Webinar lc ps e planeación, desarrollo y alineación de la cultura
•Download as PPTX, PDF•
0 likes•350 views
The document outlines a 4-phase process for planning and aligning an organization's culture: 1) Planning through a culture audit to assess the current culture and identify change champions. 2) Launching the culture transformation with communication and skills development. 3) Embedding the new culture by redesigning systems and processes to support the culture change. 4) Monitoring performance through benchmarks and targets to ensure continuous improvement.
Report
Share
Report
Share
Recommended
Entrenamiento básico sobre perfiles y tht
Este documento proporciona información sobre el Molton DISC, una herramienta de evaluación de comportamiento humano. Explica brevemente qué es el DISC, cómo funciona al medir cuatro dimensiones del comportamiento (racional-emotivo, pausado-activo), y que sirve principalmente para selección, desarrollo y alineación de personal.
PEOPLE CENTRIC DEVELOPMENT.pptx
people centric development is one of the rarely discussed concept but is highly important topic in the present day advanced world. this presentation gives idea about different concepts like peoples participation, capacity building, facilitation of extension personnels, multistakeholder interactions, brokering in extension, innovation platforms etc. it gives a basic idea about all these concepts
Building a culture of collaboration and innovation wp
“Building a culture of collaboration and innovation” explains the key factors and strategies to drive cultural change throughout the stakeholder system in order to foster collaboration and innovation in the destination, as these are crucial to the success of Tourism 3.0.
Chapter 3 Creating Organizational Culture by LULOu
The document discusses organizational culture and how it is created and sustained within an organization. It identifies the founders, selection process, and actions of top management as key factors that influence organizational culture. Socialization is presented as the process of adapting employees to the organizational culture through various stages. Effective socialization is achieved through realistic recruitment and training, supportive management, and challenging work assignments. Organizational culture is transmitted and reinforced through stories, rituals, symbols, language, and slogans used within the organization. Sustaining culture over time requires selection of individuals aligned with culture, demonstration of values by top management, and ongoing socialization processes.
Developing Cultural Intelligence in the KFC company1.pptx
This training module aims to develop cultural intelligence among KFC employees. It will explore key elements of culture, teach metacognitive strategies, explain the cultural intelligence model, and discuss self-efficacy. The training will be delivered virtually over two weeks and include modules, discussions, and assessments to improve cross-cultural skills. The goal is for participants to enhance their cultural awareness, adaptability, and confidence when interacting with diverse customers and global markets.
Change management in a project environment webinar, 5 December 2022
Change management in a project environment webinar, 5 December 2022Association for Project Management
Change management in a project environment webinar
Monday 5 December 2022
APM Enabling Change Specific Interest Group
Presented by:
David Appleyard and Mark Vincent
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/change-management-in-a-project-environment-webinar/
Content description:
An introduction to change management principles, covering the relationship between project and change management and providing advice on how to apply change management in practice.
What do we mean by change management and how does this fit into a project context?
This session presented on Monday 5 December discussed the various elements of managing change within the context of a project environment.
During the session we covered how change impacts both individuals and organisations and introduce some of the tools and techniques that can make changes successful and sustainable.
This session was aimed at an audience seeking to learn more about how to manage change and we hope that this session will share both best practices and pitfalls to avoid.
The session was presented by experienced change and project management professionals.
Change management strategy ppt
This presentation discusses change management strategies. It defines change management as applying tools, processes, skills and principles to manage people through change to achieve project goals. The key aspects of change management include understanding who is impacted, supporting change teams and strategies, and analyzing risks and resistance. An effective change management strategy considers timing, culture, short-term wins, and clear communication. Strategies include visioning, engaging employees, amending plans based on feedback, committed communication, and managing the change project until the new approach is established.
Departmental change management plan of actionha
This document outlines a change management plan for the Department of Sports, Tourism, Archaeology, Museums and Youth Affairs. The plan aims to guide the department through reforms that will facilitate better service delivery and socioeconomic development through initiatives in sports, tourism, youth affairs, and archaeology. Key elements of the plan include establishing a change management team, developing communication and training strategies, identifying stakeholders, and monitoring implementation progress. The reforms are expected to boost the tourism industry, preserve cultural heritage, and provide equitable opportunities for youth development.
Recommended
Entrenamiento básico sobre perfiles y tht
Este documento proporciona información sobre el Molton DISC, una herramienta de evaluación de comportamiento humano. Explica brevemente qué es el DISC, cómo funciona al medir cuatro dimensiones del comportamiento (racional-emotivo, pausado-activo), y que sirve principalmente para selección, desarrollo y alineación de personal.
