Your Job Is Not Your Job - Fred Kofman at ConnectIn Dubai 2015

•

4 likes•6,328 views

What is your job? Fred Kofman reveals the science behind how to win as a team at ConnectIn Dubai 2015 Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015

Fred Kofman
VP of Executive Development
LinkedIn

“Connect the world’s
professionals to make them
more productive and
successful.”
LINKEDIN’S MISSION

DOING YOUR JOB
MAY BE HAZARDOUS
TO YOUR CAREER!

Team Goal
DEFENSE
PREVENT
OFFENSE
SCORE
5 - 4
0 - 1
1 - 0
4 - 5
Score > Opponent

Company Goal
OPERATIONS
SAVE
SALES
SELL
5 - 3
3 - 2
3 - 1
5 - 4
Revenues > Costs

Global Incentives
STRENGTH WEAKNESS
ONE TEAM FREE RIDERS
Alignment Complexity
Corporation Moral Hazard
Risk Pooling Adverse Selection

Local Incentives
STRENGTH WEAKNESS
Excellence Silo Mentality
Focus Myopia
Accountability Sub-optimization
Favorable Selection Risk Bearing

,,
,,
The economic problem of (an organization) is rapid adaptation to
changes in its particular circumstances. Then, the ultimate decisions
must be left to the people who are familiar with these circumstances,
who know directly of the relevant changes and of the resources
available to meet them. This problem cannot be solved by first
communicating all this knowledge to a central board which then
issues its orders. But the "man on the spot" cannot decide solely on
the basis of his limited but intimate knowledge of his immediate
surroundings. There still remains the problem of communicating to
him such further information as he needs to fit his decisions into the
whole pattern of changes of the larger (organizational) system.

Accomplish the
mission with
efficiency and
integrity

Your Job Is Not Your Job - Fred Kofman at ConnectIn Dubai 2015

Petter Nylander, Global CEO, Universum Andy Taylor, Global Employer Branding Director, Schneider Electric Moderator: Laurence Bret - Stern, Sr. Marketing Director for EMEA and LATAM, LinkedIn In this session, Universum's CEO will share their most recent research on Employer Branding with Andy Taylor, Global Employer Branding Director at Schneider Electric and Laurence Bret, EMEA & LATAM Sr. Marketing Director at LinkedIn. Check out the best of Talent Connect: http://bit.ly/1MBqz6m

Goodbye Functional Leadership...Hello Business Leadership

LinkedIn Talent Solutions

Lindsay Browning, Talent Acquisition Leader, EMEA, LinkedIn Jean Martin, Executive Director and Talent Solutions Architect, CEB As time goes on, we have seen that leadership skills and attitudes of today are constantly evolving. As a recruiter, what skills do you want to see in your leadership team to inspire you, and as a leader, what kind of skills and attitudes do you see imperative in order to succeed and inspire your organisation? Join this interactive session with Lindsay Browning, Head of Talent Acquisition at LinkedIn, where we want to hear from you what skills and attitudes you think are required for the future. We will also be joined by Jean Martin, Executive Director and Talent Solutions Architect, from CEB who will share some interesting recent insights on the skill trends that they’re seeing in the industry and how you can ensure you’re on the correct path to success.

The New Age of Sourcing Through Digital -- ConnectIn Dubai 2015

LinkedIn Talent Solutions

RB shares their approach to digital sourcing and how they moved from a reactive to a proactive approach to recruiting. Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015

Keynote at ConnectIn Dubai: LinkedIn’s Economic Graph and Growth in MENA

LinkedIn Talent Solutions

In this keynote presentation, LinkedIn explains its vision and milestones in MENA since 2012. Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015

CORE CONCEPTS: CEO COMPENSATION A Guide to Understanding Concepts of Corporat...

Stanford GSB Corporate Governance Research Initiative

Hiring at Scale

LinkedIn Europe

Webcast Series South Africa - "Amplify your 2016 Strategy: Key South Africa T...

