This document is a proposal from Linda Villatore of Villatore & Associates to provide executive facilitation and strategic planning services to Taylor Systems Engineering Inc. over a six month period. The proposal outlines Villatore's understanding of the scope of work, suggested tasks including strategic planning, team building and marketing. It proposes a three session strategic planning process to help Taylor Systems Engineering define goals and a path for growth. The proposal aims to help Taylor Systems Engineering leverage its strengths and expertise in sustainability and engineering to expand in a meaningful way.
Green Park is a consulting firm that specializes in inclusion and diversity. They provide executive search, interim management, board advisory, and inclusion and diversity consulting services. Green Park believes that diversity alone is not enough, and that organizations must also foster an inclusive culture to fully benefit from diversity. They take a holistic approach focused on both workforce diversity solutions and workplace inclusion solutions.
Pete Smith provides business advisory services on a monthly retainer basis to CEOs, executive teams, and boards of software and professional services companies. He advises on operational projects involving major changes to operations, organization structure, and culture. With over 35 years of experience, he helps clients plan projects, assess risks, mitigate issues, and ensure successful outcomes. Some example engagements include reorganizing professional services teams, re-engineering recruiting processes, and assessing and upgrading an executive team's skills. Clients praise his guidance, wealth of knowledge, and ability to challenge teams to think bigger and act quicker.
Determine the organizational structure and design with the help of Organizational Planning PowerPoint Presentation Slides. Showcase various levels of company leadership hierarchy which assist in setting goals, monitoring results, and building a strong company. Utilize our content-ready organization management PPT slide deck and depict the current situation to analyze problem areas and company performance indicators. Effectively discuss the objectives of the management with the present level and target level task responsibilities. You can present an organizational development action plan based on themes like values and culture, people, structure, and system. This business planning PPT slideshow covers processes for the development of organizations with directions and tools to be used. We have also listed management styles with their features and their impact on organization and success rate. Also, management skills training with employees name, goals of training, need for training, and estimated cost. Furthermore, these organizational framework PPT visuals cover topics like leadership and control, communication at the workplace, work culture improvement plan, etc. Also depict the role of HR consulting in redesigning organizational structure, the role of team members, etc. by downloading ready-to-use organization structure PowerPoint infographics. https://bit.ly/3tCGrzG
Today, only 15% of companies extend their onboarding process beyond 6 months, but 90% of companies believe employees make the decision to stay in their first 12 months. Using this guide, create an effective onboarding strategy that combines tactics with appreciation. You'll find within a 30, 60 and 90 day checklist, as well as, a full onboarding program that extends the onboarding experience to a year.
The document discusses the relationship between performance, leadership, culture and strategy. It states that there is a direct correlation between an organization's performance and the strength of its leadership, culture and strategy. A strong culture that outlines clear values guides employees and leads to better statistical performance, higher employee satisfaction and retention. Developing a clear purpose, strong leadership, aligned culture and strategic plan of action are key to achieving goals and high performance.
Position your PMO to better support your COO webinar
Monday 3 February 2020
presented by:
David Dunning
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/position-your-pmo-to-better-support-your-coo-webinar/
Green Park is a consulting firm that specializes in inclusion and diversity. They provide executive search, interim management, board advisory, and inclusion and diversity consulting services. Green Park believes that diversity alone is not enough, and that organizations must also foster an inclusive culture to fully benefit from diversity. They take a holistic approach focused on both workforce diversity solutions and workplace inclusion solutions.
Pete Smith provides business advisory services on a monthly retainer basis to CEOs, executive teams, and boards of software and professional services companies. He advises on operational projects involving major changes to operations, organization structure, and culture. With over 35 years of experience, he helps clients plan projects, assess risks, mitigate issues, and ensure successful outcomes. Some example engagements include reorganizing professional services teams, re-engineering recruiting processes, and assessing and upgrading an executive team's skills. Clients praise his guidance, wealth of knowledge, and ability to challenge teams to think bigger and act quicker.
Determine the organizational structure and design with the help of Organizational Planning PowerPoint Presentation Slides. Showcase various levels of company leadership hierarchy which assist in setting goals, monitoring results, and building a strong company. Utilize our content-ready organization management PPT slide deck and depict the current situation to analyze problem areas and company performance indicators. Effectively discuss the objectives of the management with the present level and target level task responsibilities. You can present an organizational development action plan based on themes like values and culture, people, structure, and system. This business planning PPT slideshow covers processes for the development of organizations with directions and tools to be used. We have also listed management styles with their features and their impact on organization and success rate. Also, management skills training with employees name, goals of training, need for training, and estimated cost. Furthermore, these organizational framework PPT visuals cover topics like leadership and control, communication at the workplace, work culture improvement plan, etc. Also depict the role of HR consulting in redesigning organizational structure, the role of team members, etc. by downloading ready-to-use organization structure PowerPoint infographics. https://bit.ly/3tCGrzG
Today, only 15% of companies extend their onboarding process beyond 6 months, but 90% of companies believe employees make the decision to stay in their first 12 months. Using this guide, create an effective onboarding strategy that combines tactics with appreciation. You'll find within a 30, 60 and 90 day checklist, as well as, a full onboarding program that extends the onboarding experience to a year.
The document discusses the relationship between performance, leadership, culture and strategy. It states that there is a direct correlation between an organization's performance and the strength of its leadership, culture and strategy. A strong culture that outlines clear values guides employees and leads to better statistical performance, higher employee satisfaction and retention. Developing a clear purpose, strong leadership, aligned culture and strategic plan of action are key to achieving goals and high performance.
