As a leader, you are responsible for continually improving your organization and team. Learn the step-by-step method for gaining buy-in in your next change effort, including how to reduce resistance and integrate the change into daily work life.
What's next? Moving at the Speed of Change – GALA Conference 2013Stefan Gentz
Presentation delivered at GALA Conference 2013, Miami Beach
The language business is fundamentally changing before our eyes. We keep adapting, and yet – five years from now, ten years, and beyond, the sector will continue to face new technological, demographic, and economic challenges. Although constant change is nothing new, the highly accelerated pace at which the landscape is changing requires that localization companies and teams leaders either proactively manage that change, or accept that change will happen to them. This session will discuss why every company needs professional change management as an integral part of business management. It will demonstrate how change management can fit into a management framework and why it's important not to misunderstand Change Management as Crisis Management.
Community Engineering: How to Build an Economy of ParticipationMadelynn Martiniere
Learn how to build an open, scalable system to leverage the wisdom of the crowd to build products that are better than closed competitors. Previously presented at Highway1.
Quick Tips: Tackling systemic challenges in sustainabilityNet Impact
Many of the sustainability challenges facing the world today can't be solved by just one company. These issues require true collaborative action, focused on creating real value for system participants. But how do you approach such broad challenges? Check out some of our favorite tips--based on our conversation with Blu Skye's Glen Low--for tackling systemic challenges in sustainability.
Conversational Leadership recognizes the extraordinary but underutilized power of face-to-face conversation and takes a conversational approach to the way in which we live and work together.
Webinar Overview:
We abide in a hyper-connected, complex world. Our old command and control, hierarchical ways are no longer effective. Conversational Leadership is a powerful response. We need to discover innovative ways in which to interact and work with each other.
Webinar Objectives:
The webinar will look at the principles which underpin Conversational Leadership:
Take responsibility, lead & develop self-agency
Embrace complexity & make sense of the world
Engage in conversation
Targeted Audience:
The webinar is for anyone interested in becoming a conversational leader.
A few slides summing up the purposes and the characteristics of Liberating Structures.
Talk was given by Romain Vailleux at the LAST Conference in Adelaide 2019.
What's next? Moving at the Speed of Change – GALA Conference 2013Stefan Gentz
Presentation delivered at GALA Conference 2013, Miami Beach
The language business is fundamentally changing before our eyes. We keep adapting, and yet – five years from now, ten years, and beyond, the sector will continue to face new technological, demographic, and economic challenges. Although constant change is nothing new, the highly accelerated pace at which the landscape is changing requires that localization companies and teams leaders either proactively manage that change, or accept that change will happen to them. This session will discuss why every company needs professional change management as an integral part of business management. It will demonstrate how change management can fit into a management framework and why it's important not to misunderstand Change Management as Crisis Management.
Community Engineering: How to Build an Economy of ParticipationMadelynn Martiniere
Learn how to build an open, scalable system to leverage the wisdom of the crowd to build products that are better than closed competitors. Previously presented at Highway1.
Quick Tips: Tackling systemic challenges in sustainabilityNet Impact
Many of the sustainability challenges facing the world today can't be solved by just one company. These issues require true collaborative action, focused on creating real value for system participants. But how do you approach such broad challenges? Check out some of our favorite tips--based on our conversation with Blu Skye's Glen Low--for tackling systemic challenges in sustainability.
Conversational Leadership recognizes the extraordinary but underutilized power of face-to-face conversation and takes a conversational approach to the way in which we live and work together.
Webinar Overview:
We abide in a hyper-connected, complex world. Our old command and control, hierarchical ways are no longer effective. Conversational Leadership is a powerful response. We need to discover innovative ways in which to interact and work with each other.
Webinar Objectives:
The webinar will look at the principles which underpin Conversational Leadership:
Take responsibility, lead & develop self-agency
Embrace complexity & make sense of the world
Engage in conversation
Targeted Audience:
The webinar is for anyone interested in becoming a conversational leader.
A few slides summing up the purposes and the characteristics of Liberating Structures.
Talk was given by Romain Vailleux at the LAST Conference in Adelaide 2019.
2013 EARCOS #3 Shifting toxic culture to ownership cultureChris Jansen
Workshop #3 of 4 at the East Asian Regional Council of Overseas Schools Leadership Conference in Bangkok in November 2013 – over 1000 principals and leaders of international schools from throughout Asia.
WE HAVE AN ENERGY PROBLEM
1) Physical events cause people with like interests to congregate.
2) It's during this time that we get inspired by those around us – creating a unique ambiance
3) But then Daily Life creeps back in and we lost this feeling
I'm out to understand why and in turn be able to survive these energy spikes in life.
