This document provides an agenda for a presentation on HRD intervention in new venture creation with a strategic approach. The presentation covers topics such as the current state of business and HR, the strategic role of HR, and an organization with innovative HR practices. It emphasizes that HR is a strategic asset and discusses how HR will evolve from strategic business partnership to strategic leadership. The presentation aims to provide a paradigm shift in thinking and introduces a strategic HR model with a focus on empowerment strategies and practices to create a high performance workforce.
This document is an agenda for a presentation on HRD intervention in new venture creation through strategic HR approaches. The agenda includes: an introduction to the topic; discussing business and HR trends today such as collaborative cultures and measuring employee value; the strategic role of HR in becoming business leaders and driving change; a case study of an innovative organization with empowering HR practices; and publications and outcomes of HR research. The presentation aims to discuss how HR can take a strategic approach to support new venture creation.
Transformational leadership inspires organizations to adapt to accelerating change. It motivates followers by closing the gap between leaders' professed values and actual values in use. Transformational leaders act as role models, motivate followers with a vision of the future, stimulate innovation, and support individual growth. They are needed to help organizations and employees cope with disruption and maintain productivity.
The document discusses approaches to improving knowledge worker productivity. It argues that the dominant approach of designing organizational structures and then fitting roles and people into them may not be effective for knowledge workers. An alternative approach is proposed that focuses first on the person, their passions and skills, and then tailors roles and organizational structures to better fit individuals. This person-centered approach includes using passion inventories, flexible job descriptions, and lateral career moves to better align people with work they find meaningful. The goal is to recruit the right people and place them in positions and an organization structured in a way that allows them to perform at their best.
This is one of the handouts that participants of Banks International’s program, Culture Audit Interviews, receive and is one of the base documents attendees at the 21st Century Organizations can also receive.
The document discusses adopting agile methods in medium and large organizations and outlines some of the risks and strategies involved. It notes that organizational culture, processes, and human resistance can make adoption difficult. Common risks include having too many reasons and approaches to adoption, as well as barriers related to organizational size, structure, and culture. The document recommends understanding an organization's culture and choosing the right strategy and risks, with a focus on communication, consistency, and making any change process acceptable.
Royal Alberta Museum - Cynefin Framework and Polarity Management WorkshopAngie Tarasoff
The document describes a LEGO workshop used to demonstrate the Cynefin framework. It outlines four activities where participants build with LEGOs and then discuss their experiences. The activities increase in complexity from building structures with simple rules to more ambiguous scenarios. This is used to illustrate the different domains in the Cynefin framework - simple, complicated, complex, and chaotic. The document concludes by discussing how the Cynefin framework can be applied to understand contexts and respond appropriately, and provides resources for further information.
The best processes are those that encourage teams to naturally do the right things at the right times. Amazing processes like this don’t happen by accident; they are specifically designed to encourage desirable behavior while discouraging harmful behaviour. By carefully choosing the process’s affordances -- practices or artifacts that direct our thinking toward a specific goal -- a team can tailor a process that makes success intuitive. The session will begin by presenting the core concepts behind affordence-driven process improvement before diving into a collaborative workshop. During the workshop teams will use information from the introduction to brainstorm practices that will help them promote those values, as you would in a team retrospective.
This document provides an agenda for a presentation on HRD intervention in new venture creation with a strategic approach. The presentation covers topics such as the current state of business and HR, the strategic role of HR, and an organization with innovative HR practices. It emphasizes that HR is a strategic asset and discusses how HR will evolve from strategic business partnership to strategic leadership. The presentation aims to provide a paradigm shift in thinking and introduces a strategic HR model with a focus on empowerment strategies and practices to create a high performance workforce.
This document is an agenda for a presentation on HRD intervention in new venture creation through strategic HR approaches. The agenda includes: an introduction to the topic; discussing business and HR trends today such as collaborative cultures and measuring employee value; the strategic role of HR in becoming business leaders and driving change; a case study of an innovative organization with empowering HR practices; and publications and outcomes of HR research. The presentation aims to discuss how HR can take a strategic approach to support new venture creation.
Transformational leadership inspires organizations to adapt to accelerating change. It motivates followers by closing the gap between leaders' professed values and actual values in use. Transformational leaders act as role models, motivate followers with a vision of the future, stimulate innovation, and support individual growth. They are needed to help organizations and employees cope with disruption and maintain productivity.