LinkedIn Europe

"Amplify your 2016 Strategy: Key South Africa Trends you need to know!" Our upcoming webcast "Amplify your 2016 Strategy: Key South Africa Trends you need to know!", will be led by led by LinkedIn's African market specialists Julien Manguette and Matthew Gray. In this free webcast we will discuss recruiting trends around the world, but also what’s specifically trending in South Africa. Influence business decisions at your organization with the latest research from LinkedIn, which uncovers the talent industry’s top priorities, challenges and opportunities ahead. These trends and the strategy tips will give you the edge in 2016!

Your marketers and sales people think and work entirely differently than they did 10 years ago. Has your approach to hiring also changed? Your competitors are no longer content to rely on active job seekers. Companies are now able to build their brand online, engage top talent and recruit the most talented people. In this presentation, we discuss: - How to build your brand online - How to engage your audience - How to recruit top talent

LinkedIn Jaguar Case Study

LinkedIn Europe

Jaguar South Africa wanted to modernize its brand and appeal to more professional and business buyers. It created a Company Page on LinkedIn to engage this target audience and position its cars as competitors to German brands. Nearly a year later, the page has over 12,500 followers providing insights into customers. It allows Jaguar to showcase its reinvented brand and vehicles to potential buyers on the leading professional network.

Reinventing Recruiting in the New Work Environment

LinkedIn Europe

The document outlines LinkedIn's vision for reinventing its talent acquisition model through a talent advisor model. It discusses key aspects of the new model including making talent a top priority, providing transparency, implementing a defined career framework with global calibration, and coaching and developing employees for performance and navigation. It also references using data and insights to understand how the new talent acquisition model can be scaled efficiently and effectively.

5 essential steps to a social talent brand featuring sky

LinkedIn Europe

LinkedIn Talent Connect Europe 2012: Passive Candidate Recruiting Success wit...

LinkedIn Europe

79% of today’s working professional’s are not actively looking for a job but they may be the perfect candidate for your open position, so how do you find, engage with and secure them into your organisation? At Talent Connect Europe 2012 we heard from Rachel Riddington of Betfair & James Dowling of Centrica (who achieved some of the highest InMail response rates last year) on how they successfully worked with their internal stakeholders to put passive candidates at the hear of their recruiting strategy, truly partnered with hiring managers, adapted their communication style and much more to secure the best talent out there.

Disrupt Everything: How to Use Data, Analytics, and Culture to Disrupt Where,...

LinkedIn Talent Solutions

Employer Brand Week Universum Webinar

LinkedIn Europe

This webinar discussed employer branding strategies and trends based on a global benchmark survey. It found that most leading employers now have clear employer value propositions that position them across core territories like purpose, innovation and career development. While these employers deploy consistent visual identities, they also recognize the need for localized content and targeted campaigns. Most leading organizations have dedicated teams to develop social media content well in advance, and are making progress in integrating employer brand metrics across the employee lifecycle, though full experience management and data-driven decision making are still works in progress for many.

Employer Branding with LinkedIn

LinkedIn Europe

Making Brand the Yin to Strategy’s Yang | Webcast

LinkedIn Talent Solutions

Win Over Rock Star Talent On a Nonprofit Budget

LinkedIn Talent Solutions

Disrupt Everything: How to Use Data, Analytics, and Culture to Disrupt Where,...

LinkedIn Talent Solutions

Winning the war for talent: A creative approach to employer branding in the t...