Developing professional learning communities through Appreciative InquiryChris Jansen
Appreciative Inquiry as a powerful tool for positive change in organisations, networks and communities - INTASE Leadership Conference Singapore April 2014
It's important to have a filter for making decisions so that you know what problem you are solving and how you will match the right decision to the outcome desired.
One-to-one's are one of the most effective tools in a manager's tool belt. They build relationships, check on progress, allow for celebration and for challenge, and resolve problems before they get bigger. A well-crafted question gets to the heart of your priorities and makes your direct reports think!
The Agile PMO - practical value driven change leadership in projects and portfolios
Conclusive research findings show that approximately %50 of PMOs are disbanded in two years. Yet, we repeat the same mistakes in our PMO implementations – wasting money, resources and most important – wasting time. In this presentation we focus on the value driven PMO as an integrator, enabler, differentiator, and change agent in business, development and the organization in general.
We analyze the essential model for PMO value enablement which answers:
• What is the strategic role of the value driven PMO in business;
• How to ensure effective streamlined delivery;
• How to effectively select and prioritize opportunities;
• How to manage resource allocation.
Key take away – a PMO must deliver value to the organization constantly. Value isn’t templates, tools and processes rather it is the ability to finish the right projects faster!
UK Spectrum Policy Forum - Prof Simon Saunders, Real Wireless Ltd - Long Term...techUK
UK Spectrum Policy Forum
Prof Simon Saunders, Director, Real Wireless Ltd
Long Term UHF Spectrum Policy
See more at: http://www.techuk.org/about/uk-spectrum-policy-forum
All Rights Reserved
UK Spectrum Policy Forum - Ross Macindoe, Airwave Solutions Ltd: Mission Crit...techUK
UK Spectrum Policy Forum
Ross Macindoe, Head of Future Networks, Airwave Solutions Ltd
Mission Critical Communications
See more at: http://www.techuk.org/about/uk-spectrum-policy-forum
All Rights Reserved
2013 EARCOS #3 Shifting toxic culture to ownership cultureChris Jansen
Workshop #3 of 4 at the East Asian Regional Council of Overseas Schools Leadership Conference in Bangkok in November 2013 – over 1000 principals and leaders of international schools from throughout Asia.
WE HAVE AN ENERGY PROBLEM
1) Physical events cause people with like interests to congregate.
2) It's during this time that we get inspired by those around us – creating a unique ambiance
3) But then Daily Life creeps back in and we lost this feeling
I'm out to understand why and in turn be able to survive these energy spikes in life.
Developing professional learning communities through Appreciative InquiryChris Jansen
Appreciative Inquiry as a powerful tool for positive change in organisations, networks and communities - INTASE Leadership Conference Singapore April 2014
It's important to have a filter for making decisions so that you know what problem you are solving and how you will match the right decision to the outcome desired.
One-to-one's are one of the most effective tools in a manager's tool belt. They build relationships, check on progress, allow for celebration and for challenge, and resolve problems before they get bigger. A well-crafted question gets to the heart of your priorities and makes your direct reports think!
The Agile PMO - practical value driven change leadership in projects and portfolios
Conclusive research findings show that approximately %50 of PMOs are disbanded in two years. Yet, we repeat the same mistakes in our PMO implementations – wasting money, resources and most important – wasting time. In this presentation we focus on the value driven PMO as an integrator, enabler, differentiator, and change agent in business, development and the organization in general.
We analyze the essential model for PMO value enablement which answers:
• What is the strategic role of the value driven PMO in business;
• How to ensure effective streamlined delivery;
• How to effectively select and prioritize opportunities;
• How to manage resource allocation.
Key take away – a PMO must deliver value to the organization constantly. Value isn’t templates, tools and processes rather it is the ability to finish the right projects faster!
UK Spectrum Policy Forum - Prof Simon Saunders, Real Wireless Ltd - Long Term...techUK
UK Spectrum Policy Forum
Prof Simon Saunders, Director, Real Wireless Ltd
Long Term UHF Spectrum Policy
See more at: http://www.techuk.org/about/uk-spectrum-policy-forum
All Rights Reserved
UK Spectrum Policy Forum - Ross Macindoe, Airwave Solutions Ltd: Mission Crit...techUK
UK Spectrum Policy Forum
Ross Macindoe, Head of Future Networks, Airwave Solutions Ltd
Mission Critical Communications
See more at: http://www.techuk.org/about/uk-spectrum-policy-forum
All Rights Reserved
Leadership and Management of Innovation (Eric James)Eric James
The leadership and management that supports and enables innovation can be a significant challenge. Being a truly effective leader involves a series of steps that are captured here in the INSPIRE framework. This involves working from the "inside out" (i.e., innovative leaders know that excellence starts with themselves), knowing the context, being able to effectively strategize, preparation, generating and integrating good ideas, re-examining the approach and executing plans effectively.
