MA in Organizational Leadership Developing your leadership skills, expanding your leadership capacity
Building organizational culture
use of self as instrument
contributing to a just and humane world
improving performance
designing and leading organizations
MA in Organizational Leadership Developing your leadership skills, expanding your leadership capacity
Building organizational culture
use of self as instrument
contributing to a just and humane world
improving performance
designing and leading organizations
The 3 Dimensions of Design: A Model to scale the Human-Centered Problem-Solvi...Andrea Picchi
Abstract. Design is a human-centered, problem-solving, practice that happens inside three dimensions. These dimensions are defined by the thinking and doing activities, and the environment where these two events take place.
After an introduction (section 1 and 2) to the landscape that developed the main idea behind this essay, the paper illustrates (section 3 and 4) the connection between design and being human-centered, and presents a framework that supports the creation of a human-centered organization. Subsequently (section 5.1), the paper articulates the abilities demanded by the thinking and the doing activities and shows how to scale them across the workforce. Following (section 5.2) the paper introduces the characteristics that an environment must possess to engender and promote the thinking and doing activities proposing a real implementation that can be allocated to a multidisciplinary team.
The paper also compares (section 6) the proposed framework against three popular approaches used to bring a design function inside an organization analyzing their nature and limitations. In the final part (section 7), the paper articulates some conclusions pointing the direction for further elaborations.
We conducted a national study among almost 400 social entrepreneurs who helped us identify four pillars of successful ecosystems. Social entrepreneurs: find out which ecosystem is right for you, and which pillars are most important for your venture. Funders: learn how you can better support meaningful, measurable social change. Government officials: discover how you can create a thriving ecosystem for purpose-driven business and job creation.
We conducted a national study among almost 400 social entrepreneurs who helped us identify four pillars of successful ecosystems. Social entrepreneurs: find out which ecosystem is right for you, and which pillars are most important for your venture. Funders: learn how you can best support measurable, meaningful, sustainable social impact. Government officials and policymakers: discover how you can create and grow a purpose driven economy in your city.
Mission, Vision, Values The essential foundation. It takes a IlonaThornburg83
Mission, Vision, Values: The essential foundation.
It takes a strong foundation, clear objectives, and the appropriate culture for a leader to inspire people to do their best work. Building that foundation starts by determining the company's mission, vision, and values.
Taking the time to chart the mission, vision, and values provides a line of sight that helps everyone in the organization know where they are heading. As the behaviors to accomplish the mission reflect the values, it empowers the organization and everyone in it to reach their potential. These are all critical elements in fostering a culture of success.
The mission, vision, and values declaration needs to be simultaneously succinct and inspirational. If it's lengthy or if it fails to connect with people, no one will ever remember it. It must also be at the core of how leaders in the organization motivate their people. They have to reinforce it in all that they say and do. They have to own it, both intellectually and in their hearts.
Effective leaders build on the mission, vision, and values to inspire and to create clarity. For high-performing organizations these are far more than words on a website or on motivational posters. They make it crystal clear where the organization is heading, why it matters, and how the team must behave.
Take BridgeHealth as an example. The CEO of this Denver-based medical services benefit management company had formed a new leadership team and recognized the need for a common, well-developed framework to spell out what the company stands for and how it operates.
The team worked closely to articulate the mission, vision, and values, then boil all that down to an easily understood single-page document.
Not every company has such a blank-slate opportunity with a new executive team, but distilling the mission, vision, and values can be done-or refreshed-anytime. It may be on a regular basis or when there have been major changes to the company or its people.
But how does a company that may never have clearly defined its mission, vision, and values go about characterizing itself in this way? Here are the key steps:
Define the Mission
Your mission statement should boldly answer the question of what you do and why you do it. The "why" part of the mission statement provides purpose. It should motivate and inspire. For example, Steve Jobs in founding Apple defined the company's mission in this way: "Change the World."
It doesn't get much bolder than that, and it would be easy to discount that kind of brashness, except that Jobs believed this so intensely that he made it possible. That was clear in the way that he spoke and brought this mission to life. The words in a mission statement are worthless if the leader doesn't truly believe it or center the organization around it.
The best mission statement will be no more than four sentences. Think of your employees and how this will connect with them as you create it, and then share it with at least the d ...
Mandalah's Germany CEO Florian Peter on how to bridge social media with social impact. Inspirational examples for how social media can serve a social purpose, originally presented at the Thought Leader Conference in Berlin (March 2014).