LinkedIn Talent Solutions

Przemek Berendt, Luxoft In a world where every software developer has multiple offers on the table at any given time, attracting and retaining top tech talent is especially critical. Since launching its B2E (business to employee) marketing program 5 years ago, Luxoft has grown its worldwide software engineering capacity from 3, 000 employees to just over 11, 000. A major key to this success has been the company’s approach to building a strong employer brand, communicating it creatively to a very challenging target group, continuously pushing innovation, and leveraging technology to automate the candidate journey. In this session, we will explore how an emerging market player stepped into the global talent league by leveraging programmatic advertising, marketing automation, social media (particularly LinkedIn) and a variety of other tools to fully digitize the candidate journey. Check out the best of Talent Connect: http://bit.ly/2e5ojNe

Shaping Your 2021 Talent Strategy: North America Event

LinkedIn Talent Solutions

How to generate leads and build brand using LinkedIn Sponsored Updates

LinkedIn Europe

Do You Struggle With Employee Recognition?

Elodie A.

Recognizing employees is one of the most overlooked facets of managements that even great leaders sometimes forget about. Without a good employee recognition strategy, people will feel unappreciated and build up stress. In fact, the number 1 reason why most Americans leave their jobs is that they don’t feel appreciated . The last thing you want is to have high employee turnover because of poor employee recognition. Read Our Guide to Learn More: https://www.officevibe.com/employee-engagement-solution/employee-recognition?utm_source=slideshare&utm_medium=social&utm_campaign=employee-recognition&utm_content=recognition-hubpage

LinkedIn Talent Connect Europe 2012: Moving to a Direct Sourcing Model by Del...

LinkedIn Europe

LinkedIn Day Jeddah, October 2014

LinkedIn Europe

LinkedIn Talent Pool Report EMEA

LinkedIn Europe

LinkedIn Ad Week Workshop

LinkedIn Europe

This document discusses how LinkedIn has evolved into a rich professional platform and summarizes strategies that brands can use to achieve success on LinkedIn. It notes that LinkedIn users have different mindsets for personal versus professional networks, with professional networks focused more on gaining knowledge and career success. The document provides examples of how brands like HP, Mercedes, and Citi have driven large follower increases and engaged key audiences through high-quality content on LinkedIn. It emphasizes recognizing the separation between personal and professional networking and aligning brand messages with the aspirational mindset of professional network users.

The Age of Socially Engaged Leadership -- Breakout Session at Talent Connect ...

LinkedIn Talent Solutions

The age of socially engaged leadership. Nayomi Alexander, Senior Customer Success Consultant, LinkedIn. Daniel Sanders, Solutions Consultant, Talent Branding (APAC), LinkedIn Today's high performing leaders are embracing social media to develop connections and build deeper engagement with their customers, employees and peers. Replete with examples of ‘social executives’, you will hear about fundamental changes in the ways that businesses interact with individuals in the social era to unlock organisational benefits. You’ll learn how to educate your executive leadership on all things social, further engaging them in building out their professional brands on LinkedIn, and in turn fueling your organisation’s overall success in attracting and engaging talent. Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN

Finding the Best and Brightest Students to Build Your Company | Talent Connec...

LinkedIn Talent Solutions

What's hot

The Talent Measurement Effect

CEB, now Gartner

Build Engage Recruit - How to Build your Talent Brand

LinkedIn Europe

LinkedIn Jaguar Case Study

LinkedIn Europe

Reinventing Recruiting in the New Work Environment

LinkedIn Europe

5 essential steps to a social talent brand featuring sky

LinkedIn Europe

LinkedIn Talent Connect Europe 2012: Passive Candidate Recruiting Success wit...

LinkedIn Europe

Disrupt Everything: How to Use Data, Analytics, and Culture to Disrupt Where,...

LinkedIn Talent Solutions

Employer Brand Week Universum Webinar

LinkedIn Europe

Employer Branding with LinkedIn

LinkedIn Europe

Making Brand the Yin to Strategy’s Yang | Webcast

LinkedIn Talent Solutions

Win Over Rock Star Talent On a Nonprofit Budget

LinkedIn Talent Solutions

Disrupt Everything: How to Use Data, Analytics, and Culture to Disrupt Where,...

LinkedIn Talent Solutions

Winning the war for talent: A creative approach to employer branding in the t...

