Where large organizations make an effort to boost knowledge sharing, the solutions they fabricate can aggravate problems. Designing jobs for knowledge behaviors and recruiting people who are positive about sharing to start with will boost knowledge stocks and flows at low cost.
Learning organizations, ideal organizations, learning, Single loop learning, ...Vikas Tyagi
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This document summarizes the key discussions and findings from a workshop on leadership in higher education institutions. It outlines two common models of university management structures and examines the tensions between individualistic and distributed concepts of leadership in this context. Interview findings suggest leadership requires a combination of hierarchical and shared approaches. Effective leaders draw on both formal and informal social networks and must navigate competing social identities.
Adam examines the Future Trends of Leadership Development white paper from the Centre for Creative Leadership and presents his own thoughts on the future of the industry.
Professor Peter Hawkins discusses the need for collective leadership to rise to current challenges. He emphasizes that learning must equal or exceed the rate of environmental change for organizations to survive. Sustainable change requires aligning strategy, change, culture and leadership. High performing teams excel through clarifying their mission, co-creating solutions both internally and with stakeholders, and engaging in continuous learning. Building partnerships also demands a shared compelling vision of what groups can achieve together that they cannot apart.
Trends in leadership competencies for the 21st centuryRibhu Vashishtha
This document discusses trends in leadership competencies for the 21st century. It covers five major themes: a global leadership competency model, a leadership zone model, strategic leader competencies, four trends for the future of leadership development, and competencies required for a successful managerial career. Strategic leader competencies discussed include visioning, leading change, and interpersonal skills. Four trends for the future of leadership development highlighted are an increased focus on vertical development stages, transfer of greater developmental ownership to individuals, greater focus on collective rather than individual leadership, and greater focus on innovation in leadership development methods.
The document discusses the need for collaborative leadership to address increasing complexity in the modern world. It argues that hierarchical organizations limit information sharing and innovation, while a networked organization with shared vision and purpose could foster collective wisdom. The key skills of advocacy, inquiry, and reflection are presented as ways for leaders to develop collaboration and collective learning. When these skills are practiced, the quality of decisions and results improves.
The document discusses creativity in leadership and decision making. It defines leadership as providing direction and influence to create improvement, while management focuses on stability. It also discusses common fallacies unsuccessful leaders display and ingredients of successful educational leadership including intelligence, creativity, and wisdom. Creativity in decision making allows leaders to see the big picture, redefine problems as opportunities, and engage in double loop learning. The conclusion emphasizes that once a decision is made, follow through is needed to ensure implementation.
If intellectual capital drives today's knowledge economies, this brings with it an increased dependence on the highly talented people who generate it. How can you lead people who know their worth, are organizationally savvy, ignore corporate hierarchy, expect instant access, are well connected, have a low boredom threshold, and most likely will not thank you?
The 2010 Learning for Change Survey was introduced to place an accent on organizational learning in ADB. The questionnaire featured ten positive statements depicting ideal levels of organizational competence across four pillars: (i) organization, (ii) people, (iii) knowledge, and (iv) technology. The perceptions of respondents were captured using a six-point Likert scale. The learning organization model is described in the publication titled Learning for Change in ADB.
Here are 5 commitments I would make to become a transformative leader:
1. Listen to understand others' perspectives with empathy and without judgment.
2. Empower and develop people by sharing leadership and decision-making.
3. Build trust and genuine relationships through open, honest and principled communication.
4. Promote shared ownership and accountability for achieving our shared goals.
5. Continually learn and grow as a leader through reflection on my experiences and feedback from others.
This document discusses collaborative leadership, which involves bringing together diverse stakeholders to solve complex problems through inclusive decision-making. It notes that collaborative leadership requires sharing power so that those affected by an issue can be part of the change process. As examples, it discusses greater collaboration between schools, parents, and teachers through mechanisms like site-based teams and collaborative decision-making. The goal is to ensure community members, including those served by social services, have a voice in decisions that affect them.
The presentation focuses on key themes related to Organisational Learning. We use some facts about Crocodiles in our storyboard to illustrate fundamental elements that need to be heeded by practitioners. We argue that if we use Crocodile's style of learning in our institutions, we will have better chances to succeed in setting up sustainable learning organisations.
To enlist commitment, organizations depend on a clear and powerful image of the future. Future Search conferencing has emerged as a system-wide strategic planning tool enabling diverse and potentially conflicting groups to find common ground for constructive action.