Position your PMO to better support your COO webinar
Monday 3 February 2020
presented by:
David Dunning
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/position-your-pmo-to-better-support-your-coo-webinar/
The document provides information about Jo Anne Miller and her business, The Order Maestro. The Order Maestro helps organizations and individuals achieve their goals through coaching and project management. Testimonials from past clients praise Jo Anne's ability to drive results, challenge assumptions, and help teams overcome barriers. She brings passion and creativity to her work.
Heard the phrase a number of times! Right? Ask the successful lot and they'll endorse the view. But why is it that strugglers and new-comers are still questioning the need for an effectively articulated plan for their business?
This slide share is an attempt to highlight the importance of 'Planning', as a strategy for entrepreneurial success. We would love to have readers' inputs on the subject.
This white paper discusses the concept of excellence and how striving for excellence can maximize performance and lead to flawless execution. It defines excellence as a continuous journey of improvement rather than a static goal of perfection. The paper argues that achieving perfect service delivery is the result of many roles striving for excellence upstream. It provides examples of how one can design excellence by setting clear performance standards and amplifying individual excellence across teams and organizations. Overall, the document promotes an approach of intentional excellence in all aspects of one's work to drive continuous improvement.
Perspect Management Consulting Inc. is a consulting firm that provides services in areas such as executive coaching, Lean deployment, strategy development, change management, and business innovation. They partner with clients to help them achieve success from project conception through completion. Their mission is to ensure they add value to clients' businesses through each engagement. Perspect works with clients to identify challenges, understand the underlying causes, and partner to find effective solutions. They aim to establish trust with clients and approach each engagement with humility and empathy.
Delivering consistent national services at multiple locations requires balancing local needs with brand standards. Customer satisfaction should be the top priority, as retaining customers is critical for business success. Building strategic relationships requires listening to customers, addressing their real needs, and ensuring both internal and external customers have a positive experience.
How to ditch objectives (and find a simpler way to manage performance)Hedda Bird
What to do when the CEO says 'DON'T waste time setting goals' and 'DO manage performance'. This innovative case study explores a powerful alternative to traditional objectives.
Ways To Improve Employee Engagement PowerPoint Presentation SlidesSlideTeam
The document discusses ways to improve employee engagement at a company. It begins by providing statistics showing that 30% of employees are actively disengaged, 45% are not engaged, and 55% are engaged. It then outlines several activities that can be used to increase employee engagement, such as assigning mentors to new employees, having themed office days, celebrating achievements, and providing recognition. It also discusses using surveys to measure employee engagement and identifying internal career growth paths.
Link acquisition is an important part of any website’s online optimization plan. With the recent emphasis Google and the other search engines have placed on high quality, relevant links, many companies face the challenge of determining whether link acquisition should be done through an in house team or be outsourced to an expert agency.
Getting Sales Programmes To Really Work Finaltonyreiss
The document outlines a 4-step SPARTA approach to stimulate more income generation at professional services firms:
1. Laying foundations by appointing a steering group, clarifying goals, and establishing roles.
2. Diagnosing needs and building commitment through practice group planning, prioritizing partner activities, and getting signed commitments.
3. Taking action with training, coaching, demonstrations and support.
4. Consolidating performance through measurement, best practice sharing, recognition and periodic reinvigoration.
The approach emphasizes accountability, rewards, training, attention and leadership to successfully stimulate partners to generate more income.
The Raffoni Group is a consulting firm that helps CEOs succeed through various services, programs, and peer networks. Their integrated suite of services includes a CEO Collective peer group, Strategic Leaders program to align leadership teams, and strategic facilitators with executive experience. They have worked with over 300 clients across industries, facilitating over 600 peer group meetings. CEO testimonials praise how The Raffoni Group's programs have helped align teams, improve strategy and execution, and drive business results such as doubling EBITDA.
Employer Branding - 10 tips to avoid the bear trapsSAS
The document provides 10 tips for avoiding pitfalls in the employer branding process. It recommends building a diverse project team, spending time on research and messaging before implementation, allowing creatives freedom within the research guidelines, and thinking about how the employer brand will be applied throughout the employee journey and integrated into various HR and communications functions long-term. The goal is an authentic brand that reflects organizational culture and achieves strategic goals through consistent application.
KPMG implemented an event consolidation strategy to streamline their event management and realize cost savings. Bruno Amadi, a KPMG partner, championed the initiative after seeing how an outside report highlighted the benefits. Amadi assembled stakeholders and hired an external consultant to develop an implementation plan. While some stakeholders were skeptical initially, change management efforts helped gain support for the new centralized event management process. KPMG has seen benefits like reduced costs, improved vendor relationships, and freed up time for marketing managers to focus on strategy rather than event planning. The consolidation strategy is rolling out in phases and KPMG expects long-term cost savings and other benefits from the new aligned approach to event management.
The document discusses M&A integration services provided by DD Consulting. It outlines DD Consulting's approach to integration, including establishing a governance structure and integration management office. It also references tools and checklists used in their integration methodology, and lists key topics addressed in integration planning like HR, IT, and communications.
The expert emphasizes the importance of developing empathy and understanding for clients through open dialogue and relationship building. Early meetings to exchange information about each other's businesses and personally get to know each other set the tone for a cooperative project. Understanding the client's purpose and priorities helps apply one's own work appropriately. The expert focuses on engaging with naysayers rather than just advocates, as skeptics may best understand problems, and their views could shift through genuine listening and mutual understanding.
