Great leadership isn't something that comes naturally to most people – and, frankly, we often promote for technical or subject proficiency, not people skills. Unfortunately, good leaders are also increasingly more important for the success of today's organizations. Today's world of work, with its high speed of change, virtual teams, varied generations and cultures, and evolving workplace, requires leaders that can not only keep up, but thrive and inspire in this chaotic world.
But too few organizations actually invest in developing that level of leadership.
What do we do about it? How do we build great leaders, both on an individual level and across the enterprise? Check out our 3-minute postcard on building the four cornerstones of great leadership!
Part 6: Moving Sucks. Got Change Management for It?PeopleFirm
Corporate moves and office redesigns cause stress and a loss of productivity, but they are fast becoming a way of life in today's VUCA world. How can you mitigate the downside of your next move? Here's 5 change management techniques to help take the suck out of moving.
Unrelenting Change and What to Do About ItPeopleFirm
In today's do-it-now world, change is unrelenting. So, what steps do leaders need to take to make sure their people are ready, willing, and able to meet that change and thrive?
The ROI of HR: Building the HR SupergroupPeopleFirm
If you're in HR and you're not aiming for quantifiable business impact, you're missing the boat.
Sadly, in too many organizations, HR is perceived more as an administrative function focused on policy than as a strategic partner focused on increasing organizational performance. This, despite the fact that studies have long shown that a high-performing HR can drive close to 40% of overall business performance*.
In a world where people are your last competitive frontier, shouldn't HR be partnering with the business to drive that bottom-line impact?
We think yes! Check out our 3-minute postcard on how to increase the ROI of HR in your organization.
It’s better to be aligned to an OK strategy than to have a great strategy tha...PeopleFirm
Did you know only 21% of employees are fully productive? The rest aren't mobilized against the right goals and objectives. In this business environment, ensuring your team is aligned to an understood and compelling direction is vital to building a high-performing organization.
Here's #2 in our series on building a high-performing organization in today's challenging business environment: what you need to build great strategic alignment, and the top five ways you know you have it.
Part 7: How to actually improve engagement, not just pester your people with ...PeopleFirm
When we say, "employee engagement", what do you think of?
If you answered "a survey", you're not alone... but is a survey really the best way to dive engagement in your organization? We don't think so.
A culture-powered strategy eats pretty much anything it wants - like the comp...PeopleFirm
Remember Peter Drucker's classic, "culture eats strategy for breakfast"? We think if you build a culture really tuned to today's business environment and optimized to support your strategic goals... well, together they will eat breakfast, lunch, dinner, and pretty much anything else in their path.
The real key to building a high-performing organization in today's economy is totally nailing your culture... as part of a high-powered partnership. Here's how - part three in the series.
Part 5: Your people are where it's at. But do you have a strategy for them?PeopleFirm
Pretty much every organization will tell you that their people are their #1 asset. But they often don’t plan that way. Which means that HR departments are routinely forced to be reactive rather than proactive.
The problem is that while most companies have top-level plans for sales and capitalization, they often don't have one for their people. This needs to change. An impactful people strategy is the decoder ring that connects the dots between your corporate strategy and your people. It's a must in world where people are your last competitive frontier. Here's four things you need to know to create a great one.
Part 6: Moving Sucks. Got Change Management for It?PeopleFirm
Corporate moves and office redesigns cause stress and a loss of productivity, but they are fast becoming a way of life in today's VUCA world. How can you mitigate the downside of your next move? Here's 5 change management techniques to help take the suck out of moving.
Unrelenting Change and What to Do About ItPeopleFirm
In today's do-it-now world, change is unrelenting. So, what steps do leaders need to take to make sure their people are ready, willing, and able to meet that change and thrive?
The ROI of HR: Building the HR SupergroupPeopleFirm
If you're in HR and you're not aiming for quantifiable business impact, you're missing the boat.
Sadly, in too many organizations, HR is perceived more as an administrative function focused on policy than as a strategic partner focused on increasing organizational performance. This, despite the fact that studies have long shown that a high-performing HR can drive close to 40% of overall business performance*.