Knowledge management and learning organizationRajan Neupane
Knowledge management and learning organizations were discussed. Knowledge was defined as representing reality based on adequate grounds. Knowledge management focuses on people who create and use knowledge, and the processes and technologies for knowledge creation, storage, and access. A learning organization is one where people continually expand their capacity to achieve desired results through shared visions and mental models, team learning, and personal mastery. Key benefits of knowledge management and learning organizations include competitive advantage through innovation and avoiding reinventing solutions.
By definition, leaders have to be masters of working across boundaries to create alignment and business results. In our matrixed, global, media-saturated world it is critical for existing and future leaders to connect with customers, partners, employees and colleagues in ways that truly create lasting partnership, alignment, commitment and business value.
Transformational Leadership is one of the indisputable “Hot Topics” in the area of Leadership. Although the concept has been around since the early 80’s, it has really begun to catch fire in recent years. What’s all the hype about transformational leadership and how does it differ from other prominent leadership styles? Join us for our January 17 webinar and bring your “HR Speak” up-to-date. You’ll hear a clear description of the concept and how it is differentiated from other leadership styles. You’ll be able to evaluate the relevance of this leadership style for your organization, isolate leader characteristics that map to this style, and provide suggestions to your organization for developing this leadership style in your organization. You don’t want to miss this exciting discussion.
To be a great leader, one must be a transformational leader who creates a culture where employees are engaged and motivated. A transformational leader has seven key attributes: they are a change agent who believes in people and values; they have courage and are outspoken; they embrace lifelong learning and dealing with complexity; and they are visionary. The primary purpose of leadership is achieving sustainable organizational success through building employee engagement, innovation, and accountability.
As an international non-profit organization we believe in collective leadership skills for sustainability and the capacity to dialogue – for jointly created solutions across sectors, institutions, nations and cultures. We globally support leaders and change agents in private companies, public institutions and civil society who anchor their action in the concern for the greater good and the future of humankind on this planet.
"Motivation: A different perspective" is written based on various literature review on sustainability of performance - organisational culture/behaviour/creativity/ people processes, motivation etc. It brings two specific perspectives: "SPLITS & CARE". My recent interaction with Balaji Prof C who has developed an interesting process known as "Causing Incredible Performance" with remarkable impact on people and organisations - mainly focusing on rewiring their internal voices has further validated my perspectives. Kindly provide your insights on it.
Learning Organisation adapted from Peter Senge's 5th Discipline - Philosophy,...Yuvarajah Thiagarajah
Learning Organisation - main theme adapted from Peter Senge's 5th Discipline. Conveys what a LO is, it's characteristics, 5 drivers required to build, impact of culture and inhibitors to LO.
People gain knowledge if they learn from experience. Learning is thus a vital component of knowledge management and its ultimate end. Collective learning comes from participating in the social processes of collaboration, sharing knowledge, and building on one another's ideas.
This document discusses methods for assessing dietary intake and nutritional status at both population and individual levels. It describes national food supply surveys, household income and expenditure surveys, and individual dietary assessment tools like 24-hour dietary recalls and food frequency questionnaires. The relationship between dietary intake assessment and nutritional assessment is explained, highlighting the importance of evaluating nutrient adequacy in addition to food consumption.
This document provides an overview of the CTA's approach to knowledge management, including their knowledge ecosystems approach. It discusses definitions of knowledge management and different models for organizing knowledge. The CTA uses a framework for knowledge management intervention that focuses on communication management, information management, ICT strategy, knowledge management, and organizational learning. Their approach emphasizes building strong foundations through assessing culture, structure, competencies and developing a strategy. It also focuses on strengthening enablers like communication and technology infrastructure. Finally, it discusses developing knowledge management processes like research, content curation, sharing, and learning.
- Breast milk is the best nutritional option for infants as it offers natural immunity and lowers risks of allergies and SIDS. While breast milk contains many essential nutrients, infants require a separate Vitamin D supplement if exclusively breastfed.
- When introducing foods to infants and toddlers, start with one new food at a time to monitor for allergic reactions. Begin with smooth, thinned textures and introduce mild vegetables and fruits first. Consult a pediatrician about a child's specific nutrient needs and allergies.
This document provides nutrition guidelines and resources for preschoolers aged 4-6 years old from Canada's Food Guide. It recommends eating grain products, fruits and vegetables, milk and alternatives, and meat and alternatives each day. Specific foods are listed as examples for each food group. Resources for parents include websites with preschool nutrition education and books about eating healthy foods. Tips are provided for parents on making healthy choices, dealing with picky eaters, and managing food allergies. The importance of nutrition for preschoolers' health, development, and well-being is emphasized.
