This document discusses building trust and increasing flow to improve business results. It suggests that trust and flow scores can be measured on a scale of 1 to 10, and that increasing these scores can quickly boost revenues, profits, and returns. The document also introduces eight personality profiles and suggests that working with others to leverage strengths and fill gaps can help businesses succeed.
The Payoff
At the end of this process, whether you choose to sell your company or keep it, there is a huge reward. I call it the EOS Life:
The chance to do only the work you love to do
Doing it only with people you love to be with
Making a significant difference in the lives of others you touch
Being well paid for your efforts and risk
Having the time for other passions in your life
What a life! If you owned a business that allowed you to live that way, you might not want to sell it! But if you did, you can be sure it would fetch a premium price.
Entrepreneurial Operating System (EOS): Model and ProcessTraction Masters
The Entrepreneurial Operating System (EOS) is a set of business principles and tools that help leadership teams of growing companies improve performance and balance work and life. The EOS model identifies six key components of a business that must be strengthened, and the EOS process provides a proven way to implement tools in the right order to strengthen each component. EOS has been used by over 610 companies to increase revenue and profits.
Entrepreneurial Operating System - A keynoteScott Patchin
The Entrepreneurial Operating System (EOS) is a process that incorporates vision (strategic planning) and traction (developing the leadership team) to help companies achieve their goals and build a healthy company. This is a sixty-minute keynote address I gave to a group of company leaders to equip them to lead more effectively - tomorrow!
Presentation at the Scrum Breakfast in Zürich on 2011, April 6th, providing a preview of the results of the PAM survey on “Successful Leadership in an Agile Environment” www.p-a-m.org
This document provides four valuable management tips for leaders:
1. Communication is key - leaders must clearly and effectively communicate their vision and goals to employees.
2. Delegate tasks - as a leader, one cannot do everything themselves and must delegate tasks to others.
3. Watch out for conflicts - personal conflicts between employees have the potential to damage a company, so leaders should hire managers trained in conflict resolution.
4. Keep your eyes on the prize - leaders should focus on the overall goals and big picture of the company to stay motivated and ensure employees also stay focused.
LSA19: Attracting, Empowering & Scaling Your 'A' TeamLocalogy
This document provides tips for building a successful sales organization by educating salespeople rigorously, making the work competitive, and inspiring leadership. It recommends finding top performers to lift up as leaders, rewarding performance, creating a structured and scalable sales process, and encouraging career advancement. Maintaining low call volumes demonstrates work ethic while low call-to-appointment and close rates that improve with tenure can be addressed with additional pitch training, enthusiasm from salespeople, and listening to calls.
This document discusses building trust and increasing flow to improve business results. It suggests that trust and flow scores can be measured on a scale of 1 to 10, and that increasing these scores can quickly boost revenues, profits, and returns. The document also introduces eight personality profiles and suggests that working with others to leverage strengths and fill gaps can help businesses succeed.
The Payoff
At the end of this process, whether you choose to sell your company or keep it, there is a huge reward. I call it the EOS Life:
The chance to do only the work you love to do
Doing it only with people you love to be with
Making a significant difference in the lives of others you touch
Being well paid for your efforts and risk
Having the time for other passions in your life
What a life! If you owned a business that allowed you to live that way, you might not want to sell it! But if you did, you can be sure it would fetch a premium price.
Entrepreneurial Operating System (EOS): Model and ProcessTraction Masters
The Entrepreneurial Operating System (EOS) is a set of business principles and tools that help leadership teams of growing companies improve performance and balance work and life. The EOS model identifies six key components of a business that must be strengthened, and the EOS process provides a proven way to implement tools in the right order to strengthen each component. EOS has been used by over 610 companies to increase revenue and profits.
Entrepreneurial Operating System - A keynoteScott Patchin
The Entrepreneurial Operating System (EOS) is a process that incorporates vision (strategic planning) and traction (developing the leadership team) to help companies achieve their goals and build a healthy company. This is a sixty-minute keynote address I gave to a group of company leaders to equip them to lead more effectively - tomorrow!
Presentation at the Scrum Breakfast in Zürich on 2011, April 6th, providing a preview of the results of the PAM survey on “Successful Leadership in an Agile Environment” www.p-a-m.org
This document provides four valuable management tips for leaders:
1. Communication is key - leaders must clearly and effectively communicate their vision and goals to employees.
2. Delegate tasks - as a leader, one cannot do everything themselves and must delegate tasks to others.
3. Watch out for conflicts - personal conflicts between employees have the potential to damage a company, so leaders should hire managers trained in conflict resolution.