In a world where people are your last competitive frontier, shouldn't HR be partnering with the business to drive that bottom-line impact?
We think yes! Check out our 3-minute postcard on how to increase the ROI of HR in your organization.
It’s better to be aligned to an OK strategy than to have a great strategy tha...PeopleFirm
Did you know only 21% of employees are fully productive? The rest aren't mobilized against the right goals and objectives. In this business environment, ensuring your team is aligned to an understood and compelling direction is vital to building a high-performing organization.
Here's #2 in our series on building a high-performing organization in today's challenging business environment: what you need to build great strategic alignment, and the top five ways you know you have it.
Part 7: How to actually improve engagement, not just pester your people with ...PeopleFirm
When we say, "employee engagement", what do you think of?
If you answered "a survey", you're not alone... but is a survey really the best way to dive engagement in your organization? We don't think so.
A culture-powered strategy eats pretty much anything it wants - like the comp...PeopleFirm
Remember Peter Drucker's classic, "culture eats strategy for breakfast"? We think if you build a culture really tuned to today's business environment and optimized to support your strategic goals... well, together they will eat breakfast, lunch, dinner, and pretty much anything else in their path.
The real key to building a high-performing organization in today's economy is totally nailing your culture... as part of a high-powered partnership. Here's how - part three in the series.
Part 5: Your people are where it's at. But do you have a strategy for them?PeopleFirm
Pretty much every organization will tell you that their people are their #1 asset. But they often don’t plan that way. Which means that HR departments are routinely forced to be reactive rather than proactive.
The problem is that while most companies have top-level plans for sales and capitalization, they often don't have one for their people. This needs to change. An impactful people strategy is the decoder ring that connects the dots between your corporate strategy and your people. It's a must in world where people are your last competitive frontier. Here's four things you need to know to create a great one.
How to make sure your structure is built for good, not evil.PeopleFirm
Today's world of work isn't like it used to be. Strict hierarchies, confusing matrix models, and layers of management are quickly becoming a thing of the past. But what do you do instead? How do you optimize your structure for peak performance?
To build a structure that supports and balances your organization (and your strategic goals), start by considering what good really looks like.
Like many leaders, you may have resolved to help your teams thrive in the new year despite the challenges posed by change. But how do you and your team deliver solid and consistent results when change seems to be the only constant?
Is your team in shape to face today's change challenge and resilient enough to bounce back and do it again tomorrow?
Culture... if you have a fun committee you're doing it wrong.PeopleFirm
We’ve all done it: the fun committees, the table tents, the posters… but when it comes down to it, we know that’s not how we really get the organizational culture we want—or the business performance we need. Instead, we need to change the things that really matter, like how our people work together to achieve business impact. But how does one do that best?
Let's take a look at the decisions, processes, and policies (big and small) that actually work to evolve your org culture.
PeopleFirm Postcard: Are Millennials a New Breed of Human? Tips for Developin...PeopleFirm
Millennials: those born between 1981 and 1997. We read and hear about them all the time – entitled, purpose-driven, digital addicts who expect everyone to get a trophy all the time.
Consider: by 2020, Millennials will make up 50% of the U.S. workforce, and by 2030, 75% of the global workforce. They are our emerging leaders!
But, are all the myths and rumors about Millennials really true? Are entirely new ways of developing these future leaders needed?
Riding the Rapids of Succession Management: Managing succession in today’s pe...PeopleFirm
For many organizations today, managing an effective succession process is a bit like rafting the white water rapids. Replacement costs are high, the pace of leadership departures continues to increase, Boards are demanding robust planning and reporting, and many succession candidates simply aren’t ready to advance. Is your team prepared to effectively navigate the white water?
How to Build an HR Team People Actually Want to Come toOfficevibe
How to Build an HR Team People Actually Want to Come to, by Julie Jeanotte, Engagement Specialist at Officevibe.
Some key takeaways :
- The importance of spending time in the field
- Seeing humans, not workers
- Take the 'resources' out of human resources
This presentation has been done at the HR Virtual Summit, by Bamboo HR in November 2018.