The document provides an overview of DD Consulting and their services related to M&A integration. DD Consulting offers integration strategy development, playbooks/checklists, integration management office setup, and coaching/consulting services to support clients through the M&A integration process. They have extensive experience developing integration strategies and running post-merger integrations on deals ranging from $6 billion to 100,000 employees across 30 countries. Their approach involves developing detailed integration plans, mapping organizational structures, conducting cultural assessments, and focusing on growth, synergies, and efficiencies.
The Importance of Core Values: How to Captivate Customers & Compel Teams QuekelsBaro
In this Process Street article, we’ll explore why core values are important, how they align with mission and vision, and some examples of core values from other companies.
Creative thinking to address employee engagement challenges in hotelsEnda Larkin
This document discusses employee engagement and provides a framework for improving it with 12 factors. It begins by defining employee engagement and providing evidence that only a minority of employees are fully engaged. It then presents a framework with 12 factors that impact engagement: leadership, culture, composition, clarity, competence, cooperation, control, communication, challenge, conflict, compensation, and change. For each factor, it asks questions for businesses to consider to help improve employee engagement in that area. The overall aim is to provide a structured approach for businesses to master the challenge of employee engagement.
Organizational Behavior And Employee Relationship Management PowerPoint Prese...SlideTeam
This Organizational management PowerPoint presentation will be useful for the managers in bringing together people on a common platform to make them work towards a common predefined objective. This ppt presentation helpful for managers to perform optimal resource usage by careful workforce preparation and monitoring. This presentation covers an effective communication plan that includes reasons for communication, activity, channels, timing, audience, and responsible person and is useful in Determining organizational structure and design. It also includes strategies that involve employee training, promotional activities, and operations efficiency. This PowerPoint presentation focuses on the current situation of the company including problem areas and Company Performance Indicators. It also covers Organization Readiness assessment for Development, management by objectives including present level and target level task responsibility, monitoring and tracking improvements, Organizational Development Action Plan, process, and framework. In this PPT presentation, we have listed some of the management styles with its features impact on the organization and success rate, Management Styles Selection Matrix, and employees skills enhancing training program. It also covers the leadership goals and control along with criteria and responsible persons who will keep a check on all the activities and organizations cultural improvement plan for the employees such as supportive management, growth opportunity, and trust in leadership. This presentation covers the common threats faced by the organization such as data misused, insider threats, strict compliance regulations, third party threats, and cyber threats. Here we have listed some of the organization ethics and policies that are to be followed by the employees through which internal threats to the company can be prevented. It also includes the responsibilities of key team members involved in the organization management process. This PowerPoint presentation focuses on Role of HR Consulting in Redesigning Organizational Structure, new circular organizational structure design for the company, new hierarchical org structure for the company, organizations workflow stream such as engaging stakeholders, developing new strategy and plans, transition and continues improvement and Employee Engagement activities in the Organization. This PPT presentation covers the factors influencing organizational culture and behavior. Every company has different factors some examples are mentioned below for software and technology companies and manufacturing organizations and the impact after implementing organization management such as improved customer satisfaction, profitable business results, and improvement of company financial performance. https://bit.ly/3e6SajY
The document provides an overview of Axelbank, Gampel, Associates, a consulting firm that combines business expertise with organizational psychology. They help clients with strategic planning, organization development, change management, and other services. Their approach involves collaborating with clients to understand issues and empower people to enact productive solutions. Examples of their work include restructuring an investment bank and advising a law firm on reducing turnover.
This document provides a summary of James Tate's career history and qualifications. Over his 15+ year career at Sage, James has held several roles including Business Intelligence Developer, Report Design Analyst, and Technical Support. He has a background in civil engineering and business management. James has strong project management, communication, and customer service skills. He has led several internal projects and committees.
The document provides information about Jo Anne Miller and her business, The Order Maestro. The Order Maestro helps organizations and individuals achieve their goals through coaching and project management. Testimonials from past clients praise Jo Anne's ability to drive results, challenge assumptions, and help teams overcome barriers. She brings passion and creativity to her work.
Heard the phrase a number of times! Right? Ask the successful lot and they'll endorse the view. But why is it that strugglers and new-comers are still questioning the need for an effectively articulated plan for their business?
This slide share is an attempt to highlight the importance of 'Planning', as a strategy for entrepreneurial success. We would love to have readers' inputs on the subject.
This white paper discusses the concept of excellence and how striving for excellence can maximize performance and lead to flawless execution. It defines excellence as a continuous journey of improvement rather than a static goal of perfection. The paper argues that achieving perfect service delivery is the result of many roles striving for excellence upstream. It provides examples of how one can design excellence by setting clear performance standards and amplifying individual excellence across teams and organizations. Overall, the document promotes an approach of intentional excellence in all aspects of one's work to drive continuous improvement.
Perspect Management Consulting Inc. is a consulting firm that provides services in areas such as executive coaching, Lean deployment, strategy development, change management, and business innovation. They partner with clients to help them achieve success from project conception through completion. Their mission is to ensure they add value to clients' businesses through each engagement. Perspect works with clients to identify challenges, understand the underlying causes, and partner to find effective solutions. They aim to establish trust with clients and approach each engagement with humility and empathy.
Delivering consistent national services at multiple locations requires balancing local needs with brand standards. Customer satisfaction should be the top priority, as retaining customers is critical for business success. Building strategic relationships requires listening to customers, addressing their real needs, and ensuring both internal and external customers have a positive experience.
How to ditch objectives (and find a simpler way to manage performance)Hedda Bird
What to do when the CEO says 'DON'T waste time setting goals' and 'DO manage performance'. This innovative case study explores a powerful alternative to traditional objectives.