The document provides 10 healthy eating tips for kids, including making food fun, eating breakfast, eating a variety of foods, choosing fruits and vegetables as snacks, staying hydrated, brushing teeth twice a day, and staying active. It also lists additional nutrition resources and websites for children's health and eating.
Principles and theories of Learning( Social Constructivism, Multiple Intellig...Christian Sario
This document discusses principles and theories of learning, including social constructivism, multiple intelligences, and brain-based learning. It provides details on social constructivism, outlining its key assumptions that knowledge is socially constructed through human interaction and culture, and learning is a social activity. The document also summarizes Lev Vygotsky, Jean Piaget, and Jerome Bruner's contributions to social constructivism. It describes perspectives on facilitating social constructivist learning and instructional models based on this perspective, emphasizing collaboration. The theory of multiple intelligences identifying eight types of intelligence is overviewed.
This document provides an overview of a nurse's role in nutritional assessment. It discusses monitoring clients with acute and chronic nutritional needs, incorporating family eating habits, and teaching community nutrition. A multidisciplinary approach involving nurses, dieticians, and other providers is emphasized. Methods for nutritional assessment addressed include food intake assessments, physical exams, anthropometric tools, and clinical lab values. Risk factors for inadequate nutrition and their potential impacts are also outlined.
Week 11 - 12 Food And Beverage Service Method 3-2552Pavit Tansakul
This document discusses food and beverage service methods. It covers the importance of service from the customer's perspective, the role of servers, and different types of service. Good service is key to ensuring a positive dining experience for customers. Servers must be friendly, knowledgeable, and attentive to customer needs and expectations. Their role requires teamwork to deliver meals efficiently and address any issues that arise.
Types and categories of food service system..Jaz Naush
This document discusses different types of food service systems and categories. There are four main categories: 1) Conventional/Traditional, where food is prepared and served on-site; 2) Ready-Prepared, where food is prepared in advance and held for later service; 3) Commissary, where a central kitchen prepares food that is delivered to separate service sites; and 4) Assembly/Serve, where pre-prepared foods are purchased and reheated on-site. Within each category are different processes like cook-chill, cook-freeze, and sous-vide that allow for food preservation and longer shelf life. The document also covers different types of food service like English, French, and Guéridon service.
The document discusses various methods for assessing nutritional status, including direct and indirect methods. Direct methods include anthropometric measurements, clinical assessment, dietary evaluation, and biochemical/laboratory tests. Anthropometric measurements include height, weight, mid-arm circumference, and skin fold thickness. Clinical assessment examines physical signs of malnutrition. Dietary evaluation involves dietary recalls, food frequency questionnaires, and food diaries. Biochemical tests include hemoglobin levels and micronutrient levels in blood and urine. Indirect methods assess broader community factors like economic conditions, food availability, and health statistics.
This document discusses the five main customer processes for food service:
1. Table service where customers are served at their table. This includes types like English, French, and Russian service.
2. Assisted service where customers receive some food at their table and self-serve other items, like at a carvery.
3. Self-service where customers help themselves, like at a buffet or cafeteria.
4. Single point service where customers order, pay, and receive food at one location like a takeaway, drive-thru, or bar.
5. Specialized service where food is brought to customers, such as tray service in hospitals, trolley service on trains, or room
The document provides information on personality development, including definitions of personality and the factors that influence it. Personality is described as the total impact a person has on others and is determined by intelligence, physical limitations, education, heredity, and one's environment. The document then lists important aspects of an ideal personality, including appearance, intelligence, trustworthiness, knowledge, and morality. It also discusses the four aspects that influence personality: physical, social, psychological, and philosophical. Finally, it provides tips for self-development and improving one's personality through factors like having a positive attitude and effective communication skills.
The document discusses personality development and key factors that influence an individual's personality. It defines personality and lists several factors that determine personality, including intelligence, physical limitations, education, heredity, and environment. It also discusses self-development and the importance of lifelong learning. The document provides an overview of SWOT analysis and how it can be used to understand an organization's strengths, weaknesses, opportunities, and threats. It also briefly discusses knowledge management and some of the key activities involved.
Intelligence and creativity both impact leadership effectiveness. Leaders need cognitive abilities like problem-solving skills as well as knowledge of their industry. More intelligent leaders tend to learn faster, develop better strategies and solutions, and think more implications of decisions. While intelligence is important, it must be combined with experience, stress tolerance, and emotional intelligence. Creativity in leadership involves generating new ideas and implementing innovations. Leaders can foster creativity by encouraging diverse perspectives, rewarding novel ideas, and empowering followers.
