How do you FRAME an approach to entrepreneurial change that helps you adapt to a business climate that continues to evolve?
See the full blog post on REVELN.com here:
http://reveln.com/think-like-an-entrepreneur-be-anti-fragile-no-matter-where-you-work/
More about anti-fragile concepts on REVELN Tools here: http://reveln.com/tools/
Anti-fragile organisms and businesses are made better, through stress.
Smart leaders, including many women know the power of innately social practices for building strong, healthy networks.
The session included an information exchange, using an Affinity diagram to help build shared learning and networks. Learn how to move past the inefficiencies of industrial age, persistent leadership practices to FRAME smart process and strengthened relationships and results.
7 Secrets to Union & Management Success with Teams, MLMA 2014Deb Nystrom
Presented at the Partnerships in Progress Michigan Labor and Management Association Conference, 2014, East Lansing, Michigan http://mlma.org/
7 Secrets to Union-Management Success with Teams
Once what I want differs from what you want, we are in conflict. Conflict will naturally increase when shifting from a supervisor-to-employee model to a team model. This presentation describes a whole system, top to bottom and side to side process to implement teams in a union environment. The "from me to we" shift is continuous process that requires a different type of renewal annually. With commitment to this approach, everyone from top management and union officials down to frontline supervisors and employees can mutually benefit.
Deb Nystrom, REVELN Consulting and Ron Koller, Fenwick Koller Associates
FRAME an Energized Approach to Adaptive Change, Smart Process AND Lasting Res...Deb Nystrom
As presented for the March 27, 2014 KM Solutions Showcase™ Conference:
Arlington, Virginia, USA
People are innately social, so why not use innately social methods to empower informal and formal knowledge management practices? Learn how to FRAME an approach to adaptive, people centered change and knowledge management. The session will include Open Space Technology (OST), a flexible, energy-led method useful for problem solving as well as learning, providing timely, KM friendly results. If you aspire to an organizational culture that values giving and shared learning, then review this OST-assisted session set of slides for insights.
Your One Big Life - WCTF Career Conference, University of Michigan, 2014 Ann ...Deb Nystrom
Be the champion of Your One Big Life by learning how to stay focused on your goals through downturns, upturns and turnarounds. Intended audience: those interested in entrepreneurial ventures that can co-exist with the demands of work, family and fitness to build “one big life.” See the photos and handouts / references that go with this presentation on Deb's speaking page here: http://reveln.com/services/deb-recent-speaking-events/
3 Success Factors that Define High Performance TeamsDeb Nystrom
The findings on success factors for what rates highly in high performance teams may surprise you. It's not the usual leadership - trust - stable team mix.
This is the SlideShare of my recent JVS presentation on SlideShare. A full blog post article is coming with video, audio and a teams vs. psuedo-teams / groups handout.
Featured: High Performance Team Research Themes & Titles: Giver, Matcher, Taker Culture (McKinsey and Adam Grant), Positive/Negative ratio (what to start doing, stop doing suggested) Losada's and Fredrickson's research on team performance, positive organizational scholarship and emotional flourishing.
See the full post here: http://reveln.com/3-success-factors-for-high-performance-teams-and-what-gets-in-the-way/
5 Strategies to Lead Through Adaptive Change, 21st Century LeadershipDeb Nystrom
Five key concepts and supporting tools to purposefully lead through adaptive change in a VUCA world, one that is Volatile, Uncertain, Complex and Ambiguous, as presented in Mexico City for CPA firm leaders, Russell Bedford International, yet applicable to any leader.
Also see the photos from the session, here: https://flic.kr/s/aHskMBtzCM
Conducir a través del cambio adaptativo, liderazgo siglo XXI
Cinco conceptos clave y herramientas de apoyo para conducir a través de cambios adaptativos en un mundo VUCA, que es volátil, incierto, complejo y Ambiguous, tal como se presenta en la ciudad de México para los líderes firma de CPA, Russell Bedford International, aún aplicable a cualquier líder.