LinkedIn Talent Solutions

Shaping Your 2021 Talent Strategy: North America Event

LinkedIn Talent Solutions

How to generate leads and build brand using LinkedIn Sponsored Updates

LinkedIn Europe

Do You Struggle With Employee Recognition?

Elodie A.

LinkedIn Talent Connect Europe 2012: Moving to a Direct Sourcing Model by Del...

LinkedIn Europe

LinkedIn Day Jeddah, October 2014

LinkedIn Europe

LinkedIn Talent Pool Report EMEA

LinkedIn Europe

LinkedIn Ad Week Workshop

LinkedIn Europe

What's hot (20)

The Talent Measurement Effect

Build Engage Recruit - How to Build your Talent Brand

LinkedIn Jaguar Case Study

Reinventing Recruiting in the New Work Environment

5 essential steps to a social talent brand featuring sky

LinkedIn Talent Connect Europe 2012: Passive Candidate Recruiting Success wit...

Disrupt Everything: How to Use Data, Analytics, and Culture to Disrupt Where,...

Employer Brand Week Universum Webinar

Employer Branding with LinkedIn

Making Brand the Yin to Strategy’s Yang | Webcast

Win Over Rock Star Talent On a Nonprofit Budget

Disrupt Everything: How to Use Data, Analytics, and Culture to Disrupt Where,...

Winning the war for talent: A creative approach to employer branding in the t...

Shaping Your 2021 Talent Strategy: North America Event

How to generate leads and build brand using LinkedIn Sponsored Updates

Do You Struggle With Employee Recognition?

LinkedIn Talent Connect Europe 2012: Moving to a Direct Sourcing Model by Del...

LinkedIn Day Jeddah, October 2014

LinkedIn Talent Pool Report EMEA

LinkedIn Ad Week Workshop

Viewers also liked

The Age of Socially Engaged Leadership -- Breakout Session at Talent Connect ...

LinkedIn Talent Solutions

Finding the Best and Brightest Students to Build Your Company | Talent Connec...

LinkedIn Talent Solutions

Finders Keepers: How to Target the Best Candidates Before Your Competition Do...

LinkedIn Talent Solutions

Big Idea: The Power of Employee Advocacy

LinkedIn Talent Solutions

Best practices on LinkedIn for Small and Medium Size Businesses in MENA -- Co...

LinkedIn Talent Solutions

Action Impact and DMG events share their top tips on LinkedIn from branding to sourcing. Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015

A Manifesto for Re-Thinking Student Recruitment | Talent Connect San Francisc...

LinkedIn Talent Solutions

Video interviewing is not what you think it is | Talent Connect Anaheim

LinkedIn Talent Solutions

The document discusses the author's experience with video interviews for job applications. In 49 applications, 22 went unacknowledged and impersonal responses were received up to 6 months later. The author believes they are well-suited for video interviews since they have a vibrant personality that cannot be conveyed through resumes or cover letters. The document questions how employers can truly know candidates without video.

Winning Talent on Mobile | Talent Connect Vegas 2013

LinkedIn Talent Solutions

Candidates are spending more time looking for jobs on their mobile devices, but most employers aren’t capitalizing on this trend. In this presentation, LinkedIn's Vaibhav Goel and Sachit Kamat show you how the mobile environment impacts job postings and what you need to be successful with mobile job seekers. Subscribe to our blog: http://linkd.in/18yp4Cg Follow our LinkedIn company page: http://linkd.in/1f39JyH Tweet with us: http://bit.ly/HireOnLinkedIn

University Recruiting: Make Your Company Stand Out | Webcast

LinkedIn Talent Solutions

There are 30,000,000+ students and new grads on LinkedIn. Click through to learn what this fast growing talent pool is doing on LinkedIn, how you can boost student recruiting efforts, and how Rosetta has successfully streamlined university recruiting with LinkedIn CheckIn. Learn more about CheckIn: http://linkd.in/GO2YCm Read more on the LinkedIn Talent Blog: http://linkd.in/1bHIl6A Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT Tweet with us: http://bit.ly/HireOnLinkedIn

Empowering non-HR leaders to hire talent | Talent Connect 2016

LinkedIn Talent Solutions

EF is a global education company that provides language learning solutions, educational travel programs, and schools in over 50 countries. It has over 43,000 staff and serves over 2,500 corporate clients. EF focuses on entrepreneurial spirit and strong corporate culture. It emphasizes core values and personality over resumes in hiring. With over 8,000 hiring managers worldwide, EF provides intuitive online tools to empower decentralized recruitment.

