasley, Education and Community Engagement Coordinator, Coos History Museum
Helping Communities Heal in the Wake of Local Crisis
As natural disasters and crises become prevalent, hear how four museums responded to wildfires and the recent COVID-19 pandemic. Learn innovative ways to help your community heal. Each museum will share how they addressed local crises in thoughtful and meaningful ways while staying true to their missions and protecting their collections. Through partnerships, interactive social media platforms, creative artmaking, reflective exhibitions, collecting oral histories, and developing programs, each museum became a place of gathering, engagement, connection, reflection, and support.
PRESENTERS: Jeff Nathanson, Executive Director, Museum of Sonoma County
Jesse Clark McAbee, Curator of Museums, Museums of Lake County
Carol Oliva, Director of Development, California Indian Museum and Cultural Center
Jessica Ruskin, Education Director, Charles M. Schulz Museum
Labelling Legacies Branded Final.pptx
How do museums and historians shape a person’s legacy, for better or for worse? Join us for small group conversations as we investigate the stories of aviation pioneers Pancho Barnes and Amelia Earhart through an LBGTQ+ perspective. We’ll consider the wider challenges of representing diverse ethnicities or sexual/gender identities of historical individuals with today’s language, and examine how what museums say (and don’t say) about a person’s life has a profound impact on visitors.
PRESENTERS: Shae Skager, Administrative Coordinator, Education, The Museum of Flight
Sean Mobley, Social Media and Content Marketing Specialist, The Museum of Flight
Measuring Museum Social Impact
A national research study, Measurement of Museum Social Impact (MOMSI), is working to create a survey to help museums measure their social impact. In this session, hear about the study, its history, and the forthcoming toolkit; preliminary social impact data from MOMSI host museums; and host museum perspectives on how to recruit participants through an equity lens and use social impact data for master and strategic planning, advocacy, and community engagement.
PRESENTERS: Emily Johnson, Field Services Manager, Utah Division of Arts & Museums
Dean Watanabe, Vice President, and Deputy Director, San Diego Zoo
Dan Keeffe, Director of Learning & Engagement, Los Angeles Zoo and Botanical Gardens
Lorie Millward, VP of Possibilities, Thanksgiving Point Institute
Michelle Mileham, Ph.D., Project Manager, Measurement of Museum Social Impact & Accessibility Coordinator, Utah Division of Arts & Museums
Museum People: Exploring Museum Workforce Issues in 2022
This session explores workforce issues through the lens of an organization created in reaction to the COVID-19
pandemic. We will facilitate open discussion about issues such as the shift in needed skills, changed business
models, and staff fatigue. The goal is to learn from each other by sharing what’s happening across institutions,
identifying short- and long-term concerns, and considering barriers and ways to move forward.
PRESENTERS: Rita Deedrick, Volunteer, MuseumExpert.org
Wendy Meluch, Principle, Wendy Meluch Consulting
Jill Stein, Founder and Principle Researcher, Reimagine Research Group
Preserving History Through Restoration
Traditional museum conservation fails to address some of the challenges and opportunities inherent in our institutions’ outdoor, macro, and functional artifacts. Whether a lightship, a submarine, a submersible, or your artifact, they sometimes withstand non-standard museum display environments and practices to keep them relevant. Join us for a discussion about preserving historical and educational significance through atypical preservation projects.
PRESENTERS: Beth Sanders, Collections Manager, U.S. Naval Undersea Museum
Richard Pekelney, Co-Chair, USS Pampanito, San Francisco Maritime National Park Association Board of Trustees
Bruce Jones, Deputy Director, Columbia River Maritime Museum
Strategies for Surfacing Truth and Fostering Reconciliation for Racial Equity
This document summarizes a discussion on strategies for advancing racial equity in museums. It describes how the Museums & Race initiative began in response to lack of response from museums after Ferguson. Their goal is systemic change in museums through governance, funding, representation, and transparency. The discussion covered paradigms around oppression and privilege. Activities were presented to brainstorm worst case scenarios and preventive actions. A Museums & Race Report Card was introduced to provide accountability by allowing museums to self-evaluate practices around issues like responsiveness and representation. Attendees were encouraged to provide feedback to continue improving the report card.