Emotional intelligence describes an ability, capacity, skill, or self-perceived ability to identify, assess, and manage the emotions of one's self, of others, and of groups. The theory is enjoying considerable support in the literature and has had successful applications in many domains.
The gulf between the ideal type of a learning organization and the state of affairs in typical bilateral and multilateral development agencies remains huge. Defining challenges is half the battle to surmounting them.
The document is a presentation about adapting to rapid change through emotional intelligence. It discusses how the pace of change has accelerated dramatically in recent decades. The presentation aims to help participants understand emotional intelligence and how to strengthen their own EQ through techniques like active listening, reflective journaling, and applying Stephen Covey's 7 Habits of Highly Effective People. Participants learn about different models of emotional intelligence and ways to manage their emotions to better adapt to constant change.
Business Acumen 5.0 for Sustainable Competitive AdvantagesSeta Wicaksana
Two-thirds of corporate executives believe a lack of business skills or business acumen inhibits their company from meeting strategic priorities. It was established that most strategic plans fail to achieve their strategic goals due to the turbulent changes that exist in the global market today. Since most of the failures in the strategic process occur at the execution stage it is increasingly important that managers at all levels learn how to implement these vital plans while maneuvering through the changes that occur as a result of the dynamics of the markets.
In An organization of high business acumen individuals can expect to see leaders with a heightened perspective that translates into an ability to inspire and excite the organization to achieve its full strategic potential. As your leadership responsibilities expand, so does your need to understand the impact of every decision on the strategic and financial goals of your organization. That's why business acumen—an intuitive sense of how the moving parts of a company work together to create profit —is indispensable.
The nurse fulfills many complex roles including coordinator, communicator, teacher, counselor, manager, leader, team player, motivator, delegator, critical thinker, innovator, researcher, and advocate. As a coordinator, the nurse plans and organizes patient care. As a teacher, the nurse educates patients and helps them develop self-care abilities. The nurse must understand various learning styles and use different teaching strategies tailored for patients of all ages and backgrounds. A nurse's roles require strong communication, management, and leadership skills to effectively guide patients and coordinate with the entire healthcare team.
Critical Thinking Definition, Components, and Exploration | Enterprise WiredEnterprise Wired
Critical thinking goes beyond rote memorization; it involves the skill of analyzing, evaluating, and synthesizing information to make informed decisions.
This document outlines a learning experience designed by Blank Page to help leaders develop their leadership skills. It discusses the importance of leaders sharing their values and vision with others to build authenticity. The learning experience will help leaders discover what is important to them and how it aligns with organizational values, design a strategy for their leadership brand, develop their vision for inspiring others, and get feedback on their leadership. Various sessions are described to help with communicating effectively, making smart decisions, and embracing compassion to build trust and break down barriers. Reflection, coaching, and reading are recommended to support ongoing learning.
The document discusses several key aspects of organizational behavior related to managing people:
1) People are more complex than machines and require unique approaches that consider social and motivational factors.
2) Managing human resources is an ongoing process that must account for people's inherent sociability and moral dimensions.
3) Unlike other resources, human resources can be transformed through skills development rather than just consumed.
This document discusses three levels of workplace behavior: values, risk orientation, and preferences. Values are fundamental beliefs that guide behavior and are difficult to observe directly. Risk orientation refers to whether one focuses more on opportunities or obstacles. Preferences are things one likes or dislikes doing at work, which guide behavior but are not as deeply held as values. Understanding these three levels can help managers promote harmony and productivity by better understanding what motivates different individuals.
The document discusses mindset and entrepreneurial leadership. It emphasizes that changing one's mindset is necessary to do things differently and overcome challenges. An entrepreneur must develop skills like creativity, management, communication and adapt their mindset to continuously learn and overcome inhibitors to change. Transforming one's thinking through assessing mental models is key to seizing new opportunities and adapting to a changing environment.
This document discusses developing good habits for effectiveness. It defines a habit as the interaction of knowledge, skill, and desire. Effectiveness is defined as the basis of a person's character that allows them to effectively solve problems and maximize opportunities through continual learning. The document discusses several principles for developing good habits including: beginning with the end in mind, putting first things first, thinking win-win, seeking first to understand, synergizing, and taking time to sharpen the saw. It also discusses leadership, community, and the art of influencing people.