Big Idea: Leadership in the Social Era

LinkedIn Talent Solutions

How Atlassian transformed its candidate experience to out-care the competitio...

LinkedIn Talent Solutions

Kristen Clemmer, Atlassian Caitriona Staunton, Atlassian Atlassian sweats the details to provide a delightful candidate experience filled with personal touches and surprises turning candidates into raving brand advocates. In this session, Atlassian's Global Recruiting Leads share ideas and examples around three areas:Create High Touch Experiences, Go Beyond the Individual and Embed your values everywhere. 3 questions to think about when you're planning your own candidate experience: -Are you creating high touch experiences that make the candidate feel special? -Does your candidate experience go beyond the individual to others impacted by a job decision? -And what stages of your own candidate experience can be enhanced by embedding your company values? Catch the best of Talent Connect: http://bit.ly/2e5ojNe

Talent Drivers: Unlocking the Secrets of your Employer Brand | Webcast

LinkedIn Talent Solutions

This document discusses how companies can use survey data from LinkedIn's Talent Drivers survey to build a strong talent brand. The Talent Drivers survey asks professionals what attributes are important in a job and how companies perform on those attributes. Companies can see how professionals rate them compared to peers. Stryker uses its Talent Drivers data to target social media campaigns, improving its talent brand index and engagement over time. The document provides examples of how Stryker has increased reach, engagement, and response rates through leveraging LinkedIn tools and Talent Drivers data.

From bicycle to Harley: Turbocharging the power of employee networks | Talent...

LinkedIn Talent Solutions

Shannon Marquardson, LinkedIn Harpaul Sambhi, LinkedIn The value of employee networks is clear: employee referrals are the #1 source of hire for many companies. But how can you unlock your employees’ networks in an even more efficient and effective way? In this session, we’ll show you how LinkedIn Referrals can help you reach your strategic talent acquisition goals such as diversity hiring and executive recruiting, while at the same time addressing some of the most significant pain points often associated with managing a referral program. Key highlights: -Leverage employee networks to drive diversity hiring. -Unlock your executives’ networks for your recruiters to reach warm leads within hard to find talent pools. -Learn how to eliminate manual processes in managing a referrals program. Catch the best of Talent Connect: http://bit.ly/2e5ojNe

Viewers also liked (14)

The Age of Socially Engaged Leadership -- Breakout Session at Talent Connect ...

Finding the Best and Brightest Students to Build Your Company | Talent Connec...

Finders Keepers: How to Target the Best Candidates Before Your Competition Do...

Big Idea: The Power of Employee Advocacy

Best practices on LinkedIn for Small and Medium Size Businesses in MENA -- Co...

A Manifesto for Re-Thinking Student Recruitment | Talent Connect San Francisc...

Video interviewing is not what you think it is | Talent Connect Anaheim

Winning Talent on Mobile | Talent Connect Vegas 2013

University Recruiting: Make Your Company Stand Out | Webcast

Empowering non-HR leaders to hire talent | Talent Connect 2016

Big Idea: Leadership in the Social Era

How Atlassian transformed its candidate experience to out-care the competitio...

Talent Drivers: Unlocking the Secrets of your Employer Brand | Webcast

From bicycle to Harley: Turbocharging the power of employee networks | Talent...

Similar to Your Job Is Not Your Job - Fred Kofman at ConnectIn Dubai 2015

Integrated Security & Risk Management: Benchmarking

Resolver Inc.