Tools for Meaningful and Engaging Internship Programs
Inviting interns onto your team is a great way to introduce support, generate diverse ideas, and create valuable learning opportunities for all involved. But not all internship programs are created equal. This session explores tools and engagement strategies to provide more meaningful experiences to interns and the museum.
Presenters: Peter Kukla, Planetarium Manager, Eugene Science Center
Jennifer Powers, Featured Hall Assistant Manager, Oregon Museum of Science and Industry
Planned Giving Opportunities with the Upcoming Transfer of Wealth (Pt 2/2)
Studies show that $9 trillion in assets will be passed in the U.S. from Baby Boomers to Gen X and millennials by 2027. It is imperative that fundraisers plan thoughtfully for this transfer of wealth because great opportunity exists to secure planned gifts. While many nonprofits focus on immediate funding needs, museums are in a unique position, responsible for long-term institutional preservation and collections care. It is not only prudent but necessary to develop sustainable revenue.
Planned Giving Opportunities with the Upcoming Transfer of Wealth (Pt. 1/2)
This document discusses planned giving opportunities for museums through bequests and other planned gifts as part of an upcoming transfer of wealth. It provides an overview of giving trends in the US, the amounts of wealth expected to be transferred between generations in the coming decades, and how different generations approach philanthropic giving. The document then discusses strategies for launching a planned giving program, overcoming challenges, identifying prospective donors, gift types and their tax benefits, and opportunities involving bequests, life insurance, retirement plans, and charitable gift annuities. Experts provide insights on these various planned giving tools and how nonprofits can utilize them.
Board Engagement in Fundraising
Boards are responsible for the fiscal health of the nonprofit organizations they serve. Not only must they give, but it is essential that they take part in fund development. Many volunteers are uncomfortable in this role. This session will equip staff with tools to train board members about the fundraising cycle and how they can be involved in different phases based on their comfort levels. It will include tips on face to face solicitations.
Inclusivity, Difficult History, and the Modern Museum Audience
This luncheon was open to Directors, Deputy Directors, CEOs, CFOs, Leadership Team Members, and Trustees, and featured guest speaker David Pettyjohn, Executive Director of the Idaho Humanities Council. David Pettyjohn discussed the Council’s mission of “deepening the understanding of human experience by connecting people with ideas,” and provided information on programming and funding opportunities, including Museum on Main Street, Speakers Bureau, and grants.
Museums and Climate Change: Creating a Sustainable Path Forward
The collective response of our society to climate change will be one of the defining issues of this era. From strategies to improve the environmental performance of facilities to making a difference globally through programs such as We Are Still In, this session will explore the issues surrounding climate change and provide insights on how museums of all varieties can contribute to bringing positive change to their organizations and communities through interpretation and demonstration.
Recalculating, Recalculating...Using the Museum Assessment Program as Your Mu...
Does your museum need budget-friendly directions to improve its community engagement, address challenges with collections, strengthen its educational activities, align operations overall, or hone its governance for greater leadership potential? The Museum Assessment Program can give your museum the best route to reach your destination. Hear about the new and revised assessment options, as well as about the benefits, experience, and results of MAP from recent participants. Fuel up to apply for this IMLS-funded excellence program today.
More from West Muse (20)
Archives Alive! Activating Archives for Engagement & Equity
Archives Alive! Activating Archives for Engagement & Equity
Beyond Land Acknowledgements: Real Collaboration with Tribes & Tribal Leaders
Beyond Land Acknowledgements: Real Collaboration with Tribes & Tribal Leaders
Digital Strategy: A Means for Museum Transformation
Digital Strategy: A Means for Museum Transformation
Building Community: Discovering Resources for Professional Support, Learning,...
Building Community: Discovering Resources for Professional Support, Learning,...