4. Keep your eyes on the prize - leaders should focus on the overall goals and big picture of the company to stay motivated and ensure employees also stay focused.
LSA19: Attracting, Empowering & Scaling Your 'A' TeamLocalogy
This document provides tips for building a successful sales organization by educating salespeople rigorously, making the work competitive, and inspiring leadership. It recommends finding top performers to lift up as leaders, rewarding performance, creating a structured and scalable sales process, and encouraging career advancement. Maintaining low call volumes demonstrates work ethic while low call-to-appointment and close rates that improve with tenure can be addressed with additional pitch training, enthusiasm from salespeople, and listening to calls.
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...LinkedIn Talent Solutions
This document discusses how DocuSign elevated their recruiters by implementing a data-driven scorecard system. It introduced metrics to measure recruiter performance holistically across candidate experience, hiring manager satisfaction, and execution. Recruiters received frequent feedback based on these metrics. This led to improved recruiter engagement, development, and recognition. It also enhanced candidate and hiring manager experiences. The data-driven approach helped optimize recruiting performance while reducing attrition.
This document promotes the coaching services of Chris Thomas Associates. It lists the benefits of coaching for managers and executives, such as taking a business to a higher level, boosting team performance, and ensuring promotions are successful. It then lists ways HR departments can benefit from coaching, such as making changes that affect people, supporting new post holders, and resolving conflicts. Finally, it notes that 82% of organizations now use coaching, and offers to help clients establish a return on their coaching investment through measurable objectives and results.
The Coaching Leader's Nemesis: Adding ValueDan Beverly
The biggest challenge for leaders who want to adopt more of a coaching mentality: turning-off the burning need to add value. Learn to do that and watch the performance of your team soar.
The document outlines a roadmap called "The 5 Ps - A Roadmap to Excellence" which consists of Principles, Process, Perspective, Partnership, and People. The Principles establish integrity and a passion for excellence as the foundation. Process aims for efficiency and risk reduction through continuous improvement. Perspective provides the fuel by promoting thinking globally and introspectively as a team rather than individuals. Partnership acts as the glue by defining strategy and priorities within and across teams and clients. People are the catalyst to embrace these themes and improve impact.
The document discusses the need to change one's thinking in order to change results. It emphasizes embracing clarity, focus, and execution. It also stresses the importance of cleaning one's belief window by examining the consequences of held beliefs. Success is portrayed as a moving target that requires speed, results, and exceeding expectations. Learning what needs to be done more, less, new, or stopped is presented as key to achieving results.
This document discusses teamwork and provides information on why teamwork is important, the stages of team building, roles of team leaders, characteristics of good teams, benefits of teamwork, and tips for effective team building. It emphasizes that coming together, keeping together, and working together leads to success and defines a team as a group of people working together towards a common goal.
Clearx Exponential Performance Optimisation LifeMasters.co.za Tony Dovale Ove...Tony Dovale
How to use the 6 specific areas fot business optimisation detailed in Clearx exponential performance framework - by lifemasters.co.za Tony Dovale - free seminar at www.lifemasters.co.za/clearx-session.
Based upon 30+ years of research and development, CLEARx High Performance Framework is supported by the extensive academic work of HPO Center in europe.
Get a free HPO Diagnostic when you book a HPO Mindsets & Teamwork Talk with Tony Dovale to get your organisation optimised and operating exponentially.
Dan Powdermaker discusses how companies hitting the growth curve must focus to execute at potential. This means that company leaders must accurately assess their own capabilities and habits. They must husband resources effectively, strive to keep things simple, (but not too simple) and have a bias for action.
What If No One Was Forced to Do Scrum?Travis Birch
Forcing people to do things never works. Instead, change is a collective learning process, the generation and application of new knowledge. This presentation explores how Scrum can be part of a healthy process of change for an organization.
LMI Canada Inc. is a performance improvement company founded in 1966 that operates in over 60 countries and 22 languages. It has helped hundreds of thousands of clients achieve measurable results in areas like productivity, communications, focus on priorities, teamwork, and leadership development. LMI's process involves evaluating current performance, planning action, changing behaviors, and measuring results to ensure clients achieve their specific goals.
LMI Canada Inc. is a performance improvement company founded in 1966 that operates in over 60 countries and 22 languages. It has helped hundreds of thousands of clients achieve measurable results in areas like productivity, communications, focus on priorities, teamwork, and leadership development. LMI's process involves evaluating current performance, planning action, changing behaviors, and measuring results to ensure clients see a return on their investment in leadership and organizational development.