Ways To Improve Employee Engagement PowerPoint Presentation SlidesSlideTeam
The document discusses ways to improve employee engagement at a company. It begins by providing statistics showing that 30% of employees are actively disengaged, 45% are not engaged, and 55% are engaged. It then outlines several activities that can be used to increase employee engagement, such as assigning mentors to new employees, having themed office days, celebrating achievements, and providing recognition. It also discusses using surveys to measure employee engagement and identifying internal career growth paths.
Link acquisition is an important part of any website’s online optimization plan. With the recent emphasis Google and the other search engines have placed on high quality, relevant links, many companies face the challenge of determining whether link acquisition should be done through an in house team or be outsourced to an expert agency.
Getting Sales Programmes To Really Work Finaltonyreiss
The document outlines a 4-step SPARTA approach to stimulate more income generation at professional services firms:
1. Laying foundations by appointing a steering group, clarifying goals, and establishing roles.
2. Diagnosing needs and building commitment through practice group planning, prioritizing partner activities, and getting signed commitments.
3. Taking action with training, coaching, demonstrations and support.
4. Consolidating performance through measurement, best practice sharing, recognition and periodic reinvigoration.
The approach emphasizes accountability, rewards, training, attention and leadership to successfully stimulate partners to generate more income.
The Raffoni Group is a consulting firm that helps CEOs succeed through various services, programs, and peer networks. Their integrated suite of services includes a CEO Collective peer group, Strategic Leaders program to align leadership teams, and strategic facilitators with executive experience. They have worked with over 300 clients across industries, facilitating over 600 peer group meetings. CEO testimonials praise how The Raffoni Group's programs have helped align teams, improve strategy and execution, and drive business results such as doubling EBITDA.
Employer Branding - 10 tips to avoid the bear trapsSAS
The document provides 10 tips for avoiding pitfalls in the employer branding process. It recommends building a diverse project team, spending time on research and messaging before implementation, allowing creatives freedom within the research guidelines, and thinking about how the employer brand will be applied throughout the employee journey and integrated into various HR and communications functions long-term. The goal is an authentic brand that reflects organizational culture and achieves strategic goals through consistent application.
KPMG implemented an event consolidation strategy to streamline their event management and realize cost savings. Bruno Amadi, a KPMG partner, championed the initiative after seeing how an outside report highlighted the benefits. Amadi assembled stakeholders and hired an external consultant to develop an implementation plan. While some stakeholders were skeptical initially, change management efforts helped gain support for the new centralized event management process. KPMG has seen benefits like reduced costs, improved vendor relationships, and freed up time for marketing managers to focus on strategy rather than event planning. The consolidation strategy is rolling out in phases and KPMG expects long-term cost savings and other benefits from the new aligned approach to event management.
The document discusses M&A integration services provided by DD Consulting. It outlines DD Consulting's approach to integration, including establishing a governance structure and integration management office. It also references tools and checklists used in their integration methodology, and lists key topics addressed in integration planning like HR, IT, and communications.
The expert emphasizes the importance of developing empathy and understanding for clients through open dialogue and relationship building. Early meetings to exchange information about each other's businesses and personally get to know each other set the tone for a cooperative project. Understanding the client's purpose and priorities helps apply one's own work appropriately. The expert focuses on engaging with naysayers rather than just advocates, as skeptics may best understand problems, and their views could shift through genuine listening and mutual understanding.
The document provides an overview of DD Consulting and their services related to M&A integration. DD Consulting offers integration strategy development, playbooks/checklists, integration management office setup, and coaching/consulting services to support clients through the M&A integration process. They have extensive experience developing integration strategies and running post-merger integrations on deals ranging from $6 billion to 100,000 employees across 30 countries. Their approach involves developing detailed integration plans, mapping organizational structures, conducting cultural assessments, and focusing on growth, synergies, and efficiencies.
The Importance of Core Values: How to Captivate Customers & Compel Teams QuekelsBaro
In this Process Street article, we’ll explore why core values are important, how they align with mission and vision, and some examples of core values from other companies.
Creative thinking to address employee engagement challenges in hotelsEnda Larkin
This document discusses employee engagement and provides a framework for improving it with 12 factors. It begins by defining employee engagement and providing evidence that only a minority of employees are fully engaged. It then presents a framework with 12 factors that impact engagement: leadership, culture, composition, clarity, competence, cooperation, control, communication, challenge, conflict, compensation, and change. For each factor, it asks questions for businesses to consider to help improve employee engagement in that area. The overall aim is to provide a structured approach for businesses to master the challenge of employee engagement.