The document discusses approaches to improving knowledge worker productivity. It argues that the dominant approach of designing organizational structures and then fitting roles and people into them may not be effective for knowledge workers. An alternative approach is proposed that focuses first on the person, their passions and skills, and then tailors roles and organizational structures to better fit individuals. This person-centered approach includes using passion inventories, flexible job descriptions, and lateral career moves to better align people with work they find meaningful. The goal is to recruit the right people and place them in positions and an organization structured in a way that allows them to perform at their best.
This is one of the handouts that participants of Banks International’s program, Culture Audit Interviews, receive and is one of the base documents attendees at the 21st Century Organizations can also receive.
The document discusses adopting agile methods in medium and large organizations and outlines some of the risks and strategies involved. It notes that organizational culture, processes, and human resistance can make adoption difficult. Common risks include having too many reasons and approaches to adoption, as well as barriers related to organizational size, structure, and culture. The document recommends understanding an organization's culture and choosing the right strategy and risks, with a focus on communication, consistency, and making any change process acceptable.
Royal Alberta Museum - Cynefin Framework and Polarity Management WorkshopAngie Tarasoff
The document describes a LEGO workshop used to demonstrate the Cynefin framework. It outlines four activities where participants build with LEGOs and then discuss their experiences. The activities increase in complexity from building structures with simple rules to more ambiguous scenarios. This is used to illustrate the different domains in the Cynefin framework - simple, complicated, complex, and chaotic. The document concludes by discussing how the Cynefin framework can be applied to understand contexts and respond appropriately, and provides resources for further information.
The best processes are those that encourage teams to naturally do the right things at the right times. Amazing processes like this don’t happen by accident; they are specifically designed to encourage desirable behavior while discouraging harmful behaviour. By carefully choosing the process’s affordances -- practices or artifacts that direct our thinking toward a specific goal -- a team can tailor a process that makes success intuitive. The session will begin by presenting the core concepts behind affordence-driven process improvement before diving into a collaborative workshop. During the workshop teams will use information from the introduction to brainstorm practices that will help them promote those values, as you would in a team retrospective.
The document discusses various models and perspectives of decision making, including the rational model, bounded rationality, incrementalism, organizational procedures, politics, and garbage can model. It also discusses naturalistic decision making and the multiple perspectives approach. The multiple perspectives approach considers technical, organizational, individual, ethical and aesthetic viewpoints. The document then provides an example scenario of a school principal trying to increase student attendance. It also discusses the Cynefin framework for classifying problems as simple, complicated, complex, chaotic or disorder.
This document discusses strategic vision and Scrum. It notes that strategic vision is important for knowing organizational initiatives, defending product direction, fostering collaboration, and delighting users. It provides techniques for creating and fostering vision, including executive vision sessions, story mapping, walking skeletons, and epic budgeting. The document also provides background on CollabNet, a company that provides tools for agile development and source code management.
The document discusses the importance of effective people management in manufacturing leadership. It emphasizes building a world-class manufacturing team through defining leadership profiles, promoting diversity, and strengthening existing talent. It stresses the need to balance functional capability and leadership capability when selecting manufacturing leaders. It also provides models for leadership capabilities and career progression.
This document discusses how physical work environments can support agile teams. It finds that top-performing companies spend more time collaborating, learning, and socializing than average companies. These companies also view collaboration as more critical than focus work. The document also describes how coworking spaces foster sharing, openness, and co-creation through principles of authenticity, flexibility, and transparency. It provides examples of how agile teams at Nokia and Navteq benefited from being co-located, with improvements in communication, decision-making, and team cohesion. Lastly, it discusses challenges of collaboration versus focus, proximity versus privacy, and outlines a vision for the future of work spaces.
Muraya's presentation from the annual Asia OfficeSpace Congress in Beijing on 7 June, 2013.
In Beijing record high rents and low availability is driving an examination as to how the workplace has evolved and what can still change to encourage efficiency, productivity and smart spending in China's Modern Workplace.
Find out more at www.muraya.com.
Follow us on Social Media:
http://www.linkedin.com/company/muraya
https://www.facebook.com/MurayaDCE
http://e.weibo.com/muraya?ref=http%3A%2F%2Fwww.muraya.com%2F
Here are some questions to guide your discussion:
- What challenges did you face in aligning interests?
- How did you navigate conflicting priorities?
- What helped/hindered effective collaboration?