PEOPLE CENTRIC DEVELOPMENT.pptx
people centric development is one of the rarely discussed concept but is highly important topic in the present day advanced world. this presentation gives idea about different concepts like peoples participation, capacity building, facilitation of extension personnels, multistakeholder interactions, brokering in extension, innovation platforms etc. it gives a basic idea about all these concepts
Building a culture of collaboration and innovation wp
“Building a culture of collaboration and innovation” explains the key factors and strategies to drive cultural change throughout the stakeholder system in order to foster collaboration and innovation in the destination, as these are crucial to the success of Tourism 3.0.
Chapter 3 Creating Organizational Culture by LULOu
The document discusses organizational culture and how it is created and sustained within an organization. It identifies the founders, selection process, and actions of top management as key factors that influence organizational culture. Socialization is presented as the process of adapting employees to the organizational culture through various stages. Effective socialization is achieved through realistic recruitment and training, supportive management, and challenging work assignments. Organizational culture is transmitted and reinforced through stories, rituals, symbols, language, and slogans used within the organization. Sustaining culture over time requires selection of individuals aligned with culture, demonstration of values by top management, and ongoing socialization processes.
Developing Cultural Intelligence in the KFC company1.pptx
This training module aims to develop cultural intelligence among KFC employees. It will explore key elements of culture, teach metacognitive strategies, explain the cultural intelligence model, and discuss self-efficacy. The training will be delivered virtually over two weeks and include modules, discussions, and assessments to improve cross-cultural skills. The goal is for participants to enhance their cultural awareness, adaptability, and confidence when interacting with diverse customers and global markets.
Change management in a project environment webinar, 5 December 2022
Change management in a project environment webinar, 5 December 2022Association for Project Management
Change management in a project environment webinar
Monday 5 December 2022
APM Enabling Change Specific Interest Group
Presented by:
David Appleyard and Mark Vincent
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/change-management-in-a-project-environment-webinar/
Content description:
An introduction to change management principles, covering the relationship between project and change management and providing advice on how to apply change management in practice.
What do we mean by change management and how does this fit into a project context?
This session presented on Monday 5 December discussed the various elements of managing change within the context of a project environment.
During the session we covered how change impacts both individuals and organisations and introduce some of the tools and techniques that can make changes successful and sustainable.
This session was aimed at an audience seeking to learn more about how to manage change and we hope that this session will share both best practices and pitfalls to avoid.
The session was presented by experienced change and project management professionals.
Change management strategy ppt
This presentation discusses change management strategies. It defines change management as applying tools, processes, skills and principles to manage people through change to achieve project goals. The key aspects of change management include understanding who is impacted, supporting change teams and strategies, and analyzing risks and resistance. An effective change management strategy considers timing, culture, short-term wins, and clear communication. Strategies include visioning, engaging employees, amending plans based on feedback, committed communication, and managing the change project until the new approach is established.
Departmental change management plan of actionha
This document outlines a change management plan for the Department of Sports, Tourism, Archaeology, Museums and Youth Affairs. The plan aims to guide the department through reforms that will facilitate better service delivery and socioeconomic development through initiatives in sports, tourism, youth affairs, and archaeology. Key elements of the plan include establishing a change management team, developing communication and training strategies, identifying stakeholders, and monitoring implementation progress. The reforms are expected to boost the tourism industry, preserve cultural heritage, and provide equitable opportunities for youth development.
Moving Forward.pptx
The document outlines a program designed to rebuild the community by helping clients achieve employment and goals through job training. The program will offer job readiness training, basic computer skills training, and basic education to aid clients in overcoming hardships and becoming self-sufficient. An organizational chart outlines the structure of the program, with departments for job readiness, education, and rehabilitation, each led by career coaches, teachers, and counselors. The program will be evaluated both qualitatively and quantitatively to analyze strengths and weaknesses using self-reported and performance-based measures from clients before and after completing the program.
Fabrizio rotundi management_challenges_in_modernisation_proce
This document discusses change management challenges in modernization processes. It begins with an agenda on change management approaches and processes. It then discusses reactions to change, noting people experience various emotional states during transitions. The document outlines behaviors managers should follow to make change successful, including identifying opportunities and communicating vision. It also discusses risk management frameworks and the importance of integrating quality. Finally, it summarizes various theories on organizational change and change management standards and frameworks.
Matching corporate culture and business strategy ppt final
What corporate culture is , how it impacts the working style of a firm, what to change culture with changing strategy.
CHN II 2.6.2020 AN MLHP- BEHAVIOR CHANGE COMMUNICATION.pdf
The document discusses Behavior Change Communication (BCC) and its role in improving health outcomes. It defines BCC as a strategic communication process used to promote positive health behaviors. The document outlines the objectives, principles and steps of BCC. These include increasing knowledge, approval and advocacy to motivate behavior change. BCC is seen as an evolution from earlier health communication approaches like health education and IEC. The roles and strategies of BCC are described for areas like family planning, HIV/AIDS, and reproductive and child health. Challenges of implementing effective BCC strategies are also highlighted.