As organizations shift towards an integrated approach to risk and incident management, leaders want to guide their teams in the right direction with confidence; this can be a challenge when you’re breaking new ground. Benchmarking is a great way to gain insight into what leading performers and competitors are doing, and see how your organization stacks up. Join us for an interactive session where you, the audience, will vote on the benchmark results and topics that are important to you, guiding the path of the presentation.

Colorado Human Resources Association keynote_Decider Advantage Linked In

NickTasler

The document discusses the importance of leadership and developing leaders quickly. It states that organizations that develop top talent faster will thrive, while others will struggle. It also discusses the need for HR to take on a leadership role in developing talent. Finally, it introduces the concept of "deciders" - people who can make better decisions faster and tend to be more successful, satisfied, and resilient in their careers. It suggests organizations should focus on acquiring, training, and rewarding decider-type talent.

Developing Leaders of Growth: 5 Leadership Success Factors for Fast Growth

Denise Corcoran

* Has your company hit a wall in growth, profits or performance? * Is your company suffering from costly stress or burnout? * As your company scales, are your leaders demands changing at a pace they can't handle? Download "Developing Leaders of Growth" presentation as your roadmap for growth success. It provides the 5 leadership success factors that every company needs to drive double and triple digit growth.

CHRA Decider Advantage Linked In

NickTasler

The document discusses the importance of leadership and developing decisive leaders. It notes that organizations that develop top talent and leaders faster will thrive, while others will struggle. It also discusses the personality traits and processes that help create "deciders" - individuals who can make better and faster decisions. The document advocates that organizations assess how they support or inhibit decisive behavior, and train leaders in applying a three-step "decider process" to drive innovation and results.

A Humanistic Approach in Leadership and Management

Mahendra Perera

Six Shifts to Turbo Charge Your Leadership and Gain Accelerated Results - Part 1

Debora McLaughlin

Transition From Entrepreneurial Management to Professional Management

Levenfeld Pearlstein, LLC

Chief Information Security Officer - A Critical Leadership Role

Brian Donovan

Ninety-four percent of CxOs in a recent IBM Survey believe it is probable their companies will experience a significant cyber security incident in the next two years. It is not a matter of ‘if’ it will happen, but when. Businesses are therefore focused on developing effective strategies and governance frameworks to mitigate the risk and reduce the damage of the inevitable cyber security breaches they face. However, to be effective those strategies and governance frameworks need to be supported and executed through great leadership by Chief Information Security Officers and their senior teams. Our just released white paper highlights three key leadership challenges faced by Chief Information Security Officers.

LIFT Business Growth Report 2014: Part 1

Michael Linder

Many small and medium sized enterprises [SME] owners already know what needs to be done to grow their business but lack the time and/or resources to bring about the necessary changes. Others may simply be reluctant or restrained by tradition to make a shift. Change is difficult. This series attempts to help answer the question, "How will owners [like me] make the necessary changes to aggressively grow their business in 2014 — and beyond?”

Social media program development success 3 steps

i-SCOOP

The document provides guidance on developing and selling a social media program within a business, emphasizing identifying opportunities across business functions like sales, customer support, and public relations; addressing objections by understanding organizational fears around control, costs, and capabilities; and implementing the program in three steps of developing strategy, operational deployment, and ongoing management and execution.

December COO Forum_21st Century Leader

KCChapterCOOForum

1. The document discusses defining and developing critical success competencies for leadership in the 21st century. It provides an overview of research showing leadership impacts organizational performance and discusses common leadership derailers. 2. It describes assessing leadership competencies across four domains and measuring current and future job performance across five categories. Best practices include using data to define leadership and track talent management program success. 3. Assessments can predict future job performance and be used for development, improvement, and comparison to help organizations define, develop, and measure critical leadership competencies.