- What lessons can you take for managing complexity?
Discuss for 15 minutes.
The Spaghetti Tower - Key Takeaways
As a large group:
What are the key insights you gained from this exercise about:
- Managing complexity
- Aligning interests in complex environments
- Collaboration across conflicting priorities
How can these insights help you be more effective managers at NICE?
Discuss for 15 minutes.
Share 2 key takeaways each
This document provides an overview of agile principles and practices. It begins with definitions of agility from experts in the field. It then outlines the evolution of agile approaches over the last 50 years. The core of agile is described as valuing individuals, interactions, working software, and responding to change over processes, tools, documentation, and following a plan. The 12 principles of agile are also summarized. Finally, it discusses agile as both a mindset and set of practices for developing software iteratively.
People are always TALKING about the problems of losing knowledge, but doing little about mitigating it. This presentation to the Australian HR Institute highlights what CAN be DONE to make opportunities from this problem. It highlights organisations that are successfully transferring knowledge to stimulate a more productive future.
This document summarizes Daniel Rivera's portfolio project involving the development of a .NET library management system. The project involved 3 phases: 1) Developing an ASP.NET client interface, 2) Replacing the business layer and data transfer objects, and 3) Adding web services using WCF. In each phase, the objectives and key activities are outlined, such as creating classes, interfaces and pages for the ASP.NET client, using LINQ to SQL for data access, and implementing WCF services to allow interoperability.
This document outlines a five-step corporate compliance management process. It involves understanding a company's background and operations, identifying applicable laws based on industry and geography, evaluating compliance gaps, assessing controls and reporting, and establishing an ongoing compliance structure. The process aims to provide companies with the necessary groundwork and ongoing management tools to ensure adherence to relevant regulations.
What happens when a website moves from an industry agency to an archive? Kate...National Digital Forum
The document discusses the challenges of moving a website from one organizational structure to another. It focuses on the National Film and Sound Archive of Australia's website, australianscreen, which moved from being managed by a film funding agency to the NFSA. Key challenges discussed include changing corporate plans and user expectations between the different types of organizations, and how to best represent the full breadth of the NFSA's extensive collection online beyond just films. Potential solutions proposed include leaving the site as is, adding more collection types, or integrating it more directly with the NFSA collection search.
In december 2010 is er aan de directie van WVS-groep door de afdeling Communicatie een presentatie gegeven over social media en internetmarketing. Hierin zijn de voordelen van social media voor het bedrijf naar voren gebracht.
This document provides an agenda for a presentation on HRD intervention in new venture creation through strategic HR approaches. The presentation covers topics such as the strategic role of HR, HR practices in innovative organizations, and a model for creating an empowered workforce. It also lists the speaker's publications and qualifications for giving the presentation. The goal is to discuss how HR can play a strategic leadership role in organizations through empowerment strategies and high performance work systems.
The document summarizes the agenda for a leadership and administrative dynamics course at Eckerd College in Fall 2010. It includes discussions on Myers Briggs personality types, decision making frameworks, theories of leadership, and how the brain creates meaning. Key topics to be covered are identifying personal strengths and weaknesses as leaders, examining challenges in decision making contexts involving limited resources, and reviewing models of leadership proposed by theorists like Senge, Northhouse, Kouzes/Posner, and Blake and McCanse.
Understanding the signs in business trends, what signs to watch, what signs to ignore is a continual challenge. Learn about these signs and some strategies to better work with all this organizational change.
Perception and individual decision making are influenced by biases and shortcuts. People rely on bounded rationality to simplify complex problems. Decisions are affected by organizational constraints, culture, and ethics. To improve decision making, one should be aware of biases, combine analysis with intuition, and enhance creativity.
Strategies for meeting needs and managing stress rebranded final 10 31 11Robyn Radomski
This document provides strategies for meeting individual needs and managing stress based on the Birkman assessment. It outlines the key needs and stress behaviors for individuals with Red, Green, Blue, and Yellow assessments. For each type, it recommends ways to satisfy their needs such as seeking casual relationships for Reds or direction and control for Yellows. It also gives tips on managing stress behaviors like becoming impatient for Reds or over-insisting on rules for Yellows. The document aims to help individuals understand their needs and how to constructively deal with stress.
Presentation to City of Saint Louis Park Professional Development Program on March 9, 2911. Public employees from Saint Louis Park and other communities. Focus on integrating management with leadership perspectives. Emplowering others to improve the world.