Executives regularly complain that their staff don't think or act strategically. We examine three reasons why this may occur - and what you can do about it.
This document discusses the key elements needed for successful Lean implementation and sustainable organizational change. It explains that while many Western businesses adopted Lean tools from Toyota, they failed to understand the importance of culture, mindset, and strategy that enabled Toyota employees to develop those tools. True Lean success requires aligning an organization's culture, leadership approach, strategy deployment, systems, and use of tools through a holistic transformation approach. The document advocates Duxinaroe's integrated model and experience helping clients mature in their Lean journey.
This document discusses creative problem solving and leadership. It outlines the 5 steps in the creative process as preparation, incubation, illumination, evaluation, and implementation. It then lists characteristics of creative leaders such as having a flexible thinking style, managing cultural barriers, and being able to consider multiple perspectives. Finally, it provides 7 strategies for creative thinking, which include embracing problems, challenging assumptions, taking risks, using alternative thinking, accepting ambiguity, expanding your vision, and massaging your brain waves.
The document discusses emotional intelligence (EI), including its definition, importance in the workplace, impacts, and framework. It notes that EI involves perceiving, understanding, and managing emotions. Research shows EI is important for job performance and success more than IQ alone. The document outlines positive impacts of high EI like better productivity and leadership, and negative impacts of low EI. It discusses Daniel Goleman's model of EI comprising personal competence, self-awareness, self-regulation, empathy and social skills. The document also lists personnel in organizations that require EI training like top executives and high potential employees.
"Emotional Intelligence" another old concept with a new name boardMaxwell Ranasinghe
The document discusses emotional intelligence (EI), including its definition, importance in the workplace, impacts, and key areas. It notes that EI involves perceiving, understanding, and managing emotions, and that research shows EI is important for job performance. The document outlines positive impacts of high EI like better productivity and leadership, and negative impacts of low EI. It also provides Daniel Goleman's framework of EI, which includes personal competence, self-awareness, self-regulation, empathy, and social skills.
Preserving Paradise: The Heart of Borneo Initiative.pdfOlivier Serrat
More timber was traded from Borneo in the last two decades of the twentieth century than from the combined Amazon and Congo regions and this presentation characterizes the destruction of Borneo's rainforest as self-inflicted violence, encouraged by consumerism. From that optic, the presentation showcases the Heart of Borneo Initiative that was launched in 2007 as environmental peacebuilding in a grounded context from which much can—and should—be learned. The Heart of Borneo Initiative is a conscious effort to integrate social and environmental issues, cultivate cooperation rather than competition, and manage a resource or commons collaboratively.
Environmental Migration in the Anthropocene: Perspectives on the Relocation o...Olivier Serrat
Climate change is a driver of human mobility: it is expected to increase the displacement of populations. This presentation casts environmental and socio-economic perspectives on the relocation of Indonesia's capital city from Java to eastern Borneo, the first instance of large-scale, anticipatory, and managed environmental migration in the Anthropocene.
Leading Organizations of the Future: A New Framework.pdfOlivier Serrat
Leading Organizations of the Future: A New Framework (Serrat, 2023) shows how organizations can configure to requisite order with greater collective intelligence in an increasingly complex world.
Lake Chad is a biological hotspot and a source of food and water for millions of people in Central Africa. Lake Chad has shrunk by more than nine-tenths since the mid-1960s because of water diversion, population growth, and climate change. This presentation considers the issues facing Lake Chad and tables a daring proposal to safeguard it.
This presentation underscores the originality of The Epic of Gilgamesh and highlights the influence of its heroic themes on epic poetry through the ages, notably with respect to the character of Achilles in The Iliad by Homer. The presentation draws attention to the richness of the storyline in The Epic of Gilgamesh with respect to Booker's (2004) seven "basic stories".
Leading Organizations of the Future: Oral DefenseOlivier Serrat
This document outlines the contents and structure of a dissertation proposal on developing a leadership management framework for organizations of the future. The proposal includes sections on the timeline of the study, problem statement, research question and subquestions, literature review, research methodology, data collection plan, and expected chapters of the final dissertation. The study will use a grounded theory qualitative approach involving interviews with subject matter experts to explore how concepts of metagovernance, complexity leadership, and sense-making can inform a new leadership framework to help organizations navigate complex and changing environments.
Leading Organizations of the Future: A Dissertation ProposalOlivier Serrat
This presentation outlines a research proposal for a qualitative dissertation on Leading Organizations of the Future. The major components of the proposal are a detailed statement of the problem to be studied and the context in which it is to be seen, a thorough review of the pertinent literature, and details of the overall design of the study.