Webinar-Compensating the Workforce of TomorrowPayScale, Inc.
The future is now. PayScale’s 2017 Compensation Best Practices Report noted that a third of top-performing companies are changing their strategies to accommodate millennials. These top organizations take a proactive approach to anticipating the needs of tomorrow’s workforce today.
Join Caitlin Williams and Mykkah Herner on this May the Fourth as they explore the best ways to compensate tomorrow’s workforce, now.
Register for this webinar and you’ll learn about:
-Ways to examine and define your workforce
-The value of having a great comp strategy that fits
-The impact of automated jobs
This document discusses team health and the future of work. It presents Atlassian's values that guide their work and describes some of the challenges of working in teams, including lack of trust, poor communication, and accountability. It then outlines two approaches to managing teams - one that is process-driven and focuses on efficiency while limiting autonomy, and one that is idea-driven, embraces failure and gets feedback to run experiments. It proposes using a Team Health Monitor and plays to address areas needing improvement like shared understanding, managed dependencies, and proof of concept. It suggests actions like challenging assumptions and using environmental levers to shape the future.
Create the Future of Work While You're Living ItAtlassian
Throw away your crystal ball because the future is already here. Yes, artificial intelligence, machine learning, and blockchain dominate the headlines. But the day-to-day manifestations of the future of work (i.e., the present) are more mundane – though no less daunting. We see it in the way businesses struggle to scale smart and stay one step ahead of disruption. Or how leaders try to manage a global, 24/7 workforce while tasked with meeting ever-increasing customer demands.
The time to take action is now. In this session, Dom Price will break down the five obsolete ways most of us are working, and share new, essential approaches to growth and retooling. He'll also reveal some of the collaboration hacks he's seen from enterprises around the world. Don't be a bystander. Come learn how to create a future where you and your team don't just survive, but thrive.
Culture First 2019: Day 3, Create the future of work while you're living it Culture Amp
Throw away your crystal ball because the future is already here. Yes, artificial intelligence, machine learning, and blockchain dominate the headlines. But the day-to-day manifestations of the future of work (i.e., the present) are more mundane – though no less daunting. We see it in the way businesses struggle to scale smart and stay one step ahead of disruption. Or how leaders try to manage a global, 24/7 workforce while tasked with meeting ever-increasing customer demands.The time to take action is now. In this session, Dom Price will break down the five obsolete ways most of us are working, and share new, essential approaches to growth and retooling.
The document summarizes key points from a leadership conference presentation on achieving leadership success. The presentation focused on three areas: 1) Organizing work by defining a clear vision/mission and structure; 2) Motivating people by developing the right culture and building on individual strengths; 3) Achieving tasks by making effective decisions, taking action, and celebrating/learning from outcomes. Specific techniques were provided under each area, such as setting priorities, assigning roles/accountability, recognizing contributions, and resolving conflicts based on shared values.
Overcome Transformation Impediments with Outcome-Driven Agility - David Hawks...Agile Velocity
In this workshop at Southern Fried Agile, David Hawks helped attendees learn common impediments to agility and how implementing Agile develops new capabilities across the organization.
AgileCamp San Francisco 2019 - Overcome Transformation Impediments with Outco...Agile Velocity
In this workshop at AgileCamp San Francisco 2019, attendees learned common impediments to agility and how implementing Agile develops new capabilities across the organization.
Overcome Transformation Impediments with Outcome-Driven Agility - David Hawks...Agile Velocity
Over 50% of all Agile transformations fail. In this workshop, attendees learned common impediments to agility and how implementing Agile develops new capabilities across the organization.
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...LinkedIn Talent Solutions
This document discusses how DocuSign elevated their recruiters by implementing a data-driven scorecard system. It introduced metrics to measure recruiter performance holistically across candidate experience, hiring manager satisfaction, and execution. Recruiters received frequent feedback based on these metrics. This led to improved recruiter engagement, development, and recognition. It also enhanced candidate and hiring manager experiences. The data-driven approach helped optimize recruiting performance while reducing attrition.
This document promotes the coaching services of Chris Thomas Associates. It lists the benefits of coaching for managers and executives, such as taking a business to a higher level, boosting team performance, and ensuring promotions are successful. It then lists ways HR departments can benefit from coaching, such as making changes that affect people, supporting new post holders, and resolving conflicts. Finally, it notes that 82% of organizations now use coaching, and offers to help clients establish a return on their coaching investment through measurable objectives and results.