Mandalah is a global consultancy for conscious innovation focused on delivering solutions that combine purpose and profit. www.mandalah.com
Working Out Loud: A step towards building your digital capabilityAnne Bartlett-Bragg
An article that uncovers some of the underpinning perspectives for creating Working Out Loud activities and how these can be a step towards building digital capabilities.
This article originally appeared in Training & Development magazine February 2016 Vol 43 No 1, published by the Australian Institute of Training and Development.
By 2017, IBM had trained 50 000 of its employees in design thinking. Big players across all in- dustries are bringing the design mindset and design thinking tools into their ranks. They are motivated by the challenge of gaining competitive advantage and looking for sustainable models
to innovate. Creative sales pitches from marketing wizards will make design thinking sound very easy, but that is one of the many misconceptions in this field. However, starting with the right expectations and following tested implementation tips can help bring very tangible benefits to BPO organizations.
Write a minimum of 200 words response to each post below- Reference mi.docxjosee57
Write a minimum of 200 words response to each post below. Reference minimum of 2 articles per post.
You will see the original post, which the two posts below responded to, and you will respond to the response posts 1 and 2.
Original question:
Analyze how the effectiveness of global leadership development is evaluated in your organization or one you’ve worked for in the past. Provide recommendations based on our readings and your own research.
Post 1
For the week five discussion board, I focused on the National Institutes of Health (NIH), mainly because I found a really interesting, and concise, step-by-step guide for succession planning. This guide also included at table, or a 9-box approach, that indicated the criticality and vulnerability of positions. The NIH Human Resource Department has a very informative and thorough website, which I hoped would provide information on how it, as a group of institutions, measured the effectiveness of their leadership development programs. I’ve learned that they export, or sell, these leadership courses to medical practitioners globally, which may be one of the reasons they do not have as much information on assessing the value of leadership development programs as I would have hoped.
Much like Kristine, I thought I’d look into how we can describe and assess programs and then I can bring it back to the limited information I’ve found on the NIH. I liked how one of our readings this week in the context of measuring the effectiveness of a leadership development program as it relates to the costs and investment in a person or position. In the conclusions by Edwards & Turnbull (2013), their approach requires both a macro and micro view of interconnections and networks that exist and the extent in which they’ve been influenced. Additionally, in an article I found, the link between measuring the return on investment with leadership development was assessed. In many cases, there wasn’t enough tailoring of leadership programs to the business needs of an organization or company, which can make for less productive outcomes as well as difficulty in measuring the effectiveness (MeInert, 2018). In another example, a blog from the Harvard Business Learning, focus should be on the impact of a program, not the “proof†that a leadership development program was successful (Clark, 2018). In both of these complementary examples, the authors stressed the length of time needed to allow leadership to begin synthesizing materials and examples into their operational approach, a minimum of nine months was recommended as an adequate period of time (Meinert, 2018). Other, maybe more traditional Human Resources tools were also recommended, such as 360 degree reviews, measurement of output, time, and quality, as well as reporting on the perceived tangible and intangible benefits of the leadership training or development programs (Meinert, 2018). From our text this week, Mendenhall & Reiche (2018), the u.