Organizational Behavior And Employee Relationship Management PowerPoint Prese...SlideTeam
This Organizational management PowerPoint presentation will be useful for the managers in bringing together people on a common platform to make them work towards a common predefined objective. This ppt presentation helpful for managers to perform optimal resource usage by careful workforce preparation and monitoring. This presentation covers an effective communication plan that includes reasons for communication, activity, channels, timing, audience, and responsible person and is useful in Determining organizational structure and design. It also includes strategies that involve employee training, promotional activities, and operations efficiency. This PowerPoint presentation focuses on the current situation of the company including problem areas and Company Performance Indicators. It also covers Organization Readiness assessment for Development, management by objectives including present level and target level task responsibility, monitoring and tracking improvements, Organizational Development Action Plan, process, and framework. In this PPT presentation, we have listed some of the management styles with its features impact on the organization and success rate, Management Styles Selection Matrix, and employees skills enhancing training program. It also covers the leadership goals and control along with criteria and responsible persons who will keep a check on all the activities and organizations cultural improvement plan for the employees such as supportive management, growth opportunity, and trust in leadership. This presentation covers the common threats faced by the organization such as data misused, insider threats, strict compliance regulations, third party threats, and cyber threats. Here we have listed some of the organization ethics and policies that are to be followed by the employees through which internal threats to the company can be prevented. It also includes the responsibilities of key team members involved in the organization management process. This PowerPoint presentation focuses on Role of HR Consulting in Redesigning Organizational Structure, new circular organizational structure design for the company, new hierarchical org structure for the company, organizations workflow stream such as engaging stakeholders, developing new strategy and plans, transition and continues improvement and Employee Engagement activities in the Organization. This PPT presentation covers the factors influencing organizational culture and behavior. Every company has different factors some examples are mentioned below for software and technology companies and manufacturing organizations and the impact after implementing organization management such as improved customer satisfaction, profitable business results, and improvement of company financial performance. https://bit.ly/3e6SajY
The document provides an overview of Axelbank, Gampel, Associates, a consulting firm that combines business expertise with organizational psychology. They help clients with strategic planning, organization development, change management, and other services. Their approach involves collaborating with clients to understand issues and empower people to enact productive solutions. Examples of their work include restructuring an investment bank and advising a law firm on reducing turnover.
This document provides a summary of James Tate's career history and qualifications. Over his 15+ year career at Sage, James has held several roles including Business Intelligence Developer, Report Design Analyst, and Technical Support. He has a background in civil engineering and business management. James has strong project management, communication, and customer service skills. He has led several internal projects and committees.
This document provides information about the services offered by Montague Consult, a business management consultancy. They offer services such as strategic planning, business process improvement, knowledge management, and dispute resolution. Their first visit with prospective clients is without obligation to understand the client's needs. They then provide a proposal outlining objectives, costs, and timelines. They aim to break projects into stages to allow for review and client input. Their recommendations are practical and carefully prepared.
This document provides information about Montague Consult, a business management consultancy firm. It discusses how Montague Consult works with clients on their first visit to understand needs and assess projects. It also outlines Montague Consult's services such as business strategy consulting, strategic planning, business process improvement, knowledge management, and dispute resolution. The document emphasizes building employee motivation and outlines Montague Consult's experience in transformational leadership.
Success and failure in organisation designArunR148
This document discusses organizational design and keys to successful implementation. It notes that many leaders are redesigning their organizations to boost performance and keep up with changing markets. Companies that employ agile working, a value-adding corporate center, clear profit/loss responsibilities, flat management structures, shared services, and collaboration support tend to see faster growth. Successful organizational design requires building on strengths, going beyond organizational charts to empower teams, clearly defining roles, and supporting continuous learning. Change efforts can fail if decisions are made outside the agreed process, communication plans are inadequate, or leadership does not fully champion and model the changes.
CSR Metrics: You can't measure temperature with a speedometer!Wayne Dunn
A CSR Thoughtpiece from the CSR Training Institute
-by Wayne Dunn
To keep updated on postings and events go to www.csrtraininginstitute.com and sign up for the newsletter
The CEO, with help from advisors, can identify weaknesses in their leadership skills and develop a plan to improve in those areas. Meeting with employees at all levels can provide insight into organizational issues and challenges. Leaders must agree on a company's mission, values, and goals and choose an organizational structure that supports collaboration. Quickly identifying top and low performers allows an organization to improve standards by removing weak performers and empowering strong talent. Involvement in strategic planning helps channel resources to the most important projects and unifies departments to work towards common goals. Feedback loops help organizations continuously improve by identifying waste and rewarding employees for improvements.
- The discussion considers starting Enterprise Architecture conversations by focusing on the problems EA can help solve, rather than what EAs do.
- It is proposed that EA can help improve utilization of current enterprise capabilities and transform capabilities to capitalize on new opportunities.
- For EA to be meaningful and credible, its performance and contribution must be measurable. Various potential measures of EA performance are discussed, such as capabilities effectiveness, time/cost to plan opportunities, and project plan efficiency.
The document discusses bridging the gap between organizational strategy and execution. It states that while organizations spend significant time and resources developing strategies, there is often a breakdown when executing those strategies through projects. This can result in failure to achieve strategic goals. The document recommends upskilling project teams and leaders through training to improve their technical and relational skills for better strategy alignment and execution. It promotes the services of TwentyEighty Strategy Execution, which provides performance education to strengthen peoples' strategic and project capabilities.
7 pointers to building a robust shared services business caseChazey Partners
While it’s tempting to rush into Shared Services as the brainchild of senior executives, a business case will protect you from inevitable changes at the top and at the same time provide a vehicle to achieve senior level buy-in. You really can’t afford to skip this stage.
This document discusses tips and common pitfalls for organizations starting a continual service improvement (CSI) program based on ITIL. It outlines 5 key lessons: 1) training alone is not improvement and simulations can help cement learning; 2) improvements should address real problems identified by stakeholders; 3) dependencies between improvements must be understood; 4) leadership commitment is critical for success; and 5) improvements must have realistic scopes and timelines. The overall message is that truly improving operations requires applying lessons learned from both training and past improvement efforts.
This document discusses capacity building for nonprofits. It defines capacity building as actions that enhance a nonprofit's ability to achieve its mission. Examples of capacity building initiatives include strategic planning, board/staff development, and succession planning. The document outlines lessons from capacity building, including the importance of resetting strategy and aspirations, good management, and patience since capacity building takes longer than expected. It describes how the organization CharityNet USA can help nonprofits with capacity building through services like strategic planning, consulting, and educational resources.