The Coaching Leader's Nemesis: Adding ValueDan Beverly
The biggest challenge for leaders who want to adopt more of a coaching mentality: turning-off the burning need to add value. Learn to do that and watch the performance of your team soar.
The document outlines a roadmap called "The 5 Ps - A Roadmap to Excellence" which consists of Principles, Process, Perspective, Partnership, and People. The Principles establish integrity and a passion for excellence as the foundation. Process aims for efficiency and risk reduction through continuous improvement. Perspective provides the fuel by promoting thinking globally and introspectively as a team rather than individuals. Partnership acts as the glue by defining strategy and priorities within and across teams and clients. People are the catalyst to embrace these themes and improve impact.
The document discusses the need to change one's thinking in order to change results. It emphasizes embracing clarity, focus, and execution. It also stresses the importance of cleaning one's belief window by examining the consequences of held beliefs. Success is portrayed as a moving target that requires speed, results, and exceeding expectations. Learning what needs to be done more, less, new, or stopped is presented as key to achieving results.
This document discusses teamwork and provides information on why teamwork is important, the stages of team building, roles of team leaders, characteristics of good teams, benefits of teamwork, and tips for effective team building. It emphasizes that coming together, keeping together, and working together leads to success and defines a team as a group of people working together towards a common goal.
Clearx Exponential Performance Optimisation LifeMasters.co.za Tony Dovale Ove...Tony Dovale
How to use the 6 specific areas fot business optimisation detailed in Clearx exponential performance framework - by lifemasters.co.za Tony Dovale - free seminar at www.lifemasters.co.za/clearx-session.
Based upon 30+ years of research and development, CLEARx High Performance Framework is supported by the extensive academic work of HPO Center in europe.
Get a free HPO Diagnostic when you book a HPO Mindsets & Teamwork Talk with Tony Dovale to get your organisation optimised and operating exponentially.
Dan Powdermaker discusses how companies hitting the growth curve must focus to execute at potential. This means that company leaders must accurately assess their own capabilities and habits. They must husband resources effectively, strive to keep things simple, (but not too simple) and have a bias for action.
What If No One Was Forced to Do Scrum?Travis Birch
Forcing people to do things never works. Instead, change is a collective learning process, the generation and application of new knowledge. This presentation explores how Scrum can be part of a healthy process of change for an organization.
LMI Canada Inc. is a performance improvement company founded in 1966 that operates in over 60 countries and 22 languages. It has helped hundreds of thousands of clients achieve measurable results in areas like productivity, communications, focus on priorities, teamwork, and leadership development. LMI's process involves evaluating current performance, planning action, changing behaviors, and measuring results to ensure clients achieve their specific goals.
LMI Canada Inc. is a performance improvement company founded in 1966 that operates in over 60 countries and 22 languages. It has helped hundreds of thousands of clients achieve measurable results in areas like productivity, communications, focus on priorities, teamwork, and leadership development. LMI's process involves evaluating current performance, planning action, changing behaviors, and measuring results to ensure clients see a return on their investment in leadership and organizational development.
Webinar-Compensating the Workforce of TomorrowPayScale, Inc.
The future is now. PayScale’s 2017 Compensation Best Practices Report noted that a third of top-performing companies are changing their strategies to accommodate millennials. These top organizations take a proactive approach to anticipating the needs of tomorrow’s workforce today.
Join Caitlin Williams and Mykkah Herner on this May the Fourth as they explore the best ways to compensate tomorrow’s workforce, now.
Register for this webinar and you’ll learn about:
-Ways to examine and define your workforce
-The value of having a great comp strategy that fits
-The impact of automated jobs
This document discusses team health and the future of work. It presents Atlassian's values that guide their work and describes some of the challenges of working in teams, including lack of trust, poor communication, and accountability. It then outlines two approaches to managing teams - one that is process-driven and focuses on efficiency while limiting autonomy, and one that is idea-driven, embraces failure and gets feedback to run experiments. It proposes using a Team Health Monitor and plays to address areas needing improvement like shared understanding, managed dependencies, and proof of concept. It suggests actions like challenging assumptions and using environmental levers to shape the future.
Create the Future of Work While You're Living ItAtlassian
Throw away your crystal ball because the future is already here. Yes, artificial intelligence, machine learning, and blockchain dominate the headlines. But the day-to-day manifestations of the future of work (i.e., the present) are more mundane – though no less daunting. We see it in the way businesses struggle to scale smart and stay one step ahead of disruption. Or how leaders try to manage a global, 24/7 workforce while tasked with meeting ever-increasing customer demands.