The document discusses various models and perspectives of decision making, including the rational model, bounded rationality, incrementalism, organizational procedures, politics, and garbage can model. It also discusses naturalistic decision making and the multiple perspectives approach. The multiple perspectives approach considers technical, organizational, individual, ethical and aesthetic viewpoints. The document then provides an example scenario of a school principal trying to increase student attendance. It also discusses the Cynefin framework for classifying problems as simple, complicated, complex, chaotic or disorder.
This document discusses strategic vision and Scrum. It notes that strategic vision is important for knowing organizational initiatives, defending product direction, fostering collaboration, and delighting users. It provides techniques for creating and fostering vision, including executive vision sessions, story mapping, walking skeletons, and epic budgeting. The document also provides background on CollabNet, a company that provides tools for agile development and source code management.
The document discusses the importance of effective people management in manufacturing leadership. It emphasizes building a world-class manufacturing team through defining leadership profiles, promoting diversity, and strengthening existing talent. It stresses the need to balance functional capability and leadership capability when selecting manufacturing leaders. It also provides models for leadership capabilities and career progression.
This document discusses how physical work environments can support agile teams. It finds that top-performing companies spend more time collaborating, learning, and socializing than average companies. These companies also view collaboration as more critical than focus work. The document also describes how coworking spaces foster sharing, openness, and co-creation through principles of authenticity, flexibility, and transparency. It provides examples of how agile teams at Nokia and Navteq benefited from being co-located, with improvements in communication, decision-making, and team cohesion. Lastly, it discusses challenges of collaboration versus focus, proximity versus privacy, and outlines a vision for the future of work spaces.
Muraya's presentation from the annual Asia OfficeSpace Congress in Beijing on 7 June, 2013.
In Beijing record high rents and low availability is driving an examination as to how the workplace has evolved and what can still change to encourage efficiency, productivity and smart spending in China's Modern Workplace.
Find out more at www.muraya.com.
Follow us on Social Media:
http://www.linkedin.com/company/muraya
https://www.facebook.com/MurayaDCE
http://e.weibo.com/muraya?ref=http%3A%2F%2Fwww.muraya.com%2F
Here are some questions to guide your discussion:
- What challenges did you face in aligning interests?
- How did you navigate conflicting priorities?
- What helped/hindered effective collaboration?
- What lessons can you take for managing complexity?
Discuss for 15 minutes.
The Spaghetti Tower - Key Takeaways
As a large group:
What are the key insights you gained from this exercise about:
- Managing complexity
- Aligning interests in complex environments
- Collaboration across conflicting priorities
How can these insights help you be more effective managers at NICE?
Discuss for 15 minutes.
Share 2 key takeaways each
This document provides an overview of agile principles and practices. It begins with definitions of agility from experts in the field. It then outlines the evolution of agile approaches over the last 50 years. The core of agile is described as valuing individuals, interactions, working software, and responding to change over processes, tools, documentation, and following a plan. The 12 principles of agile are also summarized. Finally, it discusses agile as both a mindset and set of practices for developing software iteratively.
People are always TALKING about the problems of losing knowledge, but doing little about mitigating it. This presentation to the Australian HR Institute highlights what CAN be DONE to make opportunities from this problem. It highlights organisations that are successfully transferring knowledge to stimulate a more productive future.
This document summarizes Daniel Rivera's portfolio project involving the development of a .NET library management system. The project involved 3 phases: 1) Developing an ASP.NET client interface, 2) Replacing the business layer and data transfer objects, and 3) Adding web services using WCF. In each phase, the objectives and key activities are outlined, such as creating classes, interfaces and pages for the ASP.NET client, using LINQ to SQL for data access, and implementing WCF services to allow interoperability.
This document outlines a five-step corporate compliance management process. It involves understanding a company's background and operations, identifying applicable laws based on industry and geography, evaluating compliance gaps, assessing controls and reporting, and establishing an ongoing compliance structure. The process aims to provide companies with the necessary groundwork and ongoing management tools to ensure adherence to relevant regulations.
What happens when a website moves from an industry agency to an archive? Kate...National Digital Forum
The document discusses the challenges of moving a website from one organizational structure to another. It focuses on the National Film and Sound Archive of Australia's website, australianscreen, which moved from being managed by a film funding agency to the NFSA. Key challenges discussed include changing corporate plans and user expectations between the different types of organizations, and how to best represent the full breadth of the NFSA's extensive collection online beyond just films. Potential solutions proposed include leaving the site as is, adding more collection types, or integrating it more directly with the NFSA collection search.