Will The Role And Influence of the Employee be Different in the New World of...Unstructure
On Unstructure, we’ve been discussing the changing role of the employee in the workplace – strategies for driving employee motivation and engagement, and also how to handle new challenges that are being introduced because of technology – such as deciding whether to integrate social networking into the workplace, how to adopt enterprise collaboration tools into highly regulated industries, and how to best utilize a mobile workforce where everyone is capable of working from anywhere.
So, joining us today to discuss those issues is Julian Birkinshaw, Professor of Strategic and International Management at London Business School, Deputy Dean for Programmes, and a Fellow of both the Advanced Institute of Management Research in the UK, and of the Academy of International Business.
Projects are delivered through the
efforts of people, but people are complex and interact with team members and stakeholders in often unpredictable ways. This in turn can impact the performance of the project. It is therefore puzzling why the so called ‘soft’ and ‘hard’ aspects are treated separately.
People power – how to improve your performance and practice of project manage...Donnie MacNicol
People are different – the way we reason, communicate, involve others, produce materials, etc. Surprisingly these differences are not always taken into account in how we work with others and practice project management. This presentation will introduce:
- How to adapt your personal communication style to improve your effectiveness
- How to apply these insights to improving stakeholder engagement and team performance
- Building on this, how to improve the design, adoption and use of PM processes on different types of projects and organisational cultures.
Recording of the webinar is available at https://attendee.gotowebinar.com/register/1791436870888977411
Employers need engaged people to produce great work. This helps companies lead the way in a competitive market. Disengagement is common, but can be avoided if these three tips are followed.
This short guide provides you with an insight into your own communication style and how you can use this to engage effectively with others. We then include guidance on its application in improving the performance of teams and delivery of change.
What's that you say? You want to actually drive performance with your perform...PeopleFirm
These days most of us know that traditional performance management doesn't work. But few organizations know what to do instead. Well, we think you need to start with 8 Fundamental Shifts in how you think about managing your people, and then understand the 3 Common Goals of great performance management.
When we say HR Business Partner, do you think, "strategic"?PeopleFirm
More than one business leader in our orbit has recently questioned the value of the Human Resources Business Partner in today's organization. They wonder if the HRBP — traditionally a liaison between the business unit and HR centers of excellence — should be phased out.
Well, we think there's still a uniquely valuable role for the HRBP in the organization... but some changes need to be made. In fact, we felt strongly enough about it that we put together a 3 minute postcard on the subject. Enjoy!
How to make sure your structure is built for good, not evil.PeopleFirm
Today's world of work isn't like it used to be. Strict hierarchies, confusing matrix models, and layers of management are quickly becoming a thing of the past. But what do you do instead? How do you optimize your structure for peak performance?
To build a structure that supports and balances your organization (and your strategic goals), start by considering what good really looks like.
Like many leaders, you may have resolved to help your teams thrive in the new year despite the challenges posed by change. But how do you and your team deliver solid and consistent results when change seems to be the only constant?
Is your team in shape to face today's change challenge and resilient enough to bounce back and do it again tomorrow?
Culture... if you have a fun committee you're doing it wrong.PeopleFirm
We’ve all done it: the fun committees, the table tents, the posters… but when it comes down to it, we know that’s not how we really get the organizational culture we want—or the business performance we need. Instead, we need to change the things that really matter, like how our people work together to achieve business impact. But how does one do that best?
Let's take a look at the decisions, processes, and policies (big and small) that actually work to evolve your org culture.
PeopleFirm Postcard: Are Millennials a New Breed of Human? Tips for Developin...PeopleFirm
Millennials: those born between 1981 and 1997. We read and hear about them all the time – entitled, purpose-driven, digital addicts who expect everyone to get a trophy all the time.
Consider: by 2020, Millennials will make up 50% of the U.S. workforce, and by 2030, 75% of the global workforce. They are our emerging leaders!
But, are all the myths and rumors about Millennials really true? Are entirely new ways of developing these future leaders needed?