The time to take action is now. In this session, Dom Price will break down the five obsolete ways most of us are working, and share new, essential approaches to growth and retooling. He'll also reveal some of the collaboration hacks he's seen from enterprises around the world. Don't be a bystander. Come learn how to create a future where you and your team don't just survive, but thrive.
Culture First 2019: Day 3, Create the future of work while you're living it Culture Amp
Throw away your crystal ball because the future is already here. Yes, artificial intelligence, machine learning, and blockchain dominate the headlines. But the day-to-day manifestations of the future of work (i.e., the present) are more mundane – though no less daunting. We see it in the way businesses struggle to scale smart and stay one step ahead of disruption. Or how leaders try to manage a global, 24/7 workforce while tasked with meeting ever-increasing customer demands.The time to take action is now. In this session, Dom Price will break down the five obsolete ways most of us are working, and share new, essential approaches to growth and retooling.
The document summarizes key points from a leadership conference presentation on achieving leadership success. The presentation focused on three areas: 1) Organizing work by defining a clear vision/mission and structure; 2) Motivating people by developing the right culture and building on individual strengths; 3) Achieving tasks by making effective decisions, taking action, and celebrating/learning from outcomes. Specific techniques were provided under each area, such as setting priorities, assigning roles/accountability, recognizing contributions, and resolving conflicts based on shared values.
Overcome Transformation Impediments with Outcome-Driven Agility - David Hawks...Agile Velocity
In this workshop at Southern Fried Agile, David Hawks helped attendees learn common impediments to agility and how implementing Agile develops new capabilities across the organization.
AgileCamp San Francisco 2019 - Overcome Transformation Impediments with Outco...Agile Velocity
In this workshop at AgileCamp San Francisco 2019, attendees learned common impediments to agility and how implementing Agile develops new capabilities across the organization.
Overcome Transformation Impediments with Outcome-Driven Agility - David Hawks...Agile Velocity
Over 50% of all Agile transformations fail. In this workshop, attendees learned common impediments to agility and how implementing Agile develops new capabilities across the organization.
The document outlines ACSA's transition to the next phase as a high-performing organization. It discusses implementing operating principles to guide how work is done, with a focus on leadership attributes at all levels. Specific action items are proposed to improve collaboration, engagement, initiatives, culture and systems to better support staff and create great experiences. The CEO apologizes for past shortcomings and commits to resolving issues through an action plan prioritizing getting it right and working together differently to fulfill the strategic vision.
The document provides information about Amazon's mission, values, leadership principles, and career opportunities. It summarizes Amazon's mission as striving to be Earth's most customer-centric company for online shopping. It outlines Amazon's core values such as customer obsession and bias for action. It then describes various career launch programs and leadership development opportunities for new employees.
The document discusses conflict resolution for teams. It provides characteristics of high-performing teams and notes that over 65% of performance problems result from strained relationships. Team conflict is defined as when a team member feels bad about something related to the team. Personal responses to conflict like competing or avoiding are examined, as well as symptoms and sources of conflict like unclear roles. Strategies for resolving conflict like developing a mission statement, role worksheets, improving communication, and learning cooperation are presented.
Agile Transformation. Digital Transformation. Cultural Transformation. These are all hot topics. But, what does it actually take to start a transformation?
The answer: people, practices, and tools. Join Dominic Price, Work Futurist at Atlassian as he shares his experience in working with other top enterprise organizations. Learn about the trends affecting the future of teamwork, and proven practices that can power successful workplace transformation.
VS Live 2021 VST09 agile team metrics Fast Focus - angela duganAngela Dugan
Are you still relying on the old standbys like percent complete, velocity, and burndown for monitoring the progress of your teams or projects? Those metrics may not be telling you what you think they are! In this fast-paced discussion, we'll talk about some of the pitfalls of commonly used metrics, and make the case for not so commonly used measures that give you the insights that you're really striving for.
You will learn:
Understand the connection between what you measure, your team performance, and product quality
Explanation of how many commonly used metrics will fail to tell you what you really need to know
Familiarity with uncommonly used metrics that will more reliably tell you how well your project or team are really doing
The document discusses how a consulting firm called Energize Your Workforce can help organizations build more engaged, effective, and productive teams. Their vision is for every workplace to be a great place to work where employees are energized, engaged, and workforces are effective and productive. Their mission is to assess teams, evaluate dynamics, and assess candidates to develop skills, treat problems impacting productivity, and ensure good cultural, position, and team fits. They provide materials, develop trust, encourage conflict, hold accountable, and recognize to energize teams and create effective workforces that attract and retain top talent.