In december 2010 is er aan de directie van WVS-groep door de afdeling Communicatie een presentatie gegeven over social media en internetmarketing. Hierin zijn de voordelen van social media voor het bedrijf naar voren gebracht.
This document provides an agenda for a presentation on HRD intervention in new venture creation through strategic HR approaches. The presentation covers topics such as the strategic role of HR, HR practices in innovative organizations, and a model for creating an empowered workforce. It also lists the speaker's publications and qualifications for giving the presentation. The goal is to discuss how HR can play a strategic leadership role in organizations through empowerment strategies and high performance work systems.
The document summarizes the agenda for a leadership and administrative dynamics course at Eckerd College in Fall 2010. It includes discussions on Myers Briggs personality types, decision making frameworks, theories of leadership, and how the brain creates meaning. Key topics to be covered are identifying personal strengths and weaknesses as leaders, examining challenges in decision making contexts involving limited resources, and reviewing models of leadership proposed by theorists like Senge, Northhouse, Kouzes/Posner, and Blake and McCanse.
Understanding the signs in business trends, what signs to watch, what signs to ignore is a continual challenge. Learn about these signs and some strategies to better work with all this organizational change.
Perception and individual decision making are influenced by biases and shortcuts. People rely on bounded rationality to simplify complex problems. Decisions are affected by organizational constraints, culture, and ethics. To improve decision making, one should be aware of biases, combine analysis with intuition, and enhance creativity.
Strategies for meeting needs and managing stress rebranded final 10 31 11Robyn Radomski
This document provides strategies for meeting individual needs and managing stress based on the Birkman assessment. It outlines the key needs and stress behaviors for individuals with Red, Green, Blue, and Yellow assessments. For each type, it recommends ways to satisfy their needs such as seeking casual relationships for Reds or direction and control for Yellows. It also gives tips on managing stress behaviors like becoming impatient for Reds or over-insisting on rules for Yellows. The document aims to help individuals understand their needs and how to constructively deal with stress.
Presentation to City of Saint Louis Park Professional Development Program on March 9, 2911. Public employees from Saint Louis Park and other communities. Focus on integrating management with leadership perspectives. Emplowering others to improve the world.
This document discusses key concepts in Scrum project management. It provides an overview of Scrum principles like self-organizing teams, empirical process control, and transparency. It also examines differences between predictive/waterfall and Scrum approaches. Specifically, it notes that Scrum starts with goals and some priority requirements rather than a full plan, and aims to meet goals rather than fully define all requirements up front. The document also discusses truths about team motivation, performance, composition, and emerging requirements in Scrum projects.
This document discusses key concepts in Scrum project management. It provides an overview of Scrum principles like self-organizing teams, empirical process control, and transparency. It also examines differences between predictive/waterfall and Scrum approaches. Specifically, it notes that Scrum starts with goals and some priority requirements rather than a full plan, and aims to meet goals rather than fully specify requirements up front given the potential for emergence.
Scrum is an agile framework for managing projects that emphasizes transparency, inspection, and adaptation. It utilizes short development cycles called sprints to incrementally deliver working software. Requirements are not fully known at the beginning of a project and are expected to emerge throughout development. Scrum focuses on collaboration, self-organizing teams, and adaptive planning to accommodate change.
An Agile implementation might fail for several reasons:
1) Change is not the same as transformation - transformation requires committing to new outcomes, while change maintains the status quo.
2) Formal leaders may lose consistency in applying new collaborative processes.
3) Informal leaders acting as "laggards" could resist the changes required for Agile.
4) Pursuing total consensus slows decisions and prevents diversity of ideas.
This document discusses the importance of soft skills for IT professionals. It provides examples of soft skills like communication, teamwork, and problem solving. It notes that technical skills alone are not enough - soft skills help one stand out and progress in their career. The document encourages developing soft skills through social activities, self-assessment, and adapting to change. It also highlights challenges IT professionals may face from end-users who gain technical knowledge, and stresses the importance of managing such situations through soft skills rather than force.