A History of Performance Appraisals, Letting Go - REVELNDeb Nystrom
This presentation provides a context for performance appraisals, ratings and reviews as very old ideas compared to organizational leadership pioneers and what's next. Performance management, defined in the 1970s, is rooted in scientific management. It is possible to acknowledge history, realize its impact on our business systems, and let go to embrace new strategies.
This presentation is additional context for my MISHRM 2013 presentation on "From Chaos to Creative: Performance Development in a VUCA World" in Grand Rapids, Michigan, October 8th, 2013 | 2:00 PM – 3:15 PM
Tweets: @RevelnConsults
The full context is in this article on the www.REVELN.com blog:
A History of Performance Appraisals: Letting Go to Power New Culture
* http://reveln.com/a-history-of-performance-appraisals-letting-go-to-power-new-culture/
As well as:
* Choices for High Performance Teams, Groups and Psuedo-Teams: Achievement Is How You Say It!
* 3 Success Factors for High Performance Teams, and What Gets In the Way
* Beyond Resilience: Givers, Takers, Matchers and Anti-Fragile Systems
http://reveln.com/blog/
The Dragonfly Effect: Unlocking Social Media for Impact Andy Smith
An extract of material originally presented at Cisco to the Forum for Women Entrepreneurs and Executives on The Dragonfly Effect, an approach to creating impact with social media.
http://www.fweande.org/index.cfm?fuseaction=Page.ViewPage&PageID=717
7 Secrets to Union & Management Success with Teams, MLMA 2014Deb Nystrom
Presented at the Partnerships in Progress Michigan Labor and Management Association Conference, 2014, East Lansing, Michigan http://mlma.org/
7 Secrets to Union-Management Success with Teams
Once what I want differs from what you want, we are in conflict. Conflict will naturally increase when shifting from a supervisor-to-employee model to a team model. This presentation describes a whole system, top to bottom and side to side process to implement teams in a union environment. The "from me to we" shift is continuous process that requires a different type of renewal annually. With commitment to this approach, everyone from top management and union officials down to frontline supervisors and employees can mutually benefit.
Deb Nystrom, REVELN Consulting and Ron Koller, Fenwick Koller Associates
FRAME an Energized Approach to Adaptive Change, Smart Process AND Lasting Res...Deb Nystrom
As presented for the March 27, 2014 KM Solutions Showcase™ Conference:
Arlington, Virginia, USA
People are innately social, so why not use innately social methods to empower informal and formal knowledge management practices? Learn how to FRAME an approach to adaptive, people centered change and knowledge management. The session will include Open Space Technology (OST), a flexible, energy-led method useful for problem solving as well as learning, providing timely, KM friendly results. If you aspire to an organizational culture that values giving and shared learning, then review this OST-assisted session set of slides for insights.
Your One Big Life - WCTF Career Conference, University of Michigan, 2014 Ann ...Deb Nystrom
Be the champion of Your One Big Life by learning how to stay focused on your goals through downturns, upturns and turnarounds. Intended audience: those interested in entrepreneurial ventures that can co-exist with the demands of work, family and fitness to build “one big life.” See the photos and handouts / references that go with this presentation on Deb's speaking page here: http://reveln.com/services/deb-recent-speaking-events/
3 Success Factors that Define High Performance TeamsDeb Nystrom
The findings on success factors for what rates highly in high performance teams may surprise you. It's not the usual leadership - trust - stable team mix.
This is the SlideShare of my recent JVS presentation on SlideShare. A full blog post article is coming with video, audio and a teams vs. psuedo-teams / groups handout.
Featured: High Performance Team Research Themes & Titles: Giver, Matcher, Taker Culture (McKinsey and Adam Grant), Positive/Negative ratio (what to start doing, stop doing suggested) Losada's and Fredrickson's research on team performance, positive organizational scholarship and emotional flourishing.
See the full post here: http://reveln.com/3-success-factors-for-high-performance-teams-and-what-gets-in-the-way/
5 Strategies to Lead Through Adaptive Change, 21st Century LeadershipDeb Nystrom
Five key concepts and supporting tools to purposefully lead through adaptive change in a VUCA world, one that is Volatile, Uncertain, Complex and Ambiguous, as presented in Mexico City for CPA firm leaders, Russell Bedford International, yet applicable to any leader.