2016 04-07 key note -agile organizationsNikki de Kloe
This slideshare is all about lean operational excellence, agile, scrum, lean start-up, customer development, agile frameworks, evidence based product development….
Sorry, what? Can there be anymore buzzwords? You are right, that’s why today we’ll separate facts and fiction about these potential 'business-saving' frameworks.
Because let’s face it, the reality is that even though they are absolutely useful, no one can guarantee you that one of these frameworks will work for your own, unique company. You will need to know where to start and take away those elements that suit your specific situation.
Agile coaches Nikki de Kloe and Sander Goudswaard (MakerStreet/ Noun) will guide you through the why, how and what regarding all these value-orientated frameworks. They will show you how these frameworks can help you do your business today, tomorrow and in the very near future.
Through tips, tricks and of course several case studies you will learn their possibilities, potential pitfalls and success criteria; so you can gain an insight in how you can make these frameworks work for you.
This slideshare is all about lean operational excellence, agile, scrum, lean start-up, customer development, agile frameworks, evidence based product development….
Sorry, what? Can there be anymore buzzwords? You are right, that’s why today we’ll separate facts and fiction about these potential 'business-saving' frameworks.
Because let’s face it, the reality is that even though they are absolutely useful, no one can guarantee you that one of these frameworks will work for your own, unique company. You will need to know where to start and take away those elements that suit your specific situation.
Agile coaches Nikki de Kloe and Sander Goudswaard (MakerStreet/ Noun) will guide you through the why, how and what regarding all these value-orientated frameworks. They will show you how these frameworks can help you do your business today, tomorrow and in the very near future.
Through tips, tricks and of course several case studies you will learn their possibilities, potential pitfalls and success criteria; so you can gain an insight in how you can make these frameworks work for you.
Empowering Agile Self-Organized Teams With Design ThinkingWilliam Evans
My experience and research has shown that design thinking empowers employees and teams, enabling them to create a more resilient, value-focused organizational culture.
Innovation-driven growth at the organizational level requires a multidisciplinary approach to designing systems that create the right conditions for self-organizing teams to explore and create while maintaining system hygiene. To achieve that growth, leaders and managers must adopt a strategy for fostering new thinking, practices, and processes that convert strategy both laterally and vertically into new value. To foster the right kind of environment, you must manage the boundaries of the teams, establishing the right cadence and rituals to ensure trust and psychological safety.
“Organizations that operate from the authoritarian, hierarchical, command and control model, where the top leaders control the work, information, decisions, and allocation of resources, produce employees that are less empowered, less creative, and less reductive.” – Journal of Strategic Studies, Creativity and Innovation: The Leadership Dynamics.
In this talk, we’ll discuss boundaries, policies, cadence for self-organizing teams, then cover the key principles and practices of design thinking and how it can be leveraged by agile teams to collaboratively test new options and create new value. Design thinking all comes down to the collaboration utilizing divergence and convergence: acquire and synthesize insights, formulate hypotheses, prototype solutions, and ruthlessly test them with real customers.
We’ll cover that with a case study of how an infrastructure engineering team transformed themselves from waterfall to agile, while learning the key practices of design thinking to reduce the lead time for delivering services and systems from 9 months to days, and in some cases, hours.
The key aspects of Design Thinking we’ll cover:
The importance of trust, boundaries, and candor for team dynamics;
Customer-Centricity. Who are they? What are their challenges? What are their ‘jobs-to-be-done’?
Empathy and Understanding to engaging with customers in their context;
Validate through experimentation that the team is solving the right problem;
Bringing the whole team together to collaboratively explore the problem space and engage in divergent and convergent exercises;
Prototype lightweight solution hypotheses to ensure that the problems are solved before scaling out and investing in delivering the product or service to customers;
When design thinking is appropriate, and when it’s a waste of time (when a user story is simple, simply do it!)
Personalizing Talent Management and the Mass Customization of People PracticesWaldron
Workforce of One co-author Susan Cantrell presented to the Seattle CHO Group on January 12, 2011. Slides from her presentation are posted here with permission from Accenture.