This document discusses various theories and approaches to studying leadership. It begins by defining leadership as inspiring collective action for the common good. It then outlines different approaches to studying leadership, including trait, behavioral, contingency, and transformational approaches. The document contrasts the differences between leadership and management, noting that leadership focuses on influencing and changing behavior while management focuses on executing plans and managing resources. It discusses various leadership traits and behaviors identified in trait and behavioral theories. Finally, it outlines Fiedler's contingency theory of leadership, which proposes that effective leadership depends on matching a leader's style to the demands of the situation.
Five leadership lenses for agile successRowan Bunning
Sense Making lens - what is the problem contexts and appropriate management approach?
Systems Thinking lens - what should our organisation be optimised for and what are the dynamics?
Lean Thinking lens - how is our org. design relative to a customer value focus?
Cultural Analysis lens - what are our implicit beliefs shaping behaviour?
Self-Leadership lens - how do I show up as a leader to deal with complexity?
As presented at #sglon18
Leveraging the Twitter Economy for a DevOps WorldTodd Vernon
DevOps aims to solve the problems that arise from deploying and operating software applications. It is difficult because infrastructure issues can occur at any time and require expertise from different domains. Existing collaboration platforms do not fully address the needs of DevOps teams. The document proposes building a platform that leverages principles of continuous partial attention and asynchronous collaboration, as seen on social networks, to allow DevOps teams to more effectively solve problems together across locations and times. Research on remote collaboration and interruptions supports this approach of allowing teams to collectively but flexibly engage with issues as they arise.
Agile From the Top Down: Executives & Leadership Living Agile by Jon StahlLeanDog
The document summarizes a presentation by Jon R. Stahl on getting executive leadership and organizations to practice agile principles from the top down. It discusses how most agile movements are not sustainable because they fail to change culture and establish a process. It advocates that leadership must live the values of agility, seek to understand their unique culture, and be transparent. It also provides examples of information radiators that can help visualize work, values, projects and assets to establish transparency and shared understanding.
This document outlines an agenda for a professional development conference on ethical dimensions of fire service instruction. The agenda covers topics such as why ethics is important, ethical challenges, values for adult educators, ethical decision-making, virtues of ethical leadership, and case studies. It discusses concepts like ethical frameworks, fair process, relational leadership, vision and goals, and the importance of storytelling for leadership. The overall aim is to help fire service instructors incorporate ethics into their teaching and leadership approaches.
1) The document discusses change management and setting a performing mindset to appreciate change. It outlines the objectives of the session as giving insight into the mindset and attitude required to appreciate change and deliver assigned mandates.
2) Key aspects of change management covered include defining organizational change, what change management is, the importance of leadership, and managing change at different levels like goals, systems, policies. Barriers to change are highlighted.
3) Elements of a high performing mindset discussed include desire, commitment, and taking responsibility. Communication strategies like the 5 C's and coaching to build employee commitment are also summarized.
This document provides an overview of applying Lean principles to transform services organizations. It discusses how Lean was applied to improve processes at Manitoba Immigration, focusing on registration, assessment, and employment solutions. The key aspects covered include reviewing Lean principles from both a production and customer viewpoint, taking a people-focused approach, and using tools like value stream mapping to eliminate waste and improve flow. Successful transformation requires executive commitment, employee engagement, and rigorous execution.
Similar to Using Your Personal Power to Convince by Kathi Crawford, SPHR, IAC-CC (20)
Julie Marie Irvin of Keystone Resources shared her successes and lessons learned along her entrepreneurship journey at the January 14 IABC Houston ESIG luncheon.
How Hacking the Hidden Networks in Your Organization can Make you a Better Co...IABC Houston
Based on cases, research and unique data from global corporate players Innovisor will demonstrate the meaning and power of hidden networks in organizations, and why the informal and social dynamics of organizations are becoming increasingly significant for Communication professionals. The presentation will include introduction to methodology and practical approaches.
Key points that the audience will learn from the presentation:
-Engaging the right 3% of the key influencers can give you a 90% reach into your organization.
-Why the corporate superstars are not your right change agents
-Leaders can NEVER tell who their most influential employees are.
-How can you apply the knowledge in your own organization
Marketing OTC Presentation by Dana Otillio For IABC HoustonIABC Houston
IABC Members gathered on Thursday, August 28, 2014, for a program about marketing to an international audience. The presentation was made by Dana Otillio, senior manager of marketing for the Americas for the Society of Petroleum Engineers, a nonprofit organization with more than 124,000 members in 135 countries. Jive sponsored the event.