Riding the Rapids of Succession Management: Managing succession in today’s pe...PeopleFirm
For many organizations today, managing an effective succession process is a bit like rafting the white water rapids. Replacement costs are high, the pace of leadership departures continues to increase, Boards are demanding robust planning and reporting, and many succession candidates simply aren’t ready to advance. Is your team prepared to effectively navigate the white water?
How to Build an HR Team People Actually Want to Come toOfficevibe
How to Build an HR Team People Actually Want to Come to, by Julie Jeanotte, Engagement Specialist at Officevibe.
Some key takeaways :
- The importance of spending time in the field
- Seeing humans, not workers
- Take the 'resources' out of human resources
This presentation has been done at the HR Virtual Summit, by Bamboo HR in November 2018.
Will The Role And Influence of the Employee be Different in the New World of...Unstructure
On Unstructure, we’ve been discussing the changing role of the employee in the workplace – strategies for driving employee motivation and engagement, and also how to handle new challenges that are being introduced because of technology – such as deciding whether to integrate social networking into the workplace, how to adopt enterprise collaboration tools into highly regulated industries, and how to best utilize a mobile workforce where everyone is capable of working from anywhere.
So, joining us today to discuss those issues is Julian Birkinshaw, Professor of Strategic and International Management at London Business School, Deputy Dean for Programmes, and a Fellow of both the Advanced Institute of Management Research in the UK, and of the Academy of International Business.
Projects are delivered through the
efforts of people, but people are complex and interact with team members and stakeholders in often unpredictable ways. This in turn can impact the performance of the project. It is therefore puzzling why the so called ‘soft’ and ‘hard’ aspects are treated separately.
People power – how to improve your performance and practice of project manage...Donnie MacNicol
People are different – the way we reason, communicate, involve others, produce materials, etc. Surprisingly these differences are not always taken into account in how we work with others and practice project management. This presentation will introduce:
- How to adapt your personal communication style to improve your effectiveness
- How to apply these insights to improving stakeholder engagement and team performance
- Building on this, how to improve the design, adoption and use of PM processes on different types of projects and organisational cultures.
Recording of the webinar is available at https://attendee.gotowebinar.com/register/1791436870888977411
Employers need engaged people to produce great work. This helps companies lead the way in a competitive market. Disengagement is common, but can be avoided if these three tips are followed.
This short guide provides you with an insight into your own communication style and how you can use this to engage effectively with others. We then include guidance on its application in improving the performance of teams and delivery of change.
What's that you say? You want to actually drive performance with your perform...PeopleFirm
These days most of us know that traditional performance management doesn't work. But few organizations know what to do instead. Well, we think you need to start with 8 Fundamental Shifts in how you think about managing your people, and then understand the 3 Common Goals of great performance management.
When we say HR Business Partner, do you think, "strategic"?PeopleFirm
More than one business leader in our orbit has recently questioned the value of the Human Resources Business Partner in today's organization. They wonder if the HRBP — traditionally a liaison between the business unit and HR centers of excellence — should be phased out.
Well, we think there's still a uniquely valuable role for the HRBP in the organization... but some changes need to be made. In fact, we felt strongly enough about it that we put together a 3 minute postcard on the subject. Enjoy!
Hearthunters by ISG Finland Oy - outplacement-ohjelma, jota on vaikea nokittaaPrepsikka Oy
Yksi työntekijöitään irtisanova yritys hankkii outplacment-palvelut mahdollisimman halvalla. Voittajaksi selviytyy CV-tehtailija, jonka työtunnit on laskettu ennalta. Tavoite on saada valmiiksi mahdollisimman monta CV:tä. Kiitos käynnistä ja hyvää jatkoa.
Vastaavassa tilanteessa oleva toinen yritys arvostaa laatua ja innovatiivisuutta. Valinnan vaakakupissa painavat myös aiempien valmennettavien palaute. Valmennettavien, jotka ovat sitoutuneet kertomaan kokemuksistaan muille. Autenttisesti. Avoimesti.