Building Continuous Improvement Culture : Liberating Employees to Drive Initi...
The document discusses building a culture that liberates employees to drive continuous improvement initiatives. It outlines 5 characteristics of culture, including that culture is learned, shared, social, gratifies human needs, and is adaptive and accumulative over time. It also identifies 4 key contributors to liberating employees: having a central theme and direction, evolving reward and recognition structures, incorporating non-financial results, and segmenting projects to inculcate impact versus effort thinking. The overall message is that a continuous improvement culture can be learned and strengthened by sharing mechanisms, tapping into teamwork, and liberating employees through clear communication, recognition, diversity of impact measures, and segmented projects.
1409-Managing-Culture-Change.pdf
This document provides a 5-step process for managing culture change within an organization: 1) Quantitatively measure the current culture, 2) Intentionally align culture, strategy, and structure, 3) Ensure staff and stakeholder participation, 4) Communicate and demonstrate the change repeatedly, and 5) Manage the emotional response to change. It also gives examples of how Ford implemented culture change at Jaguar and how the head of a public sector department successfully shifted his group's culture to one with stronger teamwork and morale.
concept of educational management
1. Educational management involves planning, organizing, directing, controlling, and evaluating educational institutions to achieve goals.
2. It requires applying management theories, concepts, and strategies to bring about effective and efficient functioning of schools.
3. Knowledge of educational management is needed to professionally run educational institutions and train teachers in management skills not covered in typical teaching degrees.
Concept of educational management
1. Educational management involves planning, organizing, directing, controlling, and evaluating educational institutions to achieve goals.
2. It requires applying management theories, concepts, and strategies to bring about effective and efficient functioning of schools.
3. Knowledge of educational management is needed to professionally run educational institutions and train teachers in management skills not covered in typical teaching degrees.
5 Simple Steps to Master Change Management.pdf
In today's dynamic and competitive business landscape, the ability to manage projects effectively is paramount. Whether you're an aspiring entrepreneur, a seasoned professional, or simply seeking to enhance your skillset, a solid understanding of project management principles is indispensable.
Consuming cultures course
learn what cultural intelligence means
Demonstrate that Cultural Intelligence is often learned and improved upon according to person maturity
learn cultural intelligence’s function at work
Understand the meanings of motivation and perseverance within multi-ethnic contexts
Blue Beyond's Approach to Evolving Organizational Culture
Blue Beyond Consulting helps organizations evolve their culture through a holistic approach. They begin by clarifying how the desired culture aligns with business strategy. Next, they engage the organization to create a compelling culture aspiration by gathering qualitative feedback. Finally, they build an architecture and execution plan to stimulate and sustain the culture through leadership alignment, HR processes, communication, and empowering employees. Their approach is adaptive, appreciative, practical, and ensures leadership commitment to evolving the organizational culture.
The Implementation of Rural Development Programs
This document discusses key aspects of implementing rural development programs and projects. It covers people's participation, emphasizing the importance of involving citizens in decision making. It also discusses administrative capability and the crucial role of rural leaders in managing programs efficiently. Finally, it addresses resource mobilization, defining it as activities to secure new resources and better utilize existing ones, which is critical for organizational sustainability and improvement.
Transformation Meaning- What Is Transformation?
Transformation represents change, development, and adaptability in the dynamic field of professional and personal development.
Change Management
Change management is a structured approach to transitioning individuals, groups, and organizations from their current state to a future state with intended business benefits. It affects many aspects like people, processes, organizational setup, and culture. When managing change, it is important to understand the reasons for change, have strong sponsorship from influential leaders, and clearly communicate the reasons for change, mission, benefits, and objectives. The implementation of changes should be gradual, providing training, support and coaching during the transition period. Anticipating and addressing human resistance to change is also important to effectively manage the transition. Realizing and communicating the benefits of change helps stakeholders feel the improvements and supports releasing changes to business as usual.
Development Support Communication
Development support communication, its history and needs, development communication its failure and the need of DSC, also a touch of DSC campaign, By Aamir Ayub, department of Journalism and mass communication University of Peshawar.