Self Marketing by John Sweney, Brookwoods Group (May2014)IABC Houston
John Sweney, co-founder and CEO of Brookwoods Group in Houston, Texas, discusses techniques used by successful job seekers to “market yourself” most effectively to prospective (and current) clients.
Panel discussion by three business owners about how they have made cloud computing work for their business and personal lives; January 2014 ESIG of IABC/Houston.
1. The document discusses Cisco's focus on putting customers first and creating long-lasting partnerships by understanding customer needs and providing solutions to support their success.
2. Cisco strives to create unprecedented value for customers, employees, partners, and investors, and has become a worldwide leader in networking and transforming how people connect and collaborate.
3. The document appears to be an internal Cisco presentation focused on improving Cisco's communication and branding strategies.
Barbara fagan smith iabc houston presentation on measurement, oct. 2013 - for...IABC Houston
The document discusses the importance of measuring communication performance to understand how well communication supports business objectives and to identify areas for improvement. It recommends developing a measurement strategy and dashboard to track metrics related to communication objectives, business impact, audience reach, and behavior change. The remainder of the document describes the ROI Communication Benchmark study which measures the relationship between communication practices and financial performance at leading companies. It finds that companies with stronger leader/manager communication and measurement practices tend to have higher returns.
This document provides a summary of 17 top blogs and online resources for staying up-to-date with business communications trends. They cover topics such as search engine optimization (SEO Moz), marketing experimentation and testing (Marketing Experiments), content marketing (Hubspot), and viral animated presentations of social issues (RSA-Animate). The resources include both nonprofit organizations and commercial companies across the fields of communications, marketing, entrepreneurship, and technology.
Marc Nathan, Houston guru for all things technology, provides Houston Business Communicators with hands-on techniques to make the most of mobile marketing communications.
The brave new/old world of Content Marketing!IABC Houston
The document discusses the differences between traditional marketing and content marketing. Traditional marketing uses interruptive tactics like billboards, print ads, and direct mail to push products, while content marketing focuses on creating helpful content like videos, white papers, and blogs without direct sales pitches. The document provides examples of how the US Army and Blendtec successfully used content marketing strategies like blogs and videos to increase website traffic and sales. It concludes by outlining six steps to develop an effective content marketing plan: know your customer, identify content sources, choose media, pick a delivery method, make a plan, and measure results to improve over time.
Make Your Website Work for You (July 12, 2012)IABC Houston
WordPress started as a blogging platform but has evolved into a robust content management system for websites. It is open source software that allows editing of text, pages, and news without HTML knowledge. WordPress uses a database to store content and templates, allowing easy updating and customization of website design. It also integrates with social media and search engines for content syndication.
Southwest Air: Nuts About Online CommunicationsIABC Houston
Using your content as a currency. Emerging Media Coordinator Brooks E Thomas demonstrates how Southwest Airlines provides the best online content of any airline and shares how they measure their success.
The document provides tips for positioning a company and self-promotion. It recommends that companies clearly communicate their mission, vision, products/services, and value proposition. It also suggests developing a consistent brand and message, preparing an concise introduction and one-pager, and maintaining a customer relationship system. Additionally, it lists various self-promotion tactics like publishing articles, entering awards, asking for referrals, participating in trade shows, speaking at events, maintaining online presences and more.
Communicating Your Value - John Sweney, CEO of Brookwoods GroupIABC Houston
The document provides guidance on marketing yourself during a career transition by treating it as a marketing project rather than a job hunt. It advises focusing your message so people remember what you offer, and that it is better to highly appeal to few people than mildly appeal to many. The document also includes examples of personal profiles and branding statements that highlight skills, experiences, and solutions offered.
This document provides an agenda for a PR conference with sessions on PR in the digital age, tools and tips for PR, a Twitter chat, working sessions on social media and reports. It also includes images and captions about the intersection of PR and social media, building relationships through PR, and questions.
A hands-on approach to applying foresight by Andy Hines, Principal at Hinesite and Lecturer/Executive-in-Residence in Futures Studies at University of Houston.
Media Relations -- Getting the Message OutIABC Houston
Sandra Fernandez, Houston Public Library; Frida Villalobos, Houston Women's Center; Terri Ammerman, the Ammerman Experience -- talk media relations. How to pitch a story, get an interview, and what to do when you're caught off guard.