Also see the photos from the session, here: https://flic.kr/s/aHskMBtzCM
Conducir a través del cambio adaptativo, liderazgo siglo XXI
Cinco conceptos clave y herramientas de apoyo para conducir a través de cambios adaptativos en un mundo VUCA, que es volátil, incierto, complejo y Ambiguous, tal como se presenta en la ciudad de México para los líderes firma de CPA, Russell Bedford International, aún aplicable a cualquier líder.
A History of Performance Appraisals, Letting Go - REVELNDeb Nystrom
This presentation provides a context for performance appraisals, ratings and reviews as very old ideas compared to organizational leadership pioneers and what's next. Performance management, defined in the 1970s, is rooted in scientific management. It is possible to acknowledge history, realize its impact on our business systems, and let go to embrace new strategies.
This presentation is additional context for my MISHRM 2013 presentation on "From Chaos to Creative: Performance Development in a VUCA World" in Grand Rapids, Michigan, October 8th, 2013 | 2:00 PM – 3:15 PM
Tweets: @RevelnConsults
The full context is in this article on the www.REVELN.com blog:
A History of Performance Appraisals: Letting Go to Power New Culture
* http://reveln.com/a-history-of-performance-appraisals-letting-go-to-power-new-culture/
As well as:
* Choices for High Performance Teams, Groups and Psuedo-Teams: Achievement Is How You Say It!
* 3 Success Factors for High Performance Teams, and What Gets In the Way
* Beyond Resilience: Givers, Takers, Matchers and Anti-Fragile Systems
http://reveln.com/blog/
The Dragonfly Effect: Unlocking Social Media for Impact Andy Smith
An extract of material originally presented at Cisco to the Forum for Women Entrepreneurs and Executives on The Dragonfly Effect, an approach to creating impact with social media.
http://www.fweande.org/index.cfm?fuseaction=Page.ViewPage&PageID=717
Leading change is not as easy as it sounds. This slide pack gives an overview of a presentation I gave to a group of front line manager at a regional hospital in Red Deer Alberta. Enjoy! Marlies
I was honored to open the Leadership track on the first morning of the Agile2015 conference 3 August 2015 in Fort Washington, MD with this presentation. The message is to consciously develop your powers of intention, awareness, and confront for greater self-direction and leadership. Learn more at ChristopherAvery.com and Partnerwerks.com.
The purpose of this presentation is to create an open but critical view of what leadership in higher education is, how it is talked about, and how deans and directors might change their behavior to become more effective in their leadership roles. The presentation also addresses the special features of leadership needed in higher education as we enter troubled times.
Leadership: a body without a head, a web without a spidermore like people
As usual, some of these slides will mean nothing if you're not hearing me narrate and ask questions along the way, but this was a Birkbeck College session about thinking of leadership as a collective, rather than individual concept. Bits of complexity, social media and self-organised networks stuff in there too... and Slideshare didn't like some of my fonts... c'est la vie!
Too many cooks: Preventing content interference so you can do your jobJared Meyer
“I would actually say it like this…” If these words sound familiar, then you’ve experienced what’s known as “content interference.” It’s unending, unqualified, and unwanted instruction from anyone with eyes to misread and lips to speak opinions that plagues content specialists the world over.
More than an annoyance, unchecked content interference can derail even the best content strategies, and higher ed is exceptionally prone to this particular scourge. Learn why it happens, how to avoid it, and what you can do to turn content’s greatest weakness into your greatest strength.
In this session you’ll learn how to:
Identify the causes of content interference.
Learn specific tactics to prevent content interference.
Pick the right battles to fight (and avoid the ones you can’t win).
Lead by Letting Go: Launching Success in a Time of ChangeTerri Griffith
Opening Keynote for Women of the Channel West 2014. Looks at how we work, lead, learn, and mentor -- and what constraints we can let go of and what we must hold tight to.
A talk by Ray Weaver
CEO, ABOGE Coaching and Consulting, Inc.
Leaders,
I have been fielding calls on holding conversations on the events that have been happening in our nation. Specifically, the conversation around the subject of race. I too find it an uncomfortable conversation.