This document discusses how an organization called Sato+Partners can help companies better apply design and innovation strategies. It provides an overview of the types of services Sato+Partners offers, including design strategy, organization processes, management tools, and custom workshops. The document also outlines Sato+Partners' approach of using design thinking to transform how clients work while delivering business results. It notes that Sato+Partners consultants have experience in both design and large organizations.
Vector Consultants is a global consulting firm that provides solutions to help clients achieve positive and sustainable results. Over nearly 30 years, Vector has built an outstanding record of helping organizations implement strategies effectively to meet their objectives. Vector takes a no-nonsense approach based on openness and honesty to earn client trust. They conduct in-depth analyses of clients to understand challenges and provide tailored solutions to improve performance and efficiency. Vector ensures changes are sustainable by transferring knowledge to clients and building internal consultancy capacity.
WorkOut is a change management methodology developed by C.A. Schifman and Company in 1986 that engages employees at all levels of an organization to generate solutions for key business challenges. The WorkOut process involves identifying a critical business goal, forming cross-functional teams to analyze the problem and propose recommendations, and implementing approved solutions within 90 days. WorkOut aims to reduce costs, increase efficiency, and foster collaboration, accountability and trust among employees. Client organizations report results such as reduced operating costs, faster cycle times, and achieving strategic objectives through the WorkOut process.
Understanding the Meaning and Benefits of Staff Augmentation in Today's Busin...augmentation World
staff augmentation has become a revolutionary strategy for companies to succeed in the face of constantly shifting customer expectations. It is a crucial instrument for fostering growth and adaptability due to its versatility and capacity to meet certain demands. By accepting staff augmentation, businesses may access a variety of skill sets without making a long-term commitment, promoting flexibility and efficiency. Collaboration, information exchange, and creative problem-solving are encouraged when augmented workers are seamlessly integrated into current teams. Utilizing the potential of staff augmentation becomes a strategic requirement to remain ahead of the curve and achieve sustainable success as the business landscape continues to change.
This document discusses business transformation and innovation. It provides an overview of the need for organizations to constantly change and adapt to their external environment in order to survive. It also discusses how Capita Symonds can help organizations transform their strategies, processes, behaviors, infrastructure, and customer service to create smarter and more sustainable operations. The document then goes into more detail on various aspects of organizational transformation.
Ed capaldi Strategic Advisor and CEO Business Coach. Gazelles Rockefeller Hab...Ed Capaldi
Ed Capaldi LLC company profile. Executive Coaching. Business Coaching. Rockefeller Habits. Strategic Planning. Strategic Execution. Business Model Canvas.
Personalized Workforce Optimization Solutions Just for YouADP, LLC
You’re looking for a clear path to managing the financial and HR processes so vital to your business. We can pave that road for you. We will deliver a personalized workforce optimization solution that meets your unique business challenges. We will provide you with the expertise, tools and resources to maximize your organization’s HCM investment.
HR search is critical to a company's success because it ensures the correct people are in place. HR search integrates workforce capabilities with company goals by painstakingly identifying, screening, and employing qualified candidates, supporting innovation, productivity, and growth. Efficient talent acquisition improves teamwork while encouraging collaboration. Also, it reduces turnover, saves money, and ensures consistency. Furthermore, HR search discovers and develops leadership potential, resulting in a strong pipeline of future leaders. Finally, this strategic approach to recruitment enables businesses to respond to market changes, beat competitors, and achieve long-term success.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
SATTA MATKA SATTA FAST RESULT KALYAN TOP MATKA RESULT KALYAN SATTA MATKA FAST RESULT MILAN RATAN RAJDHANI MAIN BAZAR MATKA FAST TIPS RESULT MATKA CHART JODI CHART PANEL CHART FREE FIX GAME SATTAMATKA ! MATKA MOBI SATTA 143 spboss.in TOP NO1 RESULT FULL RATE MATKA ONLINE GAME PLAY BY APP SPBOSS
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
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TSE Executive Team Facilitation
1. Villatore & Associates Page 0
2012
Submitted by Linda Villatore
Villatore & Associates
6/14/2012
Executive Team Facilitation to Increase
the Growth of Taylor Systems
Engineering
2. Villatore & Associates Page 1
June 14, 2012
Taylor Systems Engineering Inc.
Mr. Cliff Gustafson, P.E. President
Fair Oaks Blvd., Suite 100
Fair Oaks, CA 95628
Sent via e-mail to: cliff.gustafson@tse-inc.net
Dear Mr. Gustafson:
Villatore and Associates is pleased to present this proposal to Taylor Systems Engineering Inc.,
(TSE) to provide facilitation services to you and the Executive Team and help increase the
growth of your company.
Included in my proposal is review of your requests, an outline of how I would approach a
company-wide strategic planning process, engagement questions I have, and a summary of my
vision for the project.
Thank you for the opportunity to submit this proposal. I look forward to working with you and
Taylor Systems Engineering very much. Should you have questions or need further information,
please do not hesitate to contact me at (916) 536-9890.
Sincerely,
Linda Villatore
President
Villatore & Associates
10741 Fair Oaks Blvd., Suite 68
Fair Oaks, CA 95628
Phone: 916 536 9890
Linda Villatore
3. Villatore & Associates Page 2
Understanding the Scope of Work
n recent years, Taylor Systems Engineering has successfully navigated the downturn in the
economy, but has postponed plans for its own long-term growth. I have been invited to
work collaboratively with Taylor Systems Engineering for a period of six months, and play a
role as executive facilitator in new project development and strategic planning for the purpose
of growing the company. How fast, how much, and in what direction(s) Taylor Systems will
grow, are items to be explored, discussed and determined as part of the strategic planning
process.