Holistinen lähestymisemme on coaching-tyylinen. Autamme valmennettaviamme löytämään vahvuutensa, kiinnostuksensa kohteet ja suunnan, johon kannattaa lähteä. Autamme valmennettaviamme läpi kivisen ja karun polun, jonka päässä on työllistyminen, tavalla tai toisella.
Autamme valmennettaviamme ymmärtämään työmarkkinoita ja yritysten rekrytointiperiaatteita. Annamme omatoimitehtäviä, joiden avulla ymmärrys omasta itsestä kasvaa kohisten.
Jokainen meistä on itse ollut työttömänä. Tiedämme miltä se tuntuu. Tiedämme myös, että siitä pääsee yli. Silloin tarvitsee suunnannäyttäjän ja sparraajan.
Sarina Homes. Our Values: the #culturecodekamcampb
We are an environmentally thoughtful modern inner-city home builder in #yyc’s trendy established communities.
This presentation is all about our values and our #culturecode. Our culture directs everything we do.
Мастер-класс Михаила Галейченко
«О том как прокачать свой бизнес без существенных вложений»
Посетить обязательно:
Собственнику, СЕО, генеральному директору, директору по развитию, начинающему предпринимателю.
Цель мероприятия:
Обзор самых передовых ИТ решений доступным языком в разрезе базовых основ управления. Мероприятие направлено на содействие быстрому росту Томского бизнеса;
Вы узнаете:
20 способов автоматизировать текучку;
15 способов прокачать продажи;
19 наладить коммуникации;
08 способов использовать облачные технологии для удаленной работы;
Suomen nousu alkaa Oulusta - terveisiä Broadcomin ja Microsoftin irtisanomillePrepsikka Oy
Tekivät amerikkalaiset sitte semmoset temput meikäläisen syntymäkaupungille.
Oululainen ossaaminen on ennenki nostanu Suomen suosta. Nyt se voi olla vähän vaikiampaa, mutta iliman Oulua Nokiaki saattas vielä tehä kumppareita ja kaapeleita.
Leuka pystyyn. Me selevitään tästä yhesä ko meillä on yhteinen tavote ja keskityttään oikeisiin asioihin. Ensin kannattaa pysähtyä miettimään kunnolla ja sitte äkkiä täyttä häkkää etteenpäin.
Jos vaan mää tai mun firma jonka oon työllä ja tuskalla tuonu Suomeen ja vetäny peräsä ku kivirekeä, voijaan jotenki auttaa täsä tilanteesa nii ottakaa yhteyttä. Katotaan, eiköhän me jotahi keksitä. Mulla on niin mahetsuja työkavereita että niijen kans olis teijänki hyvä kattua mihinpäin sitä nokkansa seuraavaksi suuntais.
Kaikesta huolimatta mää toivon että kukkaan teistä ei menetä uskua huomiseen.
An estimated INR 4.5 Million* is lost purely on poor collaboration, meetings in a company. The cost
of delayed execution and customer, dissatisfaction is on top of the above.
Working from home and from remote locations inflame these inefficiencies. This is the most
common problem faced by the majority of companies as per our research. Our findings suggest over
35% of meeting time is wasted and unproductive. Some of the large companies have a process,
tools, and even training to address these inefficiencies. However, we found that it is not solving the
problem from the root and rather solving the symptoms. The key questions is: What is the Root
cause and what can be done to address it. Before I detail it out, let me ask you a question, do you
agree with me that each of us has a preferred style of thinking, learning, and interacting
"I'm the boss!"
It's a common mistake to think management is defined by formal authority—the ability that comes with a title to impose your will on others. In fact, formal authority is a useful but limited tool.
People Want More Than a Formal, Authority-Based Relationship with the Boss
Many managers—especially those who were achievement-driven stars as individual performers—don't even think about relationships. They're so task oriented that they put the work to be done and their authority as boss at the heart of what they do and assume they can ignore the human aspects of working with others.
The problem is that most people don't want your authority to be the be-all and end-all of the relationship. They want a personal, human connection, an emotional link. They want you to care about them as individuals. They want you to encourage their growth and development. Research tells us this kind of human relationship with the boss is a key factor determining an employee's level of engagement with the work.