Understanding, Initiating and Managing Change by Catherine AdenleCatherine Adenle
Explore the framework for understanding, initiating and managing change. Change management in organizations can take place when new business processes, changes in organizational structure, change in systems, cultural changes within an enterprise etc., take place. Simply put, change management in organization addresses all aspects of change especially the people side of change management.All you need to know about Change Management is packaged within this presentation.
#changemanagement #managingchange
It is a given that organizational change affects people. It is people, not processes or technology, who embrace or not a situation and carry out or neglect corresponding actions. People will help build what they create.
.Change Management1We are often resist.docxhoney725342
.
Change Management
1
We are often resistant to change
https://www.youtube.com/watch?v=tIJNusYZXMA
2
Change in your organization—Getting started
4 Ps Group Exercise (15 min)
Decide on 1 major org change within the group
On flip chart paper create 4 columns
Project Name- what is the project?
Purpose- why are we changing?
Particulars- what are we changing?
People- who will be changing?
4Ps ContinuedProject NamePurposeParticularsPeople
Finally, consider:
What % of the Purpose is dependent on the People doing their jobs differently?
Change Models to Consider
Diffusion of Innovation and Attributes of Change Success (E. Rogers)
Adoption of change will vary among groups
Considerations for predicting success of the change
8 Steps for Leading Change (J. Kotter)
Moving forward and enacting the change
Roger’s Diffusion of Innovations
Roger’s Diffusion of Innovation
Dancing Man
Video
Roger’s Diffusion of Innovation
http://www.youtube.com/watch?v=fW8amMCVAJQ
8
5 Attributes that Determine the Success of the Change
Relative Advantage
Compatibility
Complexity
Trialability
Observability
Roger’s Diffusion of Innovation
Why do certain innovations spread more quickly than others?
Why do others fail? Diffusion scholars recognize five qualities that determine the success of an innovation.
Relative Advantage
The degree to which an innovation is perceived as being better than the idea it supersedes
“ How will this make my life easier/better?”
Roger’s Diffusion of Innovation
This is the degree to which an innovation is perceived as better than
the idea it supersedes by a particular group of users, measured in
terms that matter to those users, like economic advantage, social
prestige, convenience, or satisfaction. The greater the perceived
relative advantage of an innovation, the more rapid its rate of
adoption is likely to be.
Compatibility
The degree to which an innovation is perceived as consistent with the existing values, past experiences, & needs of potential adopters
“How well does it fit?”
Roger’s Diffusion of Innovation
This is the degree to which an innovation is perceived as being
consistent with the values, past experiences, and needs of potential
adopters. An idea that is incompatible with their values, norms or
practices will not be adopted as rapidly as an innovation that is
compatible.
Complexity
The degree to which an innovation is perceived as relatively difficult to understand and use
“If you can’t explain it, they won’t try it.”
Roger’s Diffusion of Innovation
This is the degree to which an innovation is perceived as difficult to
understand and use. New ideas that are simpler to understand are
adopted more rapidly than innovations that require the adopter to
develop new skills and understandings.
Trialability
The degree to which an innovation may be experimented with on a limited basis
“Can I try it out before I buy it?”
Roger’s Diffusion of Innov ...
One-to-ones are the best way for managers to connect with their direct reports--to build relationship, cast vision, and stay on the pulse of their work.
These top time management tips are guaranteed to help you get your priorities done every day if you apply them! From starting with your values/vision to dealing with interrupters, you will maximize every minute!
Maximizing and Modifying Your Personality StylePaul D. Casey
It is so important for a leader to be self-aware, in order to bring out his/her best every day. And it's also vital to know the personalities of the team around him/her so that he/she can respectfully communicate in a way that builds buy-in.
Jumpstart your Life, Career, and RelationshipsPaul D. Casey
It's so important to fully embrace your identity, and these exercises will nail that down. Email me at pcgrowingforward@gmail.com for the worksheets. Also, this will help you get clarity on your vision and how to avoid the inevitable obstacles that come your way.
No matter if you are at work or at home, you are tempted to react when tensions get high. This slide show has some nuggets for why it's important to view conflict as the search for truth, why we avoid conflict, and practical tips for conflict resolution skills.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
4. Discuss: What are the consequences
if your organization doesn’t change?
"If we don't change the way we're going, we're likely
to end up where we are headed." –Chinese Proverb
5. You Can Be a CHANGE AGENT
“Change is the law of life.
And those who look only to
the past or the present are
certain to miss the future.”
– John F. Kennedy
6. You Can Be a CHANGE AGENT
In most situations, change is
inevitable; so we can either
watch it occur, resist it, or
help guide and direct it—
you cannot avoid it.