Facilitating Critical Conversations Around Exhibitions
Facilitating Critical Conversations Around Exhibitions
Helping Communities Heal in the Wake of Local Crisis
Helping Communities Heal in the Wake of Local Crisis
Museum People: Exploring Museum Workforce Issues in 2022
Museum People: Exploring Museum Workforce Issues in 2022
Strategies for Surfacing Truth and Fostering Reconciliation for Racial Equity
Strategies for Surfacing Truth and Fostering Reconciliation for Racial Equity
Tools for Meaningful and Engaging Internship Programs
Tools for Meaningful and Engaging Internship Programs
Planned Giving Opportunities with the Upcoming Transfer of Wealth (Pt 2/2)
Planned Giving Opportunities with the Upcoming Transfer of Wealth (Pt 2/2)
Planned Giving Opportunities with the Upcoming Transfer of Wealth (Pt. 1/2)
Planned Giving Opportunities with the Upcoming Transfer of Wealth (Pt. 1/2)
Inclusivity, Difficult History, and the Modern Museum Audience
Inclusivity, Difficult History, and the Modern Museum Audience
Museums and Climate Change: Creating a Sustainable Path Forward
Museums and Climate Change: Creating a Sustainable Path Forward
Recalculating, Recalculating...Using the Museum Assessment Program as Your Mu...
Recalculating, Recalculating...Using the Museum Assessment Program as Your Mu...
Recently uploaded
XP 2024 presentation: A New Look to Leadership
Presentation slides from XP2024 conference, Bolzano IT. The slides describe a new view to leadership and combines it with anthro-complexity (aka cynefin).
Mẫu PPT kế hoạch làm việc sáng tạo cho nửa cuối năm PowerPoint
Mẫu PPT kế hoạch làm việc sáng tạo cho nửa cuối năm PowerPoint
Mastering the Concepts Tested in the Databricks Certified Data Engineer Assoc...
• For a full set of 760+ questions. Go to
https://skillcertpro.com/product/databricks-certified-data-engineer-associate-exam-questions/
• SkillCertPro offers detailed explanations to each question which helps to understand the concepts better.
• It is recommended to score above 85% in SkillCertPro exams before attempting a real exam.
• SkillCertPro updates exam questions every 2 weeks.
• You will get life time access and life time free updates
• SkillCertPro assures 100% pass guarantee in first attempt.
原版制作贝德福特大学毕业证（bedfordhire毕业证）硕士文凭原版一模一样
原版一模一样【微信：741003700 】【贝德福特大学毕业证（bedfordhire毕业证）硕士文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Artificial Intelligence, Data and Competition – LIM – June 2024 OECD discussion
Artificial Intelligence, Data and Competition – LIM – June 2024 OECD discussionOECD Directorate for Financial and Enterprise Affairs
This presentation by Yong Lim, Professor of Economic Law at Seoul National University School of Law, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
Pro-competitive Industrial Policy – LANE – June 2024 OECD discussion
Pro-competitive Industrial Policy – LANE – June 2024 OECD discussionOECD Directorate for Financial and Enterprise Affairs
This presentation by Nathaniel Lane, Associate Professor in Economics at Oxford University, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
Artificial Intelligence, Data and Competition – OECD – June 2024 OECD discussion
Artificial Intelligence, Data and Competition – OECD – June 2024 OECD discussionOECD Directorate for Financial and Enterprise Affairs
This presentation by OECD, OECD Secretariat, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
Collapsing Narratives: Exploring Non-Linearity • a micro report by Rosie Wells
Insight: In a landscape where traditional narrative structures are giving way to fragmented and non-linear forms of storytelling, there lies immense potential for creativity and exploration.
'Collapsing Narratives: Exploring Non-Linearity' is a micro report from Rosie Wells.
Rosie Wells is an Arts & Cultural Strategist uniquely positioned at the intersection of grassroots and mainstream storytelling.
Their work is focused on developing meaningful and lasting connections that can drive social change.
Please download this presentation to enjoy the hyperlinks!