Succession Planning

Ashok Prabhakar

The document provides an overview of a webinar from CLC Human Resources on best practices for high-impact succession management, including frameworks for assessing vacancy risk, readiness risk, transition risk, and portfolio risk. It summarizes CLC's research on managing the four succession risks and translating them into strategic imperatives to safeguard critical capabilities, accelerate development, overcome executive derailment, and maximize talent leverage. The webinar outlines CLC's approach to moving from traditional succession planning to strategic executive talent management.

Principles of Management

gmtrinidad

The document discusses several key aspects of management. It emphasizes that management involves working with and through others to achieve organizational objectives in a changing environment. Effective management requires balancing effectiveness in achieving goals with efficiency in the use of limited resources. Managers must adapt to changes in the environment and anticipate new challenges. Strong interpersonal skills are important for managers to motivate employees and build cohesive teams. Formal education and practical experience are both valuable for developing management abilities.

Crisis Ready: Build an Invincible Brand Slide Deck

Stukent Inc.

This document discusses how to build an organization that is ready to effectively respond to crises. It outlines three key steps: 1) Define the difference between an issue and a crisis based on the level of impact and disruption. Crises threaten long-term negative impacts to stakeholders, environment, operations, reputation or finances. 2) Consider potential worst-case scenarios an organization may face, such as cyber attacks, misconduct, accidents, disasters or regulatory incidents. 3) Take a 360 degree view by understanding stakeholders' expectations and how to meet them in real-time in order to build trust in the brand and minimize negative impacts. The overall goal is to make an organization "crisis ready" so

KnowlShelf Biz Case Article v FINAL

Paul Pelletier LL.B. PMP

Workplace bullying negatively impacts business profits and productivity. It costs businesses billions annually due to decreased work effort, quality and commitment from targets, increased sick leave and turnover, high legal and HR costs, and reputational damage. Eliminating bullying improves team productivity, performance and morale while reducing costs. The opportunity cost of failing to address bullying outweighs any temporary benefits a bully may provide.

Design Solution

Future Match HR Consultancy

This document discusses how organizations can successfully implement transformations during the COVID-19 pandemic. It notes that organizations are adjusting, adapting, and finding new ways to do business virtually. Successful transformations require assessing organizational and employee readiness for change and relying on people to implement changes. The document outlines a 5-step process for senior leaders to gain strategy alignment and build a talent strategy to match by identifying strategic priorities, assessing alignment, mapping employees, and executing strategy with confidence.

Crisis and Reputation Management Strategies

Ademola Akinbola

2007 CPM West Keynote Presentation

sirjem

So, you have a continuity plan and perhaps even think you have resiliency covered? Think again! About more than just theoretical “best practices”, the deck was originally presented as a key note for CPM West 2007. It covers the semenal role of strategic vision and the vital importance of executives’ risk exposure perspective. Practicioners’ and senior executives’ eyes alike are opened to the realities of what it takes to be truly prepared and capable of responding in an all-hazards approach as an integral part of enterprise-wide risk management (ERM). This presentation looks at pragmatic cures for the “hardening of the attitudes” disease prevalent in too many boardrooms that results in the 10 most common mistakes corporate and governmental entities at all levels face when attempting to plan and implement viable resiliency programs.

NO ONE LEFT BEHIND: DRIVING PERFORMANCE WITHIN A DESKLESS WORKFORCE

Human Capital Media

Retail associates. Forklift drivers. Food service employees. Plant workers. These deskless workers have one thing in common: They’ve all been underserved by L&D. Yet, these are the employees who are at the greatest risk for workplace injury, interact directly with your customers, own the manufacturing and distribution of your products and, ultimately, have the power to make or break your business—one decision at a time. Traditional approaches to learning and antiquated technology, combined with the complicated working conditions, have perpetuated the idea that it’s just too difficult and expensive to support these employees. But that’s no longer the case. This webinar will: Discuss the day-to-day performance reality of the deskless worker Examine the modern learning principles and tactics necessary to support deskless workers Review case studies that demonstrate how some of the world's largest and most successful companies are enabling their deskless workers

n13-Business-Acumen-v1.0.pdfn13-Business-Acumen-v1.0.pdf

Ermiyas33

Similar to Your Job Is Not Your Job - Fred Kofman at ConnectIn Dubai 2015 (20)