Discover the Beauty and Functionality of The Expert Remodeling Serviceobriengroupinc04
Unlock your kitchen's true potential with expert remodeling services from O'Brien Group Inc. Transform your space into a functional, modern, and luxurious haven with their experienced professionals. From layout reconfiguration to high-end upgrades, they deliver stunning results tailored to your style and needs. Visit obriengroupinc.com to elevate your kitchen's beauty and functionality today.
High-Quality IPTV Monthly Subscription for $15advik4387
Experience high-quality entertainment with our IPTV monthly subscription for just $15. Access a vast array of live TV channels, movies, and on-demand shows with crystal-clear streaming. Our reliable service ensures smooth, uninterrupted viewing at an unbeatable price. Perfect for those seeking premium content without breaking the bank. Start streaming today!
https://rb.gy/f409dk
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women MagazineCIOWomenMagazine
In this article, we will dive into the extraordinary life of Ellen Burstyn, where the curtains rise on a story that's far more attractive than any script.
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
Tired of chasing down expiring contracts and drowning in paperwork? Mastering contract management can significantly enhance your business efficiency and productivity. This guide unveils expert secrets to streamline your contract management process. Learn how to save time, minimize risk, and achieve effortless contract management.
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Satta matka fixx jodi panna all market dpboss matka guessing fixx panna jodi kalyan and all market game liss cover now 420 matka office mumbai maharashtra india fixx jodi panna
Call me 9040963354
WhatsApp 9040963354
Efficient PHP Development Solutions for Dynamic Web ApplicationsHarwinder Singh
Unlock the full potential of your web projects with our expert PHP development solutions. From robust backend systems to dynamic front-end interfaces, we deliver scalable, secure, and high-performance applications tailored to your needs. Trust our skilled team to transform your ideas into reality with custom PHP programming, ensuring seamless functionality and a superior user experience.
63662490260Kalyan chart, satta matta matka 143, satta matka jodi fix , matka boss OTC 420, Indian Satta, India matka, matka ank, spbossmatka, online satta matka game play, live satta matka results, fix fix fix satta namber, free satta matka games, Kalyan matka jodi chart, Kalyan weekly final anl matka 420
AI Transformation Playbook: Thinking AI-First for Your BusinessArijit Dutta
I dive into how businesses can stay competitive by integrating AI into their core processes. From identifying the right approach to building collaborative teams and recognizing common pitfalls, this guide has got you covered. AI transformation is a journey, and this playbook is here to help you navigate it successfully.
Enhancing Adoption of AI in Agri-food: IntroductionCor Verdouw
Introduction to the Panel on: Pathways and Challenges: AI-Driven Technology in Agri-Food, AI4Food, University of Guelph
“Enhancing Adoption of AI in Agri-food: a Path Forward”, 18 June 2024
2. Objectives
• Recognize importance of focusing on
behavior, not personality
• Become familiar with patterns of behavior
• Develop a relationship profile and practice
identifying style issues and finding
appropriate solutions
• Connect your personal power to the Influence
Model
3. Relationship Profile
• Think of a
relationship at work
that is not as
productive as you’d
like it to be
• Briefly describe the
other person’s
behavior
4. Relationship Profile
• Describe your
perceptions about why
the relationship is not as
productive as you would
like it to be
• Identify the actions you
have taken to make it
more productive
• List words to describe
yours and the other
person’s behavior
6. Decisions
PROCESS FAST
• Think through • Instinctive, “gut” level
decisions • Correct decisions if
• Use facts & data not right
• Think before they talk • Talk and think at
• Consider present and same time
future needs • Consider immediate
• Paint the target on the needs
wall, prepare, aim and • Shoot at wall and
fire paint target around
most holes
8. Environment
DYNAMIC STABLE
• Prefer unpredictable • Prefer dependable
environment environment
• Get bored with routine • Like predictable
• No “cast in stone” schedule
systems • Set up systems
• Use a “whatever • Plan ahead to avoid
works” approach confusion & conflict
• Enjoy a large • Complete one task
workload before moving to
another
18. Resources
• “Influence without Authority” by Allan R.
Cohen and David L. Bradford, 2005, John
Wiley and Sons, Inc.;
http://www.influencewithoutauthority.com/
• The Effectiveness Institute Behavior Style
Profile®;
http://www.effectivenessinstitute.com/
• The Birkman Method® Assessment;
http://www.birkman.com/