HUMAN CAPITALANALYSIS OFA COMPANY IN APPLYING A HYBRID COMPANY: A CASE STUDY ...AJHSSR Journal
ABSTRACT : This study aims to analyze the human capital of companies in implementing ahybrid company: a
case study of Bank Rakyat Indonesia (BRI). as a large bank, BRI must balance it by using a hybrid company
model strategy. Digitization is all about improving operational excellence and focusing on efficiency. While
digital is about creating products with a focus on customer centricity, business model innovation, and a better
customer experience. This research uses the method literature study, known as a literature review, is a
description of theories, findings, and other research materials that are used as a basis for research activities in
developing a framework for formulating problems. The results in this study are knownthe implementation of
human capital management carried out by Bank BRI which applies the hybrid company model, the authors see
that the readiness of Bank BRI in facing challenges and risks is quite good. Where Bank BRI has been able to
analyze which areas are human capital priorities. Bank BRI prioritizes human capital on leadership
development, talent development, employee e-skilling and culture and engagement. These aspects are the main
components in carrying out the work of the Bank
KEYWORDS : Human Capital, Hybrid Company, Bank Rakyat Indonesia (BRI)
A Study of Community Entrepreneurship Development Research A Resource of Clar...ijtsrd
Community entrepreneurship, as training and a field for academic research, gives an exceptional chance to test, question, and reevaluate ideas and suppositions from various fields of the executives and business look into. This article advances a perspective on Community entrepreneurship as a procedure that catalyzes social change and addresses critical social needs in a way that isnt ruled by direct money related advantages for the business visionaries. Community entrepreneurship is viewed as varying from different types of business in the moderately higher need given to advancing social esteem and improvement as opposed to catching financial esteem. To animate future research the creators present the idea of embeddedness as a connection between hypothetical viewpoints for the investigation of Community entrepreneurship. J Jose Prabhu ""A Study of Community Entrepreneurship Development Research: A Resource of Clarification and Forecast"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-3 , April 2019, URL: https://www.ijtsrd.com/papers/ijtsrd21741.pdf
Paper URL: https://www.ijtsrd.com/management/new-venture-start-up/21741/a-study-of-community-entrepreneurship-development-research-a-resource-of-clarification-and-forecast/j-jose-prabhu
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
The 3 Dimensions of Design: A Model to scale the Human-Centered Problem-Solvi...Andrea Picchi
Abstract. Design is a human-centered, problem-solving, practice that happens inside three dimensions. These dimensions are defined by the thinking and doing activities, and the environment where these two events take place.
After an introduction (section 1 and 2) to the landscape that developed the main idea behind this essay, the paper illustrates (section 3 and 4) the connection between design and being human-centered, and presents a framework that supports the creation of a human-centered organization. Subsequently (section 5.1), the paper articulates the abilities demanded by the thinking and the doing activities and shows how to scale them across the workforce. Following (section 5.2) the paper introduces the characteristics that an environment must possess to engender and promote the thinking and doing activities proposing a real implementation that can be allocated to a multidisciplinary team.
The paper also compares (section 6) the proposed framework against three popular approaches used to bring a design function inside an organization analyzing their nature and limitations. In the final part (section 7), the paper articulates some conclusions pointing the direction for further elaborations.
We conducted a national study among almost 400 social entrepreneurs who helped us identify four pillars of successful ecosystems. Social entrepreneurs: find out which ecosystem is right for you, and which pillars are most important for your venture. Funders: learn how you can better support meaningful, measurable social change. Government officials: discover how you can create a thriving ecosystem for purpose-driven business and job creation.
We conducted a national study among almost 400 social entrepreneurs who helped us identify four pillars of successful ecosystems. Social entrepreneurs: find out which ecosystem is right for you, and which pillars are most important for your venture. Funders: learn how you can best support measurable, meaningful, sustainable social impact. Government officials and policymakers: discover how you can create and grow a purpose driven economy in your city.
Mission, Vision, Values The essential foundation. It takes a IlonaThornburg83
Mission, Vision, Values: The essential foundation.
It takes a strong foundation, clear objectives, and the appropriate culture for a leader to inspire people to do their best work. Building that foundation starts by determining the company's mission, vision, and values.
Taking the time to chart the mission, vision, and values provides a line of sight that helps everyone in the organization know where they are heading. As the behaviors to accomplish the mission reflect the values, it empowers the organization and everyone in it to reach their potential. These are all critical elements in fostering a culture of success.
The mission, vision, and values declaration needs to be simultaneously succinct and inspirational. If it's lengthy or if it fails to connect with people, no one will ever remember it. It must also be at the core of how leaders in the organization motivate their people. They have to reinforce it in all that they say and do. They have to own it, both intellectually and in their hearts.
Effective leaders build on the mission, vision, and values to inspire and to create clarity. For high-performing organizations these are far more than words on a website or on motivational posters. They make it crystal clear where the organization is heading, why it matters, and how the team must behave.
Take BridgeHealth as an example. The CEO of this Denver-based medical services benefit management company had formed a new leadership team and recognized the need for a common, well-developed framework to spell out what the company stands for and how it operates.
The team worked closely to articulate the mission, vision, and values, then boil all that down to an easily understood single-page document.
Not every company has such a blank-slate opportunity with a new executive team, but distilling the mission, vision, and values can be done-or refreshed-anytime. It may be on a regular basis or when there have been major changes to the company or its people.
But how does a company that may never have clearly defined its mission, vision, and values go about characterizing itself in this way? Here are the key steps:
Define the Mission
Your mission statement should boldly answer the question of what you do and why you do it. The "why" part of the mission statement provides purpose. It should motivate and inspire. For example, Steve Jobs in founding Apple defined the company's mission in this way: "Change the World."