It is a fact, it is uncomfortable because it has emotions, differing opinions, and high stakes; hence, it’s known as a Crucial Conversation.
Conversations like these require us to be totally present, attentive, and open. Additionally, it will not get any easier, if we shy away from holding them.
As I was journaling on the subject today, I reflected on my fear of having conversations about race. After a few hours, I found much of my fear was based on my feeling of not being an expert on race. I am an expert on how I feel, but not on the deep psychology and philosophy of the study of race.
Later, it occurred to me, my fears were based on my thinking I needed to solve the problem (the expert); hence, I felt ill-equipped to do so.
The realization of my fear, aided in my asking another question, “What if, to start the conversation, I just engage to educate myself on the feelings and insights of others from a learning perspective?” I immediately felt empowered and willing to have the conversation; with the intention to learn, listen, and grow.
Face it, this is a large, deep, and complex issue; and it will take multiple conversations, reflection, intentioned efforts, and action on a personal, interpersonal, and national level to solve.
But, additionally, it to requires a willingness to engage in dialogue, within your sphere of influence; no matter how uncomfortable.
I am sharing this not as a simplification. It is to let you know, you are not alone in the uncomfortableness of it, and that you are equipped to have the crucial “learning” conversation if that is your intention.
As leaders, it is necessary for us to open the dialogue and lead the way.
Attached is a Crucial Conversation Checklist, which includes the visual model of the process. It provides the structure to hold the uncomfortable conversations, which is a requirement of the work of leadership.
I am reminded of a quote on the opportunity. It is said, “…real opportunity, unlike magical thinking, often comes dressed in overalls, and looks like work.”
I hope this will support your being open to learn, engage, and hold uncomfortable conversations; as part of your work in leadership.
Stay Safe! Stay Healthy! Stay Strong!
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/it-will-be-uncomfortable-conversations-required-of-leaders-in-the-diverse-workplace/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
Taming Information Overload through Curation 2012 PresentationK3 Hamilton
Presentation for Advancing Learning Conference 2012
Description: Mitchell Kapor, founder of the Electronic Frontier, wisely said that “getting information off the internet is like taking a drink from a fire hydrant. Our instant-on, hyper-connected world provides us with millions upon millions of pieces of data anytime and anyplace in a simple click. But how do we sort through all that data to reach the relevant information we seek? Can we trust the “Googlebot” to give us or our students the best of what’s there? How do we tame that massive overload of data?
The most valuable resource we have is community and shared resources. This workshop will introduce you to the curation community and the tools you’ll need to become an effective curator. Some of the tools discussed will be twitter, delicious, facebook, pinterest, tweeted times, paper.li, curated.by, scoop.it, zite, and flipboard.
Presenter: Karen Hamilton, Professor/Online Coordinator, School of Liberal Arts & Sciences, George Brown College.
Everyday Opportunities for Inclusion & Collaboration - OSSNA 2018Erik Riedel
talk on mentoring, inclusion, and collaboration - given by Nithya Ruff (Comcast) and Erik Riedel (Works Together) at the 2018 Open Source Summit NA in Vancouver, Canada
= Abstract =
Do you feel left out or uncomfortable at the company Christmas Party? Do you avoid the “water cooler” and try to limit your interactions to "business only"? Do you find many such business-social interactions fraught with potential landmines and opportunities for exclusion or misunderstanding? Do you see colleagues excluded or unable to participate when activities are informal, under-structured, or ill-organized?
A study in the NY Times from 2017 highlights how many of us are wary of the way professionals socializes today.
This session will present a set of specific examples and stories from our direct experience of some of the less obvious opportunities for communication, networking, learning, mentoring, and collaboration that are presented by ongoing day-job activities as well as thru outside events and forums.
Since much of successful mentoring and collaboration occurs informally, there are many unidentified or difficult-to-see barriers that can create missed opportunities. We believe that the desire to assist each other and collaborate is often present but unrealized. We will provide some examples of lowering the "activation energy" for such positive interactions and creating an equality of opportunity for colleagues and team members.