Competition and Regulation in Professions and Occupations – OECD – June 2024 ...
Competition and Regulation in Professions and Occupations – OECD – June 2024 ...OECD Directorate for Financial and Enterprise Affairs
This presentation by OECD, OECD Secretariat, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
2024-05-30_meetup_devops_aix-marseille.pdf
Slides de notre meetup DevOps AixMarseille du 30 mai 2024 chez SmarTribune
Sujets: platform engineering / terragrunt / test containers
Presentatie 8. Joost van der Linde & Daniel Anderton - Eliq 28 mei 2024
Dutch Power Event
“AI – Navigeren naar de toekomst?”
Op 28 mei 2024 bij Info Support.
Pro-competitive Industrial Policy – OECD – June 2024 OECD discussion
Pro-competitive Industrial Policy – OECD – June 2024 OECD discussionOECD Directorate for Financial and Enterprise Affairs
This presentation by OECD, OECD Secretariat, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
Competition and Regulation in Professions and Occupations – ROBSON – June 202...
Competition and Regulation in Professions and Occupations – ROBSON – June 202...OECD Directorate for Financial and Enterprise Affairs
This presentation by Professor Alex Robson, Deputy Chair of Australia’s Productivity Commission, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.ASONAM2023_presection_slide_track-recommendation.pdf
Presented at the 2023 IEEE/ACM International Conference on
Advances in Social Networks Analysis and Mining.
Tom tresser burning issue.pptx My Burning issue
Addressing the status of black home ownership in America. and what actions are taken to impact these trends.
Carrer goals.pptx and their importance in real life
Career goals serve as a roadmap for individuals, guiding them toward achieving long-term professional aspirations and personal fulfillment. Establishing clear career goals enables professionals to focus their efforts on developing specific skills, gaining relevant experience, and making strategic decisions that align with their desired career trajectory. By setting both short-term and long-term objectives, individuals can systematically track their progress, make necessary adjustments, and stay motivated. Short-term goals often include acquiring new qualifications, mastering particular competencies, or securing a specific role, while long-term goals might encompass reaching executive positions, becoming industry experts, or launching entrepreneurial ventures.
Moreover, having well-defined career goals fosters a sense of purpose and direction, enhancing job satisfaction and overall productivity. It encourages continuous learning and adaptation, as professionals remain attuned to industry trends and evolving job market demands. Career goals also facilitate better time management and resource allocation, as individuals prioritize tasks and opportunities that advance their professional growth. In addition, articulating career goals can aid in networking and mentorship, as it allows individuals to communicate their aspirations clearly to potential mentors, colleagues, and employers, thereby opening doors to valuable guidance and support. Ultimately, career goals are integral to personal and professional development, driving individuals toward sustained success and fulfillment in their chosen fields.
Artificial Intelligence, Data and Competition – SCHREPEL – June 2024 OECD dis...
Artificial Intelligence, Data and Competition – SCHREPEL – June 2024 OECD dis...OECD Directorate for Financial and Enterprise Affairs
This presentation by Thibault Schrepel, Associate Professor of Law at Vrije Universiteit Amsterdam University, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
Recently uploaded (20)
Mẫu PPT kế hoạch làm việc sáng tạo cho nửa cuối năm PowerPoint
Mẫu PPT kế hoạch làm việc sáng tạo cho nửa cuối năm PowerPoint
Mastering the Concepts Tested in the Databricks Certified Data Engineer Assoc...
Mastering the Concepts Tested in the Databricks Certified Data Engineer Assoc...
Artificial Intelligence, Data and Competition – LIM – June 2024 OECD discussion
Artificial Intelligence, Data and Competition – LIM – June 2024 OECD discussion
Pro-competitive Industrial Policy – LANE – June 2024 OECD discussion
Pro-competitive Industrial Policy – LANE – June 2024 OECD discussion
Artificial Intelligence, Data and Competition – OECD – June 2024 OECD discussion
Artificial Intelligence, Data and Competition – OECD – June 2024 OECD discussion
Collapsing Narratives: Exploring Non-Linearity • a micro report by Rosie Wells
Collapsing Narratives: Exploring Non-Linearity • a micro report by Rosie Wells
Competition and Regulation in Professions and Occupations – OECD – June 2024 ...