It doesn't get much bolder than that, and it would be easy to discount that kind of brashness, except that Jobs believed this so intensely that he made it possible. That was clear in the way that he spoke and brought this mission to life. The words in a mission statement are worthless if the leader doesn't truly believe it or center the organization around it.
The best mission statement will be no more than four sentences. Think of your employees and how this will connect with them as you create it, and then share it with at least the d ...
Mandalah's Germany CEO Florian Peter on how to bridge social media with social impact. Inspirational examples for how social media can serve a social purpose, originally presented at the Thought Leader Conference in Berlin (March 2014).
Mandalah is a global consultancy for conscious innovation focused on delivering solutions that combine purpose and profit. www.mandalah.com
Working Out Loud: A step towards building your digital capabilityAnne Bartlett-Bragg
An article that uncovers some of the underpinning perspectives for creating Working Out Loud activities and how these can be a step towards building digital capabilities.
This article originally appeared in Training & Development magazine February 2016 Vol 43 No 1, published by the Australian Institute of Training and Development.
By 2017, IBM had trained 50 000 of its employees in design thinking. Big players across all in- dustries are bringing the design mindset and design thinking tools into their ranks. They are motivated by the challenge of gaining competitive advantage and looking for sustainable models
to innovate. Creative sales pitches from marketing wizards will make design thinking sound very easy, but that is one of the many misconceptions in this field. However, starting with the right expectations and following tested implementation tips can help bring very tangible benefits to BPO organizations.
Write a minimum of 200 words response to each post below- Reference mi.docxjosee57
Write a minimum of 200 words response to each post below. Reference minimum of 2 articles per post.
You will see the original post, which the two posts below responded to, and you will respond to the response posts 1 and 2.
Original question:
Analyze how the effectiveness of global leadership development is evaluated in your organization or one you’ve worked for in the past. Provide recommendations based on our readings and your own research.
Post 1
For the week five discussion board, I focused on the National Institutes of Health (NIH), mainly because I found a really interesting, and concise, step-by-step guide for succession planning. This guide also included at table, or a 9-box approach, that indicated the criticality and vulnerability of positions. The NIH Human Resource Department has a very informative and thorough website, which I hoped would provide information on how it, as a group of institutions, measured the effectiveness of their leadership development programs. I’ve learned that they export, or sell, these leadership courses to medical practitioners globally, which may be one of the reasons they do not have as much information on assessing the value of leadership development programs as I would have hoped.
Much like Kristine, I thought I’d look into how we can describe and assess programs and then I can bring it back to the limited information I’ve found on the NIH. I liked how one of our readings this week in the context of measuring the effectiveness of a leadership development program as it relates to the costs and investment in a person or position. In the conclusions by Edwards & Turnbull (2013), their approach requires both a macro and micro view of interconnections and networks that exist and the extent in which they’ve been influenced. Additionally, in an article I found, the link between measuring the return on investment with leadership development was assessed. In many cases, there wasn’t enough tailoring of leadership programs to the business needs of an organization or company, which can make for less productive outcomes as well as difficulty in measuring the effectiveness (MeInert, 2018). In another example, a blog from the Harvard Business Learning, focus should be on the impact of a program, not the “proof†that a leadership development program was successful (Clark, 2018). In both of these complementary examples, the authors stressed the length of time needed to allow leadership to begin synthesizing materials and examples into their operational approach, a minimum of nine months was recommended as an adequate period of time (Meinert, 2018). Other, maybe more traditional Human Resources tools were also recommended, such as 360 degree reviews, measurement of output, time, and quality, as well as reporting on the perceived tangible and intangible benefits of the leadership training or development programs (Meinert, 2018). From our text this week, Mendenhall & Reiche (2018), the u.