Rosalie cuy final assessment presentation
Change management techniques can be used to change workplace culture. Assessing the current culture is important to identify areas for improvement. John Kotter's 8 step model is effective for cultural change and includes creating urgency, building a team, developing a vision, communicating the vision, empowering others, producing short-term wins, sustaining change, and making the change stick. Affecting cultural shift takes time and sustained commitment from management.
socialmobilizationskills-201205053246.pptx
Social mobilization is the process of motivating communities to organize and participate in their own development. It involves stimulating stakeholders to become active participants in social change using strategies to meet shared goals. The key benefits of social mobilization include enhancing community capacity and participation, improving program design and sustainability, and empowering communities. Effective social mobilization requires understanding communities, forming organizations, promoting participation and leadership, and enabling communities to govern themselves.
social mobilization.pptx
Social mobilization is the process of motivating communities to organize and actively participate in their own development. It involves stimulating individuals and groups to work towards shared goals through diverse strategies. Effective social mobilization requires understanding community needs, forming groups, promoting participation, empowering communities, and creating awareness. The key is a collaborative process that develops community ownership and sustainable solutions.
Benchmarking en capital humano aiesec 2012
El documento presenta los resultados de un benchmarking de capital humano realizado por la organización AIESEC el 29 de noviembre de 2012. El benchmarking comparó los datos de AIESEC con los de otras 267 organizaciones de diferentes sectores en Colombia en áreas como selección, remuneración, capacitación y bienestar. El informe contiene tablas con indicadores generales, de gestión, planeación, selección, valoración, desarrollo, bienestar e impacto para realizar el análisis comparativo.
Planeación, desarrollo y alineación de la cultura
The document outlines a 4-phase process for planning and aligning an organization's culture:
1) Phase 1 involves conducting a culture audit, crafting a vision and goals, and developing a culture change plan.
2) Phase 2 is the launch of culture transformation through communication, demonstrations of the new culture, and developing skills.
3) Phase 3 is embedding the new culture by redesigning systems and processes to include and reinforce the desired culture behaviors.
4) Phase 4 involves monitoring performance through benchmarks and targets for customer satisfaction and cultural behaviors to drive continuous improvement.
More Related Content
Similar to Webinar lc ps e planeación, desarrollo y alineación de la cultura
Moving Forward.pptx
The document outlines a program designed to rebuild the community by helping clients achieve employment and goals through job training. The program will offer job readiness training, basic computer skills training, and basic education to aid clients in overcoming hardships and becoming self-sufficient. An organizational chart outlines the structure of the program, with departments for job readiness, education, and rehabilitation, each led by career coaches, teachers, and counselors. The program will be evaluated both qualitatively and quantitatively to analyze strengths and weaknesses using self-reported and performance-based measures from clients before and after completing the program.
Fabrizio rotundi management_challenges_in_modernisation_proce
This document discusses change management challenges in modernization processes. It begins with an agenda on change management approaches and processes. It then discusses reactions to change, noting people experience various emotional states during transitions. The document outlines behaviors managers should follow to make change successful, including identifying opportunities and communicating vision. It also discusses risk management frameworks and the importance of integrating quality. Finally, it summarizes various theories on organizational change and change management standards and frameworks.
Matching corporate culture and business strategy ppt final
What corporate culture is , how it impacts the working style of a firm, what to change culture with changing strategy.
CHN II 2.6.2020 AN MLHP- BEHAVIOR CHANGE COMMUNICATION.pdf
The document discusses Behavior Change Communication (BCC) and its role in improving health outcomes. It defines BCC as a strategic communication process used to promote positive health behaviors. The document outlines the objectives, principles and steps of BCC. These include increasing knowledge, approval and advocacy to motivate behavior change. BCC is seen as an evolution from earlier health communication approaches like health education and IEC. The roles and strategies of BCC are described for areas like family planning, HIV/AIDS, and reproductive and child health. Challenges of implementing effective BCC strategies are also highlighted.
Building Continuous Improvement Culture : Liberating Employees to Drive Initi...
The document discusses building a culture that liberates employees to drive continuous improvement initiatives. It outlines 5 characteristics of culture, including that culture is learned, shared, social, gratifies human needs, and is adaptive and accumulative over time. It also identifies 4 key contributors to liberating employees: having a central theme and direction, evolving reward and recognition structures, incorporating non-financial results, and segmenting projects to inculcate impact versus effort thinking. The overall message is that a continuous improvement culture can be learned and strengthened by sharing mechanisms, tapping into teamwork, and liberating employees through clear communication, recognition, diversity of impact measures, and segmented projects.
1409-Managing-Culture-Change.pdf
This document provides a 5-step process for managing culture change within an organization: 1) Quantitatively measure the current culture, 2) Intentionally align culture, strategy, and structure, 3) Ensure staff and stakeholder participation, 4) Communicate and demonstrate the change repeatedly, and 5) Manage the emotional response to change. It also gives examples of how Ford implemented culture change at Jaguar and how the head of a public sector department successfully shifted his group's culture to one with stronger teamwork and morale.
concept of educational management
1. Educational management involves planning, organizing, directing, controlling, and evaluating educational institutions to achieve goals.