The position is tentatively given the title of Project Developer. The start date, job description,
details, work products, work schedule, payment for services, duties and precise responsibilities
are yet to be determined.
It is my current understanding that professional Project Development services will be provided
by Linda Villatore, owner Villatore & Associates, as a contractor to Taylor Systems Engineering
Inc., (TSE) and to Cliff Gustafson, P.E. President of TSE. The Project Developer will report
directly to Cliff Gustafson. Clarification of the position details cited above will be necessary in
writing, and will form the basis of an agreement before commencement of work.
Project Developer Tasks
Villatore & Associates’ has unique value to TSE, in that I can
provide creative, one-stop solutions to meet many Marketing,
Team Building, Change Management, Training, Strategic
Planning, Executive Facilitation, Presentation, Project
Coordination, Writing, Media, Customer Relations and
Communications needs. I can do any of these things at any
time.
In addition, our existing relationship serves us well. I think we
understand and respect each other and can speak candidly. Also, my prior professional
development in sustainability, the motivation, passion and commitment underlying it are all of
benefit to you and align with company values.
As I prepared this document, I realized that since the firm is now considering a strategic
planning process for the purpose of change and growth, I suggest that we do that planning first.
I will explain that further.
I am happy to work at any tasks assigned. But if my first major task is to guide TSE through the
strategic planning process, then the investment in resources, time and money (yours and mine)
I
4. Villatore & Associates Page 3
will connect to the plan going forward and transfer directly to ongoing operations. I hope you
agree with this recommendation. In support of this, I will quickly cite our recent experience.
Lessons Learned
The recent attempt to design training should serve us here. Timing was not good. Starting a
major new initiative at the beginning of summer, TSE’s busy season, (as I understand) was a
mistake. We lacked adequate human resources to sustain the new initiative. The focus rightly
shifted to the onslaught of large, unexpected, incoming engineering contracts. Why were they
so unexpected? I would hope to improve that and help level out and plan for the anticipated
engineering workload. TSE was rightly unwilling to pull resources away from the primary
engineering focus to focus on developing training. It would have been a mistake to do
otherwise.
Nevertheless, the effort at training and the survey was, so far, a waste of energy. If we do the
right things, in the right sequence, there will be no need for backtracking, no wasted effort. It is
my intent to help guide you here. I am not attached to TSE becoming a training institution. I
want to see you make the best decisions for growth
given the resources and time available. This is the
way I think.
I hope that the ideas in this document serve as a
guideline for our discussions and will lead to a
satisfactory agreement. TSE may feel free to add, or
delete topics in response to this proposal.
Suggested Consulting Services
Strategic Planning
Conduct a series of Strategic Planning Executive Team Facilitations
Include Motivational Skills and Team Building in the discussions as relates to
organizational culture: the unwritten rules that define how work is really done
Assist in Identifying Potential Growth Areas for the Company
Research suggest and develop business relationships and partnerships of benefit to TSE
Identify and discuss Recourses needed for any potential growth area
Review potential Risks of all potential growth areas
Evaluate realistic timelines for Deliverables of new Products or Services
Team Building
Support Management for continuous improvement and issue resolution
Principle of mass and economy of
force
Emphasize the principle objective.
Restrict the strength of secondary
efforts outside or on the margins of
support. Focus. Keep it simple.
5. Villatore & Associates Page 4
Assist in problem solving and issue resolution
Conduct internal executive coaching, and workforce development as needed
Further advance senior management executive skills to improve internal communication
Marketing
Throughout the project be a Marketing advisor
suggesting best practices in customer-facing
media and outreach, selecting, coordinating and
guiding the focus and substance of input
Marketing plans to align with Organizational
Culture
Support white paper, presentation and case
study development activities
Contact the Everblue® Training Institute
regarding a potential training partnership
Review, and potentially repurpose or revise the existing survey instrument to align it
with new objectives, i.e. Everblue® partnership
Production
Write a high-level strategic growth planning document summarizing the planning goals
and understandings achieved in the six-month window
Improve the TSE website
Improve Search Engine Optimization
LEED Green Associate
In addition to my existing self-study and training in sustainable practices through SMUD and
PG&E, I am prepared to obtain the LEED Green Associate certification. This would benefit TSE
by enhancing my credibility in delivering presentations, and allow me to assist in proposal
writing.
Strategic Planning Project Approach
Encouraging a company to make this kind of a change starts with self-reflection. Who are you
as a company? What are your core values? What is your vision? What things do you do
extremely well? Where do you need to improve? Are there products and services you could
consolidate and offer to a new client, or offer in new ways? These are some of the key
elements that the strategic planning process will identify. The end result is called, “rebranding.”
6. Villatore & Associates Page 5
The direction of the effort must
be towards clearly defined,
decisive and attainable goals.
Participants in the Big Picture
In a private company like TSE the norms and culture reflect the founder’s values. The founder
and his successors hire employees with similar values and ensure those values are integrated
into business decision-making. Strategic planning may be lead (or imposed) from the top down,
solely by the principal of the company. But studies show, that organizational change is
ultimately most effective when taken company wide.
Although a series of meetings with the principal (as has been suggested) would certainly be
helpful to frame issues and visions. I ultimately would recommend, especially in a small
company proud of its relationship with long-term employees, that TSE consider opening the
planning process to the entire team.