MBA EM GESTÃO DE PROJETOS E PROCESSOS ORGANIZACIONAIS TURMA 25
Templates para auxiliar no Business Case – Planejamento Estratégico
Aula – Professor Daniel de Carvalho Luz
MBA em Gestão de Projetos e Processos Organizacionais turma 25
A comprehensive-study-of-biparjoy-cyclone-disaster-management-in-gujarat-a-ca...Samirsinh Parmar
Disaster management;
Cyclone Disaster Management;;
Biparjoy Cyclone Case Study;
Meteorological Observations;
Best practices in Disaster Management;
Synchronization of Agencies;
GSDMA in Cyclone disaster Management;
History of Cyclone in Arabian ocean;
Intensity of Cyclone in Gujarat;
Cyclone preparedness;
Miscellaneous observations - Biparjoy cyclone;
Role of social Media in Disaster Management;
Unique features of Biparjoy cyclone;
Role of IMD in Biparjoy Prediction;
Lessons Learned; Disaster Preparedness; published paper;
Case study; for disaster management agencies; for guideline to manage cyclone disaster; cyclone management; cyclone risks; rescue and rehabilitation for cyclone; timely evacuation during cyclone; port closure; tourism closure etc.
Neal Elbaum Shares Top 5 Trends Shaping the Logistics Industry in 2024Neal Elbaum
In the ever-evolving world of logistics, staying ahead of the curve is crucial. Industry expert Neal Elbaum highlights the top five trends shaping the logistics industry in 2024, offering valuable insights into the future of supply chain management.
Maximize Your Efficiency with This Comprehensive Project Management Platform ...SOFTTECHHUB
In today's work environment, staying organized and productive can be a daunting challenge. With multiple tasks, projects, and tools to juggle, it's easy to feel overwhelmed and lose focus. Fortunately, liftOS offers a comprehensive solution to streamline your workflow and boost your productivity. This innovative platform brings together all your essential tools, files, and tasks into a single, centralized workspace, allowing you to work smarter and more efficiently.
Many companies have perceived CRM that accompanied by numerous
uncoordinated initiatives as a technological solution for problems in
individual areas. However, CRM should be considered as a strategy when
a company decides to implement it due to its humanitarian, technological
and process-related effects (Mendoza et al., 2007, p. 913). CRM is
evolving today as it should be seen as a strategy for maintaining a longterm relationship with customers.
A CRM business strategy includes the internet with the marketing,
sales, operations, customer services, human resources, R&D, finance, and
information technology departments to achieve the company’s purpose and
maximize the profitability of customer interactions (Chen and Popovich,
2003, p. 673).
After Corona Virus Disease-2019/Covid-19 (Coronavirus) first
appeared in Wuhan, China towards the end of 2019, its effects began to
be felt clearly all over the world. If the Coronavirus crisis is not managed
properly in business-to-business (B2B) and business-to-consumer
(B2C) sectors, it can have serious negative consequences. In this crisis,
companies can typically face significant losses in their sales performance,
existing customers and customer satisfaction, interruptions in operations
and accordingly bankruptcy
Small Business Management An Entrepreneur’s Guidebook 8th edition by Byrd tes...ssuserf63bd7
Small Business Management An Entrepreneur’s Guidebook 8th edition by Byrd test bank.docx
https://qidiantiku.com/test-bank-for-small-business-management-an-entrepreneurs-guidebook-8th-edition-by-mary-jane-byrd.shtml
This presentation, "The Morale Killers: 9 Ways Managers Unintentionally Demotivate Employees (and How to Fix It)," is a deep dive into the critical factors that can negatively impact employee morale and engagement. Based on extensive research and real-world experiences, this presentation reveals the nine most common mistakes managers make, often without even realizing it.
The presentation begins by highlighting the alarming statistic that 70% of employees report feeling disengaged at work, underscoring the urgency of addressing this issue. It then delves into each of the nine "morale killers," providing clear explanations and illustrative examples.
1. Ignoring Achievements: The presentation emphasizes the importance of recognizing and rewarding employees' efforts, tailored to their individual preferences.
2. Bad Hiring/Promotions & Broken Promises: It reveals the detrimental effects of poor hiring and promotion decisions, along with the erosion of trust that results from broken promises.
3. Treating Everyone Equally & Tolerating Poor Performance: This section stresses the need for fair treatment while acknowledging that employees have different needs. It also emphasizes the importance of addressing poor performance promptly.
4. Stifling Growth & Lack of Interest: The presentation highlights the importance of providing opportunities for learning and growth, as well as showing genuine care for employees' well-being.
5. Unclear Communication & Micromanaging: It exposes the frustration and resentment caused by vague expectations and excessive control, advocating for clear communication and employee empowerment.