HUMAN CAPITALANALYSIS OFA COMPANY IN APPLYING A HYBRID COMPANY: A CASE STUDY ...AJHSSR Journal
ABSTRACT : This study aims to analyze the human capital of companies in implementing ahybrid company: a
case study of Bank Rakyat Indonesia (BRI). as a large bank, BRI must balance it by using a hybrid company
model strategy. Digitization is all about improving operational excellence and focusing on efficiency. While
digital is about creating products with a focus on customer centricity, business model innovation, and a better
customer experience. This research uses the method literature study, known as a literature review, is a
description of theories, findings, and other research materials that are used as a basis for research activities in
developing a framework for formulating problems. The results in this study are knownthe implementation of
human capital management carried out by Bank BRI which applies the hybrid company model, the authors see
that the readiness of Bank BRI in facing challenges and risks is quite good. Where Bank BRI has been able to
analyze which areas are human capital priorities. Bank BRI prioritizes human capital on leadership
development, talent development, employee e-skilling and culture and engagement. These aspects are the main
components in carrying out the work of the Bank
KEYWORDS : Human Capital, Hybrid Company, Bank Rakyat Indonesia (BRI)
A Study of Community Entrepreneurship Development Research A Resource of Clar...ijtsrd
Community entrepreneurship, as training and a field for academic research, gives an exceptional chance to test, question, and reevaluate ideas and suppositions from various fields of the executives and business look into. This article advances a perspective on Community entrepreneurship as a procedure that catalyzes social change and addresses critical social needs in a way that isnt ruled by direct money related advantages for the business visionaries. Community entrepreneurship is viewed as varying from different types of business in the moderately higher need given to advancing social esteem and improvement as opposed to catching financial esteem. To animate future research the creators present the idea of embeddedness as a connection between hypothetical viewpoints for the investigation of Community entrepreneurship. J Jose Prabhu ""A Study of Community Entrepreneurship Development Research: A Resource of Clarification and Forecast"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-3 , April 2019, URL: https://www.ijtsrd.com/papers/ijtsrd21741.pdf
Paper URL: https://www.ijtsrd.com/management/new-venture-start-up/21741/a-study-of-community-entrepreneurship-development-research-a-resource-of-clarification-and-forecast/j-jose-prabhu
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Unveiling the Secrets How Does Generative AI Work.pdf
The significance of brainmapping over social entrepreneurship
1. THE SIGNIFICANCE OF BRAIN MAPPING ONTHE SIGNIFICANCE OF BRAIN MAPPING ON
SOCIAL ENTREPRENEURSHIPSOCIAL ENTREPRENEURSHIP
By:By:
B.VENKATA SURESHB.VENKATA SURESH
J.B.S.SAI LAKSHMIJ.B.S.SAI LAKSHMI
N.V.KARTHIKN.V.KARTHIK
LAKIREDDY BALIREDDY COLLEGE OF ENGINEERING, MYLAVARAM,LAKIREDDY BALIREDDY COLLEGE OF ENGINEERING, MYLAVARAM,
KRISHNA DISTRICT, ANDHRA PREDESH.KRISHNA DISTRICT, ANDHRA PREDESH.
2. Social Entrepreneurship create innovative solutions to social problems and
mobilizes the ideas, capacities, resources, and social arrangement required
for sustainable social transformation.
Create jobs and provide support to socially vulnerable groups.
Brings change in various areas including education, health,
environment and business development.
Social Entrepreneurship reduces poverty risk.
3. BRAIN MAPPING:BRAIN MAPPING:
Brain mapping is a visual approach to thinking. It is visually
organizing information around a central idea, then adding branches
of related details to flesh out the idea and finally you end up with a
big picture clearly before you, branches for tracking all the details.
Significance:Significance:
The idea of displaying complex information visually is quite old.
Flowcharts, 1972
Pie-carts, 1973
Visual formats, 1983
4. An example regarding an individual using brain mapping for his/herAn example regarding an individual using brain mapping for his/her
presentation:presentation:
6. Brain mapping over Social entrepreneurship:
Makes the problem clear to the social entrepreneur.
Helps to develop wider vision of thinking.
No greater confusion for analyzing analysis.
To connect similar brains in a single path.
Helps in sewing the transparent strategy to meet the problem.
It also helps in framing the change and changing the frame.
7.
8. An example regarding a social entrepreneur using brainAn example regarding a social entrepreneur using brain
mapping over a social problem:mapping over a social problem:
Social Problem
Need
People
Resources
Solutions
Research
Strategy
ExplorationInnovation
P1
P2
N1
N2
R1
R2
R3RS1
RS2
S1
S2
I1
I2
ST1 ST2
E1
E2
9. Another example regarding mapping credentials of similarAnother example regarding mapping credentials of similar
organization to meet the organizational objectives :organization to meet the organizational objectives :
10. E1
G3G2G1
P2 P3 F1 F2 F3 S1 S2 S3P1
The above picture represents driving similar social
entrepreneurs on a single path.