7. 5 Traits Leaders Must Possess
To Be Successful Leading Change
1. Moral Purpose
2. Understanding change
3. Relationship-building
4. Knowledge creation and sharing
5. Coherence
(Leading in a Culture of
Change, Michael Fullan)
8. Essential Elements of Change
—and the Consequences of
Lacking Just One
Discuss: In the last change effort
you were a part of, use this chart to
evaluate what was present and
what was absent.
9. You Can Be a CHANGE AGENT
"The single factor common to
successful change is that
relationships improve.
If relationships improve,
(organizations)… get better.
If relationships remain the same
or get worse, ground is lost."
–Michael Fullan, The Change Leader
10. Soft-Skill Change Strategies
“(Followers)… are more likely to
accept change programs if the
(Leader)… is perceived as actively
supportive of the (Follower’s)…
role in implementing the change."
Robert Howsam
1.
12. Soft-Skill Change Strategies
"(Leaders)… who would effect
change had to be familiar with and
able to manipulate the power
structure within the community."
Ralph Kimbrough
3.
15. You Can Be a CHANGE AGENT
"Well over half of all change efforts
fail at the first, most crucial step:
gaining widespread cooperation.
People won't move out of their
comfort zones to make the
necessary changes unless there
is a sense of urgency."
–John Kotter, What Leaders Really Do
16. You Can Be a CHANGE AGENT
“To master change, your
paradigm must switch
from what you will lose to
what you will gain.”
17. You Can Be a CHANGE AGENT
Exercise: Draw a picture of where
you are now and where you want
your organization to be (in the
area you know must change)
in one year from now.
18. You Can Be a CHANGE AGENT
“People are like tea bags.
You don’t know what they
are inside until you put
them in hot water.”
–Ray Armstrong
19. You Can Be a CHANGE AGENT
“Leaders look at similarities;
followers look at differences.”
–John Maxwell
20. You Can Be a CHANGE AGENT
“Innovations…
were successfully
institutionalized when
they…were able to be
undertaken gradually.”
–Ronald Lippitt
21. Soft-Skill Change Strategies
"(Leaders)… must set an
atmosphere… that is conducive
to change and must provide
(the team)… with a range of
substantive supports.
–James McLeskey/Nancy Waldron
5.
23. You Can Be a CHANGE AGENT
“Planned
Abandonment”
24. Soft-Skill Change Strategies
“Nothing hurts when you
are winning.” –John Maxwell
6.
Discuss: What gets rewarded these
days in your organization, and why?
Any of those tied to a culture-change
attempt by leadership?
25. Soft-Skill Change Strategies
"Nothing will ever be attempted if
all possible objections must first
be overcome." – Samuel Johnson
7.
“At the gates of excellence stand 2
fearsome sentries: risk and learning.
The keys to entrance are faith and
courage.” – Robert Quinn
26. You Can Be a CHANGE AGENT
“Resistance to change is
natural; change is needed for
survival.”
Discuss: Why don’t people
want to change?
–John Gardner
27. 1. Leaders and other participants feel
that the project is their own—not one
devised by outsiders.
Resistance Will Be Less If:
(by Goodwin Watson)
2. The innovation clearly has wholehearted
support from the top leaders.
3. The participants see the change as
reducing rather than increasing their
present burdens.
28. 4. The project accords with values
already acknowledged by participants.
Resistance Will Be Less If:
(by Goodwin Watson)
5. The program offers the kind of new
experience which interests participants.
6. Participants feel their autonomy and
security is not threatened.
29. 4. The project accords with values
already acknowledged by participants.
Resistance Will Be Less If:
(by Goodwin Watson)
5. The program offers the kind of new
experience which interests participants.
6. Participants feel their autonomy and
security is not threatened.
30. Resistance Will Be Less If:
(by Goodwin Watson)
7. Participants have joined in diagnostic
efforts leading them to agree on what the
basic problem is and to feel its importance.
8. The project is adopted by consensual
group decision.
9. Proponents are able to empathize
with opponents; to recognize valid
objections; and to take steps to
relieve unnecessary fears.
31. Resistance Will Be Less If:
(by Goodwin Watson)
10. It is recognized that innovations are
likely to be misunderstood and
misinterpreted, and if provision is made for
feedback of perceptions of the project and
for further clarification of need.
11. Participants experience acceptance,
support, trust, and confidence in their
relations with one another.
32. Resistance Will Be Less If:
(by Goodwin Watson)
12. The project is kept open to revision
and reconsideration if experience indicates
that changes will be desirable.
33. “Design and institute a system which
will provide feedback on the extent to
which the proposed change is
accomplishing its objectives, and
diagnose those aspects of the program
or its implementation which need
improvement.”
8.
– Richard Gorton
34. Soft-Skill Change Strategies
Three motivators that don’t work:
Tell ‘em, Bribe ‘em, Force ‘em.
The only one that really works
is integration.
9.
Leaders take responsibility for the
storyline at their company.