The examples we discuss are applicable to individual contributor (IC) employees, to leaders and managers (bosses), and to anyone with a job description OR a personal passion that includes mentoring or collaboration. These issues are not limited to technology workers or open source projects, but we believe that there are unique opportunities in these realms that are sometimes hidden or easily overlooked.
The target audience for this talk is anyone with a significant ability to impact both technical and cultural aspects of their work and workplace; they might be an explicit people leader or manager; they might be an experienced engineer that is expected - explicitly or implicitly - to mentor less experienced staff; they might be an engineer that wishes they could have more impact - either technical or cultural - on their work or workplace and just can’t figure out how to do it. they might be an individual who is having trouble getting promoted, or just have trouble “fitting in”.
Discover in this deck different models for collaboration and have an expanded toolset for better conversations.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
The benefits of iterative failure THAT conference 2018Lauren Liss
As design thinkers, we must focus on the process and not just the end goal. This presentation will address the benefits of creating environments that allow teams to take risks and fail; through this failure, they become more resilient, more realistic, and more accountable. In turn, their future work is more thoughtful and they have a greater ability to be nimble, collaborate, and pivot away from ineffective ideas.
Leading change is not as easy as it sounds. This slide pack gives an overview of a presentation I gave to a group of front line manager at a regional hospital in Red Deer Alberta. Enjoy! Marlies
I was honored to open the Leadership track on the first morning of the Agile2015 conference 3 August 2015 in Fort Washington, MD with this presentation. The message is to consciously develop your powers of intention, awareness, and confront for greater self-direction and leadership. Learn more at ChristopherAvery.com and Partnerwerks.com.
The purpose of this presentation is to create an open but critical view of what leadership in higher education is, how it is talked about, and how deans and directors might change their behavior to become more effective in their leadership roles. The presentation also addresses the special features of leadership needed in higher education as we enter troubled times.
Leadership: a body without a head, a web without a spidermore like people
As usual, some of these slides will mean nothing if you're not hearing me narrate and ask questions along the way, but this was a Birkbeck College session about thinking of leadership as a collective, rather than individual concept. Bits of complexity, social media and self-organised networks stuff in there too... and Slideshare didn't like some of my fonts... c'est la vie!
Too many cooks: Preventing content interference so you can do your jobJared Meyer
“I would actually say it like this…” If these words sound familiar, then you’ve experienced what’s known as “content interference.” It’s unending, unqualified, and unwanted instruction from anyone with eyes to misread and lips to speak opinions that plagues content specialists the world over.
More than an annoyance, unchecked content interference can derail even the best content strategies, and higher ed is exceptionally prone to this particular scourge. Learn why it happens, how to avoid it, and what you can do to turn content’s greatest weakness into your greatest strength.
In this session you’ll learn how to:
Identify the causes of content interference.
Learn specific tactics to prevent content interference.
Pick the right battles to fight (and avoid the ones you can’t win).
Lead by Letting Go: Launching Success in a Time of ChangeTerri Griffith
Opening Keynote for Women of the Channel West 2014. Looks at how we work, lead, learn, and mentor -- and what constraints we can let go of and what we must hold tight to.
A talk by Ray Weaver
CEO, ABOGE Coaching and Consulting, Inc.
Leaders,
I have been fielding calls on holding conversations on the events that have been happening in our nation. Specifically, the conversation around the subject of race. I too find it an uncomfortable conversation.
It is a fact, it is uncomfortable because it has emotions, differing opinions, and high stakes; hence, it’s known as a Crucial Conversation.
Conversations like these require us to be totally present, attentive, and open. Additionally, it will not get any easier, if we shy away from holding them.
As I was journaling on the subject today, I reflected on my fear of having conversations about race. After a few hours, I found much of my fear was based on my feeling of not being an expert on race. I am an expert on how I feel, but not on the deep psychology and philosophy of the study of race.
Later, it occurred to me, my fears were based on my thinking I needed to solve the problem (the expert); hence, I felt ill-equipped to do so.
The realization of my fear, aided in my asking another question, “What if, to start the conversation, I just engage to educate myself on the feelings and insights of others from a learning perspective?” I immediately felt empowered and willing to have the conversation; with the intention to learn, listen, and grow.