Integrated Security & Risk Management: Benchmarking

Colorado Human Resources Association keynote_Decider Advantage Linked In

Developing Leaders of Growth: 5 Leadership Success Factors for Fast Growth

CHRA Decider Advantage Linked In

A Humanistic Approach in Leadership and Management

Six Shifts to Turbo Charge Your Leadership and Gain Accelerated Results - Part 1

Transition From Entrepreneurial Management to Professional Management

Chief Information Security Officer - A Critical Leadership Role

LIFT Business Growth Report 2014: Part 1

Social media program development success 3 steps

December COO Forum_21st Century Leader

Succession Planning

Principles of Management

Crisis Ready: Build an Invincible Brand Slide Deck

KnowlShelf Biz Case Article v FINAL

Design Solution

Crisis and Reputation Management Strategies

2007 CPM West Keynote Presentation

NO ONE LEFT BEHIND: DRIVING PERFORMANCE WITHIN A DESKLESS WORKFORCE

n13-Business-Acumen-v1.0.pdfn13-Business-Acumen-v1.0.pdf

Webinar - How to Craft a Winning Compensation Strategy

哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样

Your Job Is Not Your Job - Fred Kofman at ConnectIn Dubai 2015

1. Fred Kofman VP of Executive Development LinkedIn

3. WHAT IS YOUR JOB?

4. YOUR JOB IS NOT YOUR JOB

10.

11.

12.

13.

14.

15.

16.

17.

18.

19. “Connect the world’s professionals to make them more productive and successful.” LINKEDIN’S MISSION

20. WHAT WAS YOUR JOB AGAIN?

21. DOING YOUR JOB MAY BE HAZARDOUS TO YOUR CAREER!

22. System Sub-systems

23.

24.

25. Team Goal DEFENSE PREVENT OFFENSE SCORE 5 - 4 0 - 1 1 - 0 4 - 5 Score > Opponent

26. Company Goal OPERATIONS SAVE SALES SELL 5 - 3 3 - 2 3 - 1 5 - 4 Revenues > Costs

27.

28. Global Incentives STRENGTH WEAKNESS ONE TEAM FREE RIDERS Alignment Complexity Corporation Moral Hazard Risk Pooling Adverse Selection

29. Local Incentives STRENGTH WEAKNESS Excellence Silo Mentality Focus Myopia Accountability Sub-optimization Favorable Selection Risk Bearing

30. ,, ,, The economic problem of (an organization) is rapid adaptation to changes in its particular circumstances. Then, the ultimate decisions must be left to the people who are familiar with these circumstances, who know directly of the relevant changes and of the resources available to meet them. This problem cannot be solved by first communicating all this knowledge to a central board which then issues its orders. But the "man on the spot" cannot decide solely on the basis of his limited but intimate knowledge of his immediate surroundings. There still remains the problem of communicating to him such further information as he needs to fit his decisions into the whole pattern of changes of the larger (organizational) system.

31. 10% Compliance 90% Commitment

32. Accomplish the mission with efficiency and integrity

Your Job Is Not Your Job - Fred Kofman at ConnectIn Dubai 2015

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Viewers also liked

Viewers also liked (14)

Similar to Your Job Is Not Your Job - Fred Kofman at ConnectIn Dubai 2015

Similar to Your Job Is Not Your Job - Fred Kofman at ConnectIn Dubai 2015 (20)

More from LinkedIn Talent Solutions

More from LinkedIn Talent Solutions (20)

Recently uploaded

Recently uploaded (8)

Your Job Is Not Your Job - Fred Kofman at ConnectIn Dubai 2015