2. It requires applying management theories, concepts, and strategies to bring about effective and efficient functioning of schools.
3. Knowledge of educational management is needed to professionally run educational institutions and train teachers in management skills not covered in typical teaching degrees.
Concept of educational management
1. Educational management involves planning, organizing, directing, controlling, and evaluating educational institutions to achieve goals.
2. It requires applying management theories, concepts, and strategies to bring about effective and efficient functioning of schools.
3. Knowledge of educational management is needed to professionally run educational institutions and train teachers in management skills not covered in typical teaching degrees.
5 Simple Steps to Master Change Management.pdf
In today's dynamic and competitive business landscape, the ability to manage projects effectively is paramount. Whether you're an aspiring entrepreneur, a seasoned professional, or simply seeking to enhance your skillset, a solid understanding of project management principles is indispensable.
Consuming cultures course
learn what cultural intelligence means
Demonstrate that Cultural Intelligence is often learned and improved upon according to person maturity
learn cultural intelligence’s function at work
Understand the meanings of motivation and perseverance within multi-ethnic contexts
Blue Beyond's Approach to Evolving Organizational Culture
Blue Beyond Consulting helps organizations evolve their culture through a holistic approach. They begin by clarifying how the desired culture aligns with business strategy. Next, they engage the organization to create a compelling culture aspiration by gathering qualitative feedback. Finally, they build an architecture and execution plan to stimulate and sustain the culture through leadership alignment, HR processes, communication, and empowering employees. Their approach is adaptive, appreciative, practical, and ensures leadership commitment to evolving the organizational culture.
The Implementation of Rural Development Programs
This document discusses key aspects of implementing rural development programs and projects. It covers people's participation, emphasizing the importance of involving citizens in decision making. It also discusses administrative capability and the crucial role of rural leaders in managing programs efficiently. Finally, it addresses resource mobilization, defining it as activities to secure new resources and better utilize existing ones, which is critical for organizational sustainability and improvement.
Transformation Meaning- What Is Transformation?
Transformation represents change, development, and adaptability in the dynamic field of professional and personal development.
Change Management
Change management is a structured approach to transitioning individuals, groups, and organizations from their current state to a future state with intended business benefits. It affects many aspects like people, processes, organizational setup, and culture. When managing change, it is important to understand the reasons for change, have strong sponsorship from influential leaders, and clearly communicate the reasons for change, mission, benefits, and objectives. The implementation of changes should be gradual, providing training, support and coaching during the transition period. Anticipating and addressing human resistance to change is also important to effectively manage the transition. Realizing and communicating the benefits of change helps stakeholders feel the improvements and supports releasing changes to business as usual.
Development Support Communication
Development support communication, its history and needs, development communication its failure and the need of DSC, also a touch of DSC campaign, By Aamir Ayub, department of Journalism and mass communication University of Peshawar.
Rosalie cuy final assessment presentation
Change management techniques can be used to change workplace culture. Assessing the current culture is important to identify areas for improvement. John Kotter's 8 step model is effective for cultural change and includes creating urgency, building a team, developing a vision, communicating the vision, empowering others, producing short-term wins, sustaining change, and making the change stick. Affecting cultural shift takes time and sustained commitment from management.
socialmobilizationskills-201205053246.pptx
Social mobilization is the process of motivating communities to organize and participate in their own development. It involves stimulating stakeholders to become active participants in social change using strategies to meet shared goals. The key benefits of social mobilization include enhancing community capacity and participation, improving program design and sustainability, and empowering communities. Effective social mobilization requires understanding communities, forming organizations, promoting participation and leadership, and enabling communities to govern themselves.
social mobilization.pptx
Social mobilization is the process of motivating communities to organize and actively participate in their own development. It involves stimulating individuals and groups to work towards shared goals through diverse strategies. Effective social mobilization requires understanding community needs, forming groups, promoting participation, empowering communities, and creating awareness. The key is a collaborative process that develops community ownership and sustainable solutions.
Similar to Webinar lc ps e planeación, desarrollo y alineación de la cultura (20)
Lesson-6-Participatory-Planning-and-Implementation.pptx
Lesson-6-Participatory-Planning-and-Implementation.pptx
Fabrizio rotundi management_challenges_in_modernisation_proce
Fabrizio rotundi management_challenges_in_modernisation_proce
Matching corporate culture and business strategy ppt final
Matching corporate culture and business strategy ppt final
CHN II 2.6.2020 AN MLHP- BEHAVIOR CHANGE COMMUNICATION.pdf
CHN II 2.6.2020 AN MLHP- BEHAVIOR CHANGE COMMUNICATION.pdf
Building Continuous Improvement Culture : Liberating Employees to Drive Initi...