Face it, this is a large, deep, and complex issue; and it will take multiple conversations, reflection, intentioned efforts, and action on a personal, interpersonal, and national level to solve.
But, additionally, it to requires a willingness to engage in dialogue, within your sphere of influence; no matter how uncomfortable.
I am sharing this not as a simplification. It is to let you know, you are not alone in the uncomfortableness of it, and that you are equipped to have the crucial “learning” conversation if that is your intention.
As leaders, it is necessary for us to open the dialogue and lead the way.
Attached is a Crucial Conversation Checklist, which includes the visual model of the process. It provides the structure to hold the uncomfortable conversations, which is a requirement of the work of leadership.
I am reminded of a quote on the opportunity. It is said, “…real opportunity, unlike magical thinking, often comes dressed in overalls, and looks like work.”
I hope this will support your being open to learn, engage, and hold uncomfortable conversations; as part of your work in leadership.
Stay Safe! Stay Healthy! Stay Strong!
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/it-will-be-uncomfortable-conversations-required-of-leaders-in-the-diverse-workplace/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
Taming Information Overload through Curation 2012 PresentationK3 Hamilton
Presentation for Advancing Learning Conference 2012
Description: Mitchell Kapor, founder of the Electronic Frontier, wisely said that “getting information off the internet is like taking a drink from a fire hydrant. Our instant-on, hyper-connected world provides us with millions upon millions of pieces of data anytime and anyplace in a simple click. But how do we sort through all that data to reach the relevant information we seek? Can we trust the “Googlebot” to give us or our students the best of what’s there? How do we tame that massive overload of data?
The most valuable resource we have is community and shared resources. This workshop will introduce you to the curation community and the tools you’ll need to become an effective curator. Some of the tools discussed will be twitter, delicious, facebook, pinterest, tweeted times, paper.li, curated.by, scoop.it, zite, and flipboard.
Presenter: Karen Hamilton, Professor/Online Coordinator, School of Liberal Arts & Sciences, George Brown College.
Everyday Opportunities for Inclusion & Collaboration - OSSNA 2018Erik Riedel
talk on mentoring, inclusion, and collaboration - given by Nithya Ruff (Comcast) and Erik Riedel (Works Together) at the 2018 Open Source Summit NA in Vancouver, Canada
= Abstract =
Do you feel left out or uncomfortable at the company Christmas Party? Do you avoid the “water cooler” and try to limit your interactions to "business only"? Do you find many such business-social interactions fraught with potential landmines and opportunities for exclusion or misunderstanding? Do you see colleagues excluded or unable to participate when activities are informal, under-structured, or ill-organized?
A study in the NY Times from 2017 highlights how many of us are wary of the way professionals socializes today.
This session will present a set of specific examples and stories from our direct experience of some of the less obvious opportunities for communication, networking, learning, mentoring, and collaboration that are presented by ongoing day-job activities as well as thru outside events and forums.
Since much of successful mentoring and collaboration occurs informally, there are many unidentified or difficult-to-see barriers that can create missed opportunities. We believe that the desire to assist each other and collaborate is often present but unrealized. We will provide some examples of lowering the "activation energy" for such positive interactions and creating an equality of opportunity for colleagues and team members.
The examples we discuss are applicable to individual contributor (IC) employees, to leaders and managers (bosses), and to anyone with a job description OR a personal passion that includes mentoring or collaboration. These issues are not limited to technology workers or open source projects, but we believe that there are unique opportunities in these realms that are sometimes hidden or easily overlooked.
The target audience for this talk is anyone with a significant ability to impact both technical and cultural aspects of their work and workplace; they might be an explicit people leader or manager; they might be an experienced engineer that is expected - explicitly or implicitly - to mentor less experienced staff; they might be an engineer that wishes they could have more impact - either technical or cultural - on their work or workplace and just can’t figure out how to do it. they might be an individual who is having trouble getting promoted, or just have trouble “fitting in”.
Discover in this deck different models for collaboration and have an expanded toolset for better conversations.