Company-wide planning invites greater creative input of ideas. New strategy will involve or
require investment in systems and structure that go beyond the central product and service.
When staff understands the strategic purpose and priority of each project, their work will flow
better. The results of their actions are internalized, clearly understood, accepted and acted
upon immediately and with consistency. Importantly, they build creativity into their daily work
once they have the big picture. A unified, forward leaning workforce, guided by a clear vision of
company goals will increase efficiency, success and satisfaction exponentially.
Everblue® Training Institute and the Planning Sequence
They look like a fine young company, run by West
Pointers, yet I believe it is premature to contact the
Everblue® Training Institute. Our goals are not clear.
Once we complete the planning process and define
areas for growth, training may or may not be
important, or even defined as a growth area.
As Chris pointed out, there will always be valuable
engineering time taken up in learning to present their courseware, even if it is a topic the
engineer is comfortable with.
Training for Everblue® may not be the best way to market TSE. They current courses are offered
online and in colleges. I am not quite prepared to engage Everblue® until I am more confident
of our focus and plans going forward. It may be important, or we may decide to limit conditions
for engagement.
7. Villatore & Associates Page 6
New idea! We might profit from a partnership with Everblue® by authoring a
series of training manuals and books based on TSE’s expertise, for which both companies
would obtain shared revenues.
I suggest we hold off on approaching Everblue® until we have a clear picture of how they might
fit into our plans. I am flexible on this. If you want me to pursue it as soon as I get onboard, I
would ask for a meeting with you and Chris to discuss some of the issues we have raised.
Use of the existing Survey Instrument
I want to recommend that TSE recycle and use the time and effort we have made
developing the Survey Monkey training survey in a different way. I suggest that without much
expenditure of time and before the end of the next billing cycle, TSE simply send out the
existing survey. But send it only internally to staff and “friends of TSE.” Ask friends for feedback.
Advise staff that we will incorporate their thoughts about training in staff discussions later
when we are in the strategic planning process. Then I also suggest TSE save the survey, stop the
monthly payments until we determine if we will train, why we will train, and how fast we can
develop training products. We don’t know any of these things now.
Succession Planning
One additional factor Taylor Systems may want to bring into the planning mix would be
succession planning. A charismatic leader of a private company leads their company with strong
beliefs and values. The challenge comes for continued success and potential for growth for the
company when the founder is still present, considers making major changes and the
expectations of future generations of leadership are not integrated into the business decision-
making process. This transition can be positively affected by how the founder plans for and
trains the next generation of leadership.
Strategic Plan Document
I suggest that a summary high level strategic plan document be produced at the close of the
strategic planning activities to aid TSE in carrying forward its plans for managing the changes in
potential new products, services and other activities thus identified and those which will arise
naturally from the process itself. The contents of document should be further defined if it is
requested.
Other Tasks as Assigned
In addition to the strategic facilitation duties other related tasks may be assigned and
requested.
8. Villatore & Associates Page 7
Facilitation Sequence
I propose that the strategic planning process take place in a series of three sessions which I will
facilitate. I have outlined the sequence of activities which would be involved in chronological
order.
Analysis
1. Refine Objectives. Examine current TSE and market conditions, successes and
problems; potential organizational barriers, incentives, market and/or
legislative directives, and other conditions and issues for comparison and
inclusion in facilitation
2. Obtain customer service feedback data and other data
3. Determine participating staff; including their names and position
4. Determine dates, times, location(s) of sessions for each
5. Review and discuss TSE’s organizational culture
6. Research and discuss TSE competition, industry marketing leadership;
including successful marketing models for relevant comparisons
7. Discuss preferred facilitation delivery style: a retreat, or more formal style
etc.
8. Announce sessions to staff in an attractive manner to create a “Buzz”
9. Other duties as needed
Design and Development
1. Design custom facilitation and outline the daily flow of each session with
activities
2. Design framing questions; charts, locate website examples, graphics, tools,
and each session’s opening and wrap up strategies
3. Specify Materials and Equipment needed: i.e., IT projector, large screen,
other?
4. Identify a note taker/scribe to record each session accurately and provide
notes to Linda Villatore at the close of each facilitation session. This
individual is to be provided by TSE
5. Optional review, input and finalizing facilitation planning meeting with Cliff
6. Revisions and additions made
7. Other duties as needed
9. Villatore & Associates Page 8
Implementation
Conduct Facilitations.
1. Estimating 18 Hours in total length; with dates, location, duration, frequency
and specific staff participants in each session to be determined
2. Obtain and review notes from scribe after each session
3. Consult with staff participating outside of facilitated sessions with Marketing
guidance, follow up questions, outreach, requests for more data, and
updates during project process
4. Write draft Strategic Plan; including any metrics and timelines for short term
and long term goals listing main points coming out of facilitations
5. Review draft for feedback revisions
6. Make document revisions
7. Deliver Final High Level Strategic Planning document within 3 weeks of the
end of the contract period.
Vision
Human beings survived by solving problems. We now find we are affecting the health of our
planet by our consumption of energy. Taylor Systems Engineering solves energy problems.
They are inspired by design creativity and guided by solutions integrity.
Taylor Systems Engineering has both
flourished and languished in natural cycles of
business for over 35 years. The current
plateau is not good enough anymore. A
restless energy has emerged for changes
which will guide TSE into greater growth. The
integration of this vision will carry the
company into its next 35 years.
I want to be part of sustainability engineering,
design knowledge, and wisdom contained in
TSE and help bring these to the wider world.
TSE is looking for a vision of itself and its role
in the future. I suggest they lead from that
vision.
I look forward to helping them do just that..