Building Continuous Improvement Culture : Liberating Employees to Drive Initi...
Blue Beyond's Approach to Evolving Organizational Culture
Blue Beyond's Approach to Evolving Organizational Culture
More from aiesecincolombia
Benchmarking en capital humano aiesec 2012
El documento presenta los resultados de un benchmarking de capital humano realizado por la organización AIESEC el 29 de noviembre de 2012. El benchmarking comparó los datos de AIESEC con los de otras 267 organizaciones de diferentes sectores en Colombia en áreas como selección, remuneración, capacitación y bienestar. El informe contiene tablas con indicadores generales, de gestión, planeación, selección, valoración, desarrollo, bienestar e impacto para realizar el análisis comparativo.
Planeación, desarrollo y alineación de la cultura
The document outlines a 4-phase process for planning and aligning an organization's culture:
1) Phase 1 involves conducting a culture audit, crafting a vision and goals, and developing a culture change plan.
2) Phase 2 is the launch of culture transformation through communication, demonstrations of the new culture, and developing skills.
3) Phase 3 is embedding the new culture by redesigning systems and processes to include and reinforce the desired culture behaviors.
4) Phase 4 involves monitoring performance through benchmarks and targets for customer satisfaction and cultural behaviors to drive continuous improvement.
Pot training 1
The document outlines the training for POT (People of Tomorrow) on AIESEC Colombia's organizational vision and focuses. It discusses six main pillars: 1) organizational development, 2) local development and improvement, 3) general management, 4) growth and performance, 5) organizational understanding (O), 6) organizational understanding (N). Each pillar covers focuses such as leadership development, administrative strengthening, strategic marketing, and external connections. It also outlines AIESEC Colombia's roadmap for 2013 with focuses on talent development, process optimization, LCD strategy, and positioning.
Pot training lcd model.
This document discusses the Greiner Curve theory of organizational development and applies it to AIESEC Colombia's development. It describes five phases of evolution and revolution that organizations go through according to the Greiner Curve: (1) Creativity, (2) Direction, (3) Delegation, (4) Coordination, and (5) Collaboration. For each phase, it provides definitions of the evolution period and crisis/revolution period, as well as focuses for education. It then lists eight focuses for 2013, including leadership development, administrative strengthening, strategic marketing, and external connections.
Webinar lc ps e estructura organizacional lc
Este documento presenta una propuesta de estructura organizacional para comités locales basada en un modelo matricial. Sugiere dividir las áreas funcionales y los procesos/productos en "corners" liderados por VPs. Cada corner se reuniría semanalmente para analizar indicadores, tomar decisiones estratégicas y hacer seguimiento a tareas y participantes. El documento también discute consideraciones como roles claros, coordinadores de soporte, y evaluaciones periódicas para asegurar el buen funcionamiento de esta estructura.
Webinar lc ps e culturetransformationmay2010
Telstra, an Australian telecommunications company, underwent a cultural transformation led by the CFO to develop a stronger customer service culture called Value Service Culture (VSC). A 4-phase process was used: 1) Planning, including a culture audit and vision/goals, 2) Transformation through training, communication, and early wins, 3) Embedding the culture in systems and processes, and 4) Monitoring through customer satisfaction surveys and cultural metrics. After 2 years, customer satisfaction improved but not all business units met targets, and cultural surveys found average scores except for empowerment. The transformation generated estimated annual savings of $15 million.
Webinar lc ps e sector gobierno
Este documento proporciona orientación sobre cómo AIESEC puede establecer relaciones con el sector gobierno. Explica que trabajar con el gobierno ofrece oportunidades para proyectos de alto impacto y sostenibilidad, pero también requiere conocimiento en formulación de proyectos y paciencia dado los largos procesos. Recomienda analizar planes de desarrollo, asistir a ferias, aprovechar la red de egresados, y utilizar un marco lógico para el diseño de proyectos que satisfagan las necesidades identificadas. El objet
Aiesec colombia roadmap 2013 projections.
This document outlines AIESEC in Colombia's roadmap and priorities for 2013. It discusses developing leadership skills, strengthening administrative processes, focusing marketing strategies, and strengthening external connections. The steering team concluded the roadmap should have some flexibility to adapt to changing conditions throughout the year.
2013 leadership behaviours.
The document discusses strengthening a vision of responsible ambition for achieving organizational goals through real actions. It calls for a self-driving network based on maturity, commitment, and coherent decision-making. This network enhances autonomy and accuracy in local decision-making. Responsible leadership is emphasized, with leaders taking action, understanding their environment, and contributing sustainably through role modeling and maturity. Goals include efficiently understanding local needs to achieve mid-term ambitions through clear work focuses and synergies.