Want to attend our next webinar? Become a Shiftup Explorer: https://shiftup.work/product/explorer-agility-innovation-qualification-program/
The benefits of iterative failure THAT conference 2018Lauren Liss
As design thinkers, we must focus on the process and not just the end goal. This presentation will address the benefits of creating environments that allow teams to take risks and fail; through this failure, they become more resilient, more realistic, and more accountable. In turn, their future work is more thoughtful and they have a greater ability to be nimble, collaborate, and pivot away from ineffective ideas.
Read 1,000 Success Books in 10 Minutes: The Ultimate Guide to Getting Anythin...ExtremeHonesty
The Ultimate Guide to Success - 10 Steps to Getting Anything You Want - Created by Dan McDaniel, author of the groundbreaking book "Extreme Honesty" - Get your FREE gift at http://www.extremehonesty.com/addicted2success
From IXDA17, UX Camp 17 - As design thinkers, we must focus on the process and not just the end goal. This presentation will address the benefits of creating environments that allow teams to take risks and fail; through this failure, they become more resilient, more realistic, and more accountable. In turn, their future work is more thoughtful and they have a greater ability to be nimble, collaborate, and pivot away from ineffective ideas.
Fail Forward, How to Turn Mistakes into Steps to SuccessAlex Rascanu
Alex Rascanu delivered the "Fail Forward, How to Turn Mistakes into Steps to Success" presentation at the Learning Enrichment Foundation on November 20, 2013. More details about the presentation can be found at http://www.alexrascanu.com/fail-forward-turn-mistakes-into-success.
From Frozen to Fabulous: How to Winter SowDeb Nystrom
Learn about the Why of Winter Sowing as well as How to, When to, What to, Where to Winter Sow as presented to the local community gardening group. Creative Commons License: https://creativecommons.org/licenses/by-nc/4.0/legalcode
Prepared to Lead, Adaptive Leadership in an Ever Changing WorldDeb Nystrom
Features recent and surprising research for what it takes to deliver 21st Century Leadership through high performing teams:
* Change fluency, mastering adaptive change
* Top leadership skills
* What distinguishes top teams, top leaders
* Lessons learned from coaching leaders
Engagement in social media integrated healthcare ACHE 2015Deb Nystrom
Presented to a three chapter group of the American College of Healthcare Executive. The MOST popular slide, that resonated strongly with the audience was the slide on the purpose (and ancient history) of blogging, and how it relates to using any of the popular platforms today: twitter, Facebook, LinkedIn, Vimeo, SnapChat, etc. The case studies, the Mayo Clinic and #UMSocial, were also useful for context on what is is achievable and how to be strategic in making a choice of how, when and why to start. Let us know what you think of the presentation, as well as your questions and interests in Social Media Integrated Healthcare.
How to be Cool on Facebook, Family Connections, 2013 UpdateDeb Nystrom
This is an updated Slideshare from 2012 about making family connections on Facebook, via different age groups. To see the YouTube video that goes with this SlideShare go to: http://youtu.be/cf5kdDICBe8
Building Resilent & Anti-Fragile Orgs VSHRM Deborah Nystrom, REVELNDeb Nystrom
It is about resilience? Or is it about learning how to be Anti-Fragile, a term coined by Nassim Taleb to describe natural or organic systems, things that need some dose of disorder in order to develop. For example, deprive your bones of stress and they become brittle. Are our HR and organizational system destined to decline, are exist in a mediocre state due to their structure?
Wellness –A Healthy Engagement: Organizational and Personal Fitness Deb Nystrom
V4: In a global, increasingly open, networked and social media savvy world, organizations are no longer the walled-gardens they once were. Learn what overt and subtle practices and signs differentiate the healthy, learning organizations and leader / team relationships from those that are struggling or declining.
Silence, apathy, and disengaged compliance, as well as subtle and overt workplace bullying and harassment, even when handled well, can mar an organization’s productivity for years.
Organizations like Glassdoor and others now publish employee nominated lists of pros and cons of great workplaces. It is also important to look beyond reported successes symptoms to find the deeper causes of what works and what doesn’t for leaders who want to fully use their staff talent to better handle complexity, including regulation, and to become more agile and “anti-fragile”, as well as innovative to not only survive, but thrive.