Competition and Regulation in Professions and Occupations – OECD – June 2024 ...
Presentatie 8. Joost van der Linde & Daniel Anderton - Eliq 28 mei 2024
Presentatie 8. Joost van der Linde & Daniel Anderton - Eliq 28 mei 2024
Pro-competitive Industrial Policy – OECD – June 2024 OECD discussion
Pro-competitive Industrial Policy – OECD – June 2024 OECD discussion
Competition and Regulation in Professions and Occupations – ROBSON – June 202...
Competition and Regulation in Professions and Occupations – ROBSON – June 202...
ASONAM2023_presection_slide_track-recommendation.pdf
ASONAM2023_presection_slide_track-recommendation.pdf
Carrer goals.pptx and their importance in real life
Carrer goals.pptx and their importance in real life
Artificial Intelligence, Data and Competition – SCHREPEL – June 2024 OECD dis...
Artificial Intelligence, Data and Competition – SCHREPEL – June 2024 OECD dis...
The Power of Mentorship and Coaching: Finding the Next Generation of Museum Leaders
- 1. THE LEADERS OF TOMORROW: MENTORING AND COACHING HOW DO WE GET THERE FROM HERE? NOEL RATCH MAUREEN DEVERY KIPPEN DE ALBA CHU KRISTINE CLARK
- 10. Assignment: Skills Needed: Train a new staff member on a program Lead a segment of (or an activity during) a team meeting Create a new exhibit Skills Assessment
- 12. Conquering the Grey Area ASSESS A. WHAT IS THE GUEST ACTUALLY DOING? B. WHAT IMPACT IS IT HAVING ON THE EXHIBIT? C. WHAT ASSUMPTIONS AM I MAKING ABOUT THIS GUEST AND THE SITUATION? D. ASSUMING GOOD INTENTIONS, WHY MIGHT THE GUEST BE ACTING IN THIS WAY? E. AM I REINFORCING THE SAME REQUIREMENTS FOR ALL GUESTS OR JUST THIS ONE? F. WHAT IS A GOOD WAY TO ADDRESS THIS ISSUE WHILE STILL RESPECTING THE GUEST?
- 13. • KIPPEN DE ALBA CHU
- 14. We’re all set when it comes to technical stuff!
- 15. Technical vs. Adaptive Doers vs. Leaders Existing vs. Being
- 16. Technical vs. Adaptive The problem: ….is clear. ….requires learning. The solution: ….is clear. ….requires learning. Attitude: confidence and skill curiosity
- 17. Conventional vs. Systems Thinking In order to optimize the whole, we must optimize the individual parts. In order to optimize the whole, we must improve relationships among the parts.
- 18. How do we measure leadership? ● Years on the job ● Amount of influence ● Number of followers ● Awards received ● Being promoted ● Impact - our actions lead to progress on adaptive challenges.
- 19. Why we fail to lead
- 20. Why do we want to lead? ● Overachiever; goal oriented ● Something to show for all my degrees (and debt!) ● Current leaders are not up to the task ● Tell others what to do ● We get to make decisions!
- 21. The problem with decisions is: Any decision we make through the lense of a negative emotion is a decision rooted in self-interest and fear. SELF-DECEPTION And this leads to:
- 22. CO-RECIPIENT OF THE NOBEL PEACE PRIZE, 1998
- 23. • KRISTINE CLARK
- 30. COACHING EXAMPLE • BUILD TRUST • ASSURE CONFIDENTIALITY • SET A REASONABLE AND ACHIEVABLE GOAL (15 MINUTES) • DO THE DANCE (LISTEN AND QUESTION) • SUMMARIZE AND COMMIT TO ACTION
- 31. • QUESTIONS