1. llc leader
The document outlines the responsibilities of an LLC Leader in AIESEC, which includes managing local strategies and processes to align with national plans, improve quality, and enable activities that accomplish the vision. Specifically, the role involves building and maintaining relationships with alumni to Alumni to Alumni, Alumni to AIESEC, and Alumni to the World. This requires implementing the national alumni strategy locally, measuring alumni impact, and benefiting from knowledge sharing. It stresses the importance of collaboration and being in sync with clear expectations and speaking the same language to work as one team.
4. alumni to aiesec
El documento proporciona información sobre las diferentes formas en que un área de soporte puede apoyar a un comité. Explica brevemente las estrategias de soporte a través de juntas asesoras, auditorías, mentoría, capacitación, coaching, generación de proyectos e intercambios. También destaca la importancia de la comunicación, el seguimiento de metas y la participación de los alumni.
3. alumni to alumni
Este documento describe varias iniciativas para involucrar a los antiguos miembros ("alumni") de una organización, incluyendo charlas informativas organizadas por y para los alumni, un boletín mensual para mantener informada a la red sobre noticias y oportunidades, y citas con empresas donde los alumni trabajan para vincularlas a las campañas de la organización.
2. alumni to the world
El documento proporciona lineamientos sobre enfoque, estrategias y estándares para mejorar la comunicación, sinergia y trabajo en equipo entre los miembros de la organización Alumni to the World. Se enfoca en estandarizar bases de datos, mejorar canales de comunicación, y replicar proyectos exitosos para aprovechar sinergias y lograr resultados de manera más eficiente.
Que es el aiesec alumni first thursday
AIESEC Alumni First Thursday is a global program where AIESEC alumni network and socialize on the first Thursday of each month in cities around the world. The program was started during a brainstorming session to help more alumni regularly connect in their local areas. Alumni already meet monthly in some cities, and this program aims to expand those local gatherings into a coordinated worldwide initiative. Participants are encouraged to check the program's Facebook page for upcoming events in their city and to help organize a First Thursday if none is scheduled yet. The gatherings provide an opportunity for the over 1 million strong AIESEC alumni network to learn from each other and create impact on a monthly basis around the globe.
Tutorial base de datos podio
Este documento proporciona instrucciones para alimentar la base de datos ALUMNI en la plataforma PODIO de dos maneras: ingresando datos individualmente o subiendo un archivo Excel. Explica los pasos para acceder a PODIO, abrir la aplicación ALUMNI Management, y luego ingresar o subir los datos requeridos. También incluye recomendaciones para organizar la información en Excel para evitar problemas durante el proceso de carga.
Guidelines board of advice llc 2013
Este documento proporciona información sobre las Juntas Asesoras Locales (BoA) en AIESEC. Explica que una BoA es un organismo que brinda asesoría estratégica al Comité Local para ayudar en el avance de las operaciones. Detalla los beneficios de una BoA, como conexión externa, asesoría y mentores. Además, ofrece recomendaciones sobre la implementación de una BoA, incluyendo la selección de perfiles adecuados, búsqueda de miembros, reuniones y agenda
Alumni gip raising booklet
This document provides information about a global initiative to raise support for AIESEC's Global Internship Program (GIP) from alumni. It outlines plans to update webpages, implement an online registration system, and launch a social media campaign to connect alumni with internship opportunities at their companies. Alumni are encouraged to spread information about the initiative on their own social media and to inform other alumni about supporting GIP.
7. synergy
Our Synergy aims to foster better understanding and support between different business areas that often look to each other for assistance. It suggests examining each other's needs and processes more closely so that areas can help fulfill the needs of others through activities like mentoring, coaching, education programs, and recognizing excellence. Defining how various activities align with strategic goals could strengthen synergies across an organization.
Affinity group guidelines
This document provides guidelines for establishing and managing an Affinity Group (AG) as part of the Georgia Tech Alumni Association (GTAA). It defines an AG as a collection of Georgia Tech alumni who connect and engage around a shared purpose beyond just their class or region. AG's must promote Georgia Tech's welfare and have a mutually beneficial relationship with the university. The document outlines operating principles around using Georgia Tech's name and remaining politically/religiously neutral. It also describes the process for starting an AG which involves drafting articles of incorporation, a constitution, and getting 50 alumni signatures on a proposal. It provides details on governance, finances, and benefits AG's receive from the GTAA like listing on the website.
7. synergy
This document discusses how different areas within a company can provide support to each other and work in synergy. It suggests mentoring, coaching, and knowledge sharing between areas as ways to help others and find where support is needed. The document also references affinity groups, education programs, and sending young alumni to help drive synergy across various parts of the company.