The presentation then shifts its focus to the power of recognition and empowerment, highlighting how a culture of appreciation can fuel engagement and motivation. It provides actionable takeaways for managers, emphasizing the need to stop demotivating behaviors and start actively fostering a positive workplace culture.
The presentation concludes with a strong call to action, encouraging viewers to explore the accompanying blog post, "9 Proven Ways to Crush Employee Morale (and How to Avoid Them)," for a more in-depth analysis and practical solutions.
From Concept to reality : Implementing Lean Managements DMAIC Methodology for...Rokibul Hasan
The Ready-Made Garments (RMG) industry in Bangladesh is a cornerstone of the economy, but increasing costs and stagnant productivity pose significant challenges to profitability. This study explores the implementation of Lean Management in the Sampling Section of RMG factories to enhance productivity. Drawing from a comprehensive literature review, theoretical framework, and action research methodology, the study identifies key areas for improvement and proposes solutions.
Through the DMAIC approach (Define, Measure, Analyze, Improve, Control), the research identifies low productivity as the primary problem in the Sampling Section, with a PPH (Productivity per head) of only 4.0. Using Lean Management techniques such as 5S, Standardized work, PDCA/Kaizen, KANBAN, and Quick Changeover, the study addresses issues such as pre and post Quick Changeover (QCO) time, improper line balancing, and sudden plan changes.
The research employs regression analysis to test hypotheses, revealing a significant correlation between reducing QCO time and increasing productivity. With a regression equation of Y = -0.000501X + 6.72 and an R-squared value of 0.98, the study demonstrates a strong relationship between the independent variables (QCO downtime and improper line balancing downtime) and the dependent variable (productivity per head).
The findings suggest that by implementing Lean Management practices and addressing key productivity inhibitors, RMG factories can achieve substantial improvements in efficiency and profitability. The study provides valuable insights for practitioners, policymakers, and researchers seeking to enhance productivity in the RMG industry and similar manufacturing sectors.
m249-saw PMI To familiarize the soldier with the M249 Squad Automatic Weapon ...LinghuaKong2
M249 Saw marksman PMIThe Squad Automatic Weapon (SAW), or 5.56mm M249 is an individually portable, gas operated, magazine or disintegrating metallic link-belt fed, light machine gun with fixed headspace and quick change barrel feature. The M249 engages point targets out to 800 meters, firing the improved NATO standard 5.56mm cartridge.The SAW forms the basis of firepower for the fire team. The gunner has the option of using 30-round M16 magazines or linked ammunition from pre-loaded 200-round plastic magazines. The gunner's basic load is 600 rounds of linked ammunition.The SAW was developed through an initially Army-led research and development effort and eventually a Joint NDO program in the late 1970s/early 1980s to restore sustained and accurate automatic weapons fire to the fire team and squad. When actually fielded in the mid-1980s, the SAW was issued as a one-for-one replacement for the designated "automatic rifle" (M16A1) in the Fire Team. In this regard, the SAW filled the void created by the retirement of the Browning Automatic Rifle (BAR) during the 1950s because interim automatic weapons (e.g. M-14E2/M16A1) had failed as viable "base of fire" weapons.
Early in the SAW's fielding, the Army identified the need for a Product Improvement Program (PIP) to enhance the weapon. This effort resulted in a "PIP kit" which modifies the barrel, handguard, stock, pistol grip, buffer, and sights.
The M249 machine gun is an ideal complementary weapon system for the infantry squad platoon. It is light enough to be carried and operated by one man, and can be fired from the hip in an assault, even when loaded with a 200-round ammunition box. The barrel change facility ensures that it can continue to fire for long periods. The US Army has conducted strenuous trials on the M249 MG, showing that this weapon has a reliability factor that is well above that of most other small arms weapon systems. Today, the US Army and Marine Corps utilize the license-produced M249 SAW.
3. Atlassian Values
They guide what we do, why we create, and who we hire.
Open company,
no bullshit
Build with heart
& balance
Be the change
you seek
Play,
as a team
Don’t #@!%
the customer
16. EFFICIENCY EFFECTIVENESS
Provide plays & guardrails
Crowdsourced & shared laterally
Embrace variability where valuable
Freedom for rhythm & cadence
Focus on outcomes
Empowerment
Decision-making at the coalface
Small, nimble teams with high agility
Autonomy
cross functional teams
Manage energy
Create process & standardization
Written centrally & mandated
Eliminate variability
Engineered for predictability
Focus and measure outputs
Command & control
Centralized decision-making
Large monolith teams
Hierarchy
Strong functions & departments
Manage time