We know of a small-company owner, a warm, decent woman, so pressed for time she consciously decided to avoid small talk at the office. She never opened up to people about herself or asked about their lives and interests. She didn't, that is, until her people rose up and expressed, through an intermediary, that they hated how she treated them. They wanted a real human connection with her, even if she was "the boss."
Autocratic Leadership and Qualities of a Good Leader
Introduction
Maintain your relevance and stay adaptable in today's time in an ever-changing environment? Become a better leader by learning how to efficiently adapt to change yourself accordingly. Adoption is the most important key to success in entrepreneurships.
Big changes of adoption happened in the past in the smartphone industry. Before Android started in smartphones, at that time it was the most popular Nokia brand. But when the Android operating system started in the smartphones officially. The key decision in Android history was Google's commitment to make Android an open-source operating system. That allowed it to become highly popular with third-party phone makers. Just a few years after the launch of Android 1.0, smartphones powered by the new OS were everywhere.
Autocratic Leadership and Democratic Leadership aren't good for a company, in leadership a person's combination of both in great leadership. Qualities of a Good Leader, that makes a person Good leader in entrepreneurship.
Leadership is not just about achieving company goals, and making the company profitable and focusing on business stability. In a business, leaders who are the main key person who decides the company or organizational future and contribute to achieving company goals and visions. How much a company will become successful totally depends on a business leader, who leads the company commands.
Leadership responsibility, solving the huge problems and focusing on solutions. Those are mainly focused on problem solving approaches. And a solution oriented person in a company. That person takes the responsibility of a company. Regarding company growth, company profitability, company stability.
In today's society we need to require a different set of skills than it did in the past. It's undeniable that social media platforms like Twitter, Facebook, Instagram and Tiktok have dominated and changed the way we compete in the business landscape. With a sea of competitors, it now matters how we present ourselves online and how we create experiences that are attractive to our clients and customers.
Although some leadership skills, qualities and leadership habits remain the same, refusing to adapt to the current norm will make it difficult for a leader to stay in the game. Most challenging: how do we adapt to change in this fast-paced digital world? But how do we keep up and stay relevant as a leader?
Are you looking for high impact and brain friendly workshops
that will deliver results?
The team at LeadershipHQ understand the dynamics of learning. People today don’t have the time to spend days in training sessions and workshops, so we created bite-sized workshops that really hit the mark in management and leadership skills development.
Our Master-Mind workshops focus on ways that an organisation can develop its leaders and talent to be more effective, engaged and productive in their current roles as well as preparing them for future opportunities.
We help leaders and teams from a variety of businesses and organisations to realise the opportuni- ties they have to be their very best, working with them to develop, transform and grow their people and their culture.
Our vast expertise is in conducting workshops and interventions to help you make a difference with your people. Select from our list of well-established workshops or let us work with you to help you develop your leaders and talent. Our workshops bring you the latest in leadership and management skills and techniques, as well as being results focused, practical, brain friendly and truly interactive!
We only use experienced and passionate facilitators and consultants who have a genuine interest in developing people, personally and professionally. We utilise the best tools possible to aid the indi- vidual or team experience and to get meaningful and high impact results in your business.
Remote Work & Digital Transformation: 7 Questions to AskJosue Sierra
This presentation provides 7 questions leaders and managers can ask in order to re-frame the challenges related to leveraging remote talent or telecommuting, while at the same time, accelerating their digital transformation journey! Even if you don't have remote team members, consider these 7 questions as a way to foster digital leadership in your organization.
http://www.linkedin.com/in/josuesierra
Full article also available at:
https://www.linkedin.com/today/post/article/remote-work-digital-transformation-asking-right-questions-sierra
Similar to Want your org to rise to the top? Look to your leaders. (20)
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Want your org to rise to the top? Look to your leaders.
1. well,it may take a little coaching
on transformational change
leadership.
WANT YOUR ORG
TO RISE TO THE
TOP? LOOK TO
YOUR LEADERS.
*VUCA: Volatile, Uncertain, Complex, Ambiguous
Upscaling the organization for the VUCA* world.