More from aiesecincolombia (20)
Recently uploaded
Creative Web Design Company in Singapore
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Recruiting in the Digital Age: A Social Media Masterclass
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Best Forex Brokers Comparison in INDIA 2024
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
Income Tax exemption for Start up : Section 80 IAC
A presentation on the concept of Exemption of Profits of Start ups from Income Tax
Company Valuation webinar series - Tuesday, 4 June 2024
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Creative Web Design Company in Singapore
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
2022 Vintage Roman Numerals Men Rings
Discover timeless style with the 2022 Vintage Roman Numerals Men's Ring. Crafted from premium stainless steel, this 6mm wide ring embodies elegance and durability. Perfect as a gift, it seamlessly blends classic Roman numeral detailing with modern sophistication, making it an ideal accessory for any occasion.
https://rb.gy/usj1a2
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka Indian satta Matka Dpboss Matka Kalyan Chart Matka Boss otg matka Guessing Satta Organizational Change Leadership Agile Tour Geneve 2024
Organizational Change Leadership at Agile Tour Geneve 2024
Building Your Employer Brand with Social Media
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Evgen Osmak: Methods of key project parameters estimation: from the shaman-in...
Evgen Osmak: Methods of key project parameters estimation: from the shaman-inspired to the data-driven praxis (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
一比一原版新西兰奥塔哥大学毕业证（otago毕业证）如何办理
一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
3 Simple Steps To Buy Verified Payoneer Account In 2024
Buy Verified Payoneer Account: Quick and Secure Way to Receive Payments
Buy Verified Payoneer Account With 100% secure documents, [ USA, UK, CA ]. Are you looking for a reliable and safe way to receive payments online? Then you need buy verified Payoneer account ! Payoneer is a global payment platform that allows businesses and individuals to send and receive money in over 200 countries.
If You Want To More Information just Contact Now:
Skype: SEOSMMEARTH
Telegram: @seosmmearth
Gmail: seosmmearth@gmail.com
ModelingMarketingStrategiesMKS.CollumbiaUniversitypdf
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Recently uploaded (20)
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
Training my puppy and implementation in this story
Training my puppy and implementation in this story
Recruiting in the Digital Age: A Social Media Masterclass
Recruiting in the Digital Age: A Social Media Masterclass
Income Tax exemption for Start up : Section 80 IAC
Income Tax exemption for Start up : Section 80 IAC
Company Valuation webinar series - Tuesday, 4 June 2024
Company Valuation webinar series - Tuesday, 4 June 2024
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challenges
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Organizational Change Leadership Agile Tour Geneve 2024
Organizational Change Leadership Agile Tour Geneve 2024
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s Dholera
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s Dholera
Evgen Osmak: Methods of key project parameters estimation: from the shaman-in...
Evgen Osmak: Methods of key project parameters estimation: from the shaman-in...
3 Simple Steps To Buy Verified Payoneer Account In 2024
3 Simple Steps To Buy Verified Payoneer Account In 2024
ModelingMarketingStrategiesMKS.CollumbiaUniversitypdf
ModelingMarketingStrategiesMKS.CollumbiaUniversitypdf
The Influence of Marketing Strategy and Market Competition on Business Perfor...
The Influence of Marketing Strategy and Market Competition on Business Perfor...
Webinar lc ps e planeación, desarrollo y alineación de la cultura
- 1. Planeación, desarrollo y alineación de la Cultura del Comité Local Miguel González
- 2. The Process
- 3. PHASE 1: PLANNING FOR SUCCESS • A culture audit is an essential first step to planning the cultural change effort. The advantage of this is to gain more in-depth insight into the culture, build relationships and additional buy-in, reduce the risk of resistance to skill development and culture change, identify leaders that can be change champions and provide key input into an Assessment and Implementation Plan. This is also a time for the executive leader to craft and refine the vision, goals, strategy and priorities. This needs to have within it a sense of urgency which can be easily communicated and understood by everyone in the organization. These elements are inputs to a culture change plan.
- 4. PHASE 2: CULTURE TRANSFORMATION • Launch of a culture change requires a memorable event and ongoing communication and activities that demonstrate what the new culture is to look like. A powerful guiding coalition is needed to coordinate and lead the changed behaviors. New skills may be required and methods for sharing learnings and experiences need to be put in place.
- 5. PHASE 3: EMBEDDING THE NEW CULTURE. • During the culture transformation process (Phase 2) new attitudes, skills and shared learnings are experienced. Usually the systems and processes lag. This is for good reason because learning best practices is still occurring. But the time comes in the embedding phase when orientation and performance evaluation systems and processes require redesign. These should include desired culture behaviors and targets to support the embedding process.
- 6. PHASE 4: PERFORMANCE MONITORING AND REVITALIZATION • Performance should be measured in terms of customer satisfaction and cultural behaviors. Both should be benchmarked so that targets for improvement can be set.