Congregational Community On-Line - Twitter & Facebook 2010Deb Nystrom
An overview of using social media in a faith-based setting featuring twitter and Facebook. Facebook tutorials are listed at the end of the presentation
Posterous: A Cool New Tool for Developing Your Personal BrandDeb Nystrom
Posterous in 2010, blogging NOTE that the POSTEROUS platform ceased operation on April 30, 2013. Posthaven has taken over. Cost is $5 / month (as of Aprl 30th...)
Deb's Social Media Story For Independents, Consultants, and Small BusinessDeb Nystrom
Learning how to tune social media for small business is possible, and doable within 2 hours a week. Deb shares her story about how she learned to use social media effectively as an new independent consultant and small business owner.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
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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.
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Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
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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.
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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.
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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.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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Think like an Entrepreneur, Be Anti-Fragile No Matter Where You Work
1. Think
Like an
Entrepreneur
Deb Nystrom, REVELN Consulting
Women’s Leadership Conference June 21, 2014
American Business Women’s Association, MAIA
Chapter
Be Anti-Fragile
Regardless of
Where You Work
3. 1,000 to 10,000 Mistakes
Our greatest
weakness lies in
giving up.
The most certain
way to succeed is
always to try just
one more time.
- Thomas A. Edison
Thomas Edison around the time he invented the phonograph by
Library & Archives Canada
4. Connect
one of
the 5 C’s
What have you learned from
dealing with failure
successfully?
Deb at Entre-Slam, Ann Arbor – Feb. 2013
14. Anti-Fragile
“Some things benefit
from shocks; they thrive
and grow when exposed
to volatility, randomness,
disorder, and stressors
and love adventure, risk,
and uncertainty.
...Yet, there is no word
for the exact opposite of
fragile.
Let us call it antifragile.”
Antifragile: Things that Gain from
Disorder - Nassim Nicholas Taleb
See REVELN.com TOOLS for a resources on
Anti-Fragile by N. N. Taleb
15. « I will adapt. »
« Many change projects fail, and the most commonly cited reason is neglect of the human dimensions of
change.
This neglect often centres around a lack of insight into why people are unhappy
with organisational change, a poor appreciation of the process of change,
and a limited knowledge of the tools and techniques that are available to help. »
16. “If about everything top-down
fragilizes and blocks antifragility
and growth,
everything bottom-up
thrives under the right amount of
stress and disorder.”
- Nassim Nicholas Taleb
18. “The antifragile
loves randomness
and uncertainty,
which also means,
crucially, a love of
errors, a certain
class of errors.”
- Nassim Nicholas Taleb
21. Your Online Presence is:
•Everything you say
•Everything you don’t say
•Your actions or inaction
•What others have to say about you
Source: Leslie McGraw and Deb Nystrom, Your One Big Life, Women of Color Task Force Conference
23. “Entrepreneurs
….believe in a yet-to-be-
made future [to be]
shaped by human
action; and they realize
…they need not expend
energies trying
to predict it.”
~ Assoc.Professor
Saras Saravathy
25. “But while my inner
voice was clearly
telling me I was at
my core an
entrepreneur, it's
inconvenient to
decide at twenty-
three that you can't
really work for other
people.”
― Kelly Cutrone, If You Have
to Cry, Go Outside: And Other
Things Your Mother Never Told
You
Deb’s photo of Veronika Scott, CEO of the Detroit based Empowerment Plan
26. “Youngsters want to
change world. Elders
want to enjoy their
works.
The entrepreneur
sells anything
needed by both to
win their desires.”
~ Toba Beta,
Master of Stupidity
27. The Five C’s
• Connect
• Clarify
• Commit
• Collaborate
• Change
29. What are
your “Hopenings” to
be Entrepreneurial
& Antifragile?
References from today by June 25th,
REVELN.com Tools page
30. Struggle
= Strength
Don’t rob
yourself (or
them) of the
struggle
More at REVELN.com
See the blog post
Think Like an Entrepreneur: Be
Anti-Fragile Regardless of
Where You Work