Digital Solutions: Reframing Leadership (Serrat, 2023) reflects on the pervasive use of technology in organizations and what it means to lead in the digital age.
Leading Solutions: Essays in Business PsychologyOlivier Serrat
Leading Solutions: Essays in Business Psychology (Serrat, 2021) gives readers an unusually accessible, critical, and engaging take on what leadership means. In the form of précis—concise statements of essential points—the book combines rounded explanations of theory with article reviews, case studies, development plans, field observations, group work, journal entries, "lived" experience, proposals, reflections, scholarly arguments, self-assessments, and 360-degree feedback to shine exceptional insight into the reality and successful practice of leadership, today and tomorrow. This book's wealth of thoughtful content makes it particularly useful to those contemplating postgraduate degrees in organizational leadership and a top-notch addition to any business library.
The Global Compact, Human Rights, and Nike, Inc.Olivier Serrat
Focusing on human rights, this presentation uses a critical psychology lens to articulate the business case for an action plan to imbed the Global Compact in the strategies and operations of Nike, Inc., with an eye to engaging its contract factories. The action plan integrates best practices proposed by the Global Compact. Because of their ambitious scope, critical psychology approaches often suffer from lack of opportunity for practical applications. Notwithstanding, this presentation highlights the theory's undoubted usefulness in the context of the Global Compact.
Minority Population Analysis: The Aeta of the PhilippinesOlivier Serrat
This presentation uses a critical psychology lens for minority population analysis. Specifically, the presentation characterizes indigenous peoples and their vulnerability; researches the treatment of the Aeta, an indigenous people living in the mountainous areas of Luzon in the Philippines; and reflects on their experience of domination, marginalization, and exploitation.
Reflections on a Multifactor Leadership Questionnaire 360 Leader's ReportOlivier Serrat
The Multifactor Leadership Questionnaire generates a psychological inventory from propositions that aim to assess leadership styles and leadership outcomes: it is a multi-rater (or 360-degree) instrument, which means that its output—the MLQ 360 Leader's Report—interprets and compares a leader's self-assessment with ratings contributed across the same items by associates. This presentation reflects on a Multifactor Leadership Questionnaire exercise conducted in May 2020.
Ethics at the Movies: Erin Brockovich (2000)Olivier Serrat
Referring to Erin Brockovich (2000), a biographical film featuring Julia Roberts, this presentation reviews the respective contributions that stakeholder analysis, conflict of interest analysis, cost–benefit analysis, case study analysis, and ethical decision-making frameworks can make to the exploration of business ethics.
This presentation maps out Gandhi's life story; singles out the life-markers that encouraged a constant process of reflection–action–reflection and framed his values; and proposes that stewardship, obligation, partnership, emotional healing, and elevating purpose characterized his servant leadership. Gandhi took on an empire with the ethics of truth-telling: his story is timeless in its courage and inspiration and lessons from his contributions to ethical behavior and strong influence on social responsibility are not wanting.
This presentation outlines a business proposal for idealized design of virtual teaming at General Electric, a multinational conglomerate that employs more than 313,000 employees around the world and so faces the challenge of synergizing a dispersed workforce.
Dell Inc.: A 2019 World's Most Ethical Companies HonoreeOlivier Serrat
The document discusses Dell Inc. being named one of the 2019 World's Most Ethical Companies by the Ethisphere Institute. It summarizes Dell's social impact plan through 2030, which includes goals in sustainability, inclusion, social initiatives, and ethics/privacy. However, the plan lacks SMART indicators and a clear theory of change. The document also critically assesses Ethisphere's awards and Dell's plan, noting limitations like conflicts of interest for Ethisphere and Dell's plan not following best practices in ethical decision making.
This mini-lecture makes out the fundamental differences between groups and various kinds of teams; specifies the rationale for team formation and notes what important outcomes are typically expected from performing teams; singles out common recommendations (and recognized pitfalls) on the subject of teams; and isolates two perspectives to enrich understanding of teams and how they might be primed.
MediSys Corp.: The IntensCare Product Development TeamOlivier Serrat
This presentation provides an up-close examination of MediSys Corp. and its contextual conditions and tables recommendations to resolve the problems affecting the IntensCare project and safeguard MediSys Corp.'s future.
Independent Evaluation for Learning: Toward Systemic ChangeOlivier Serrat
The document discusses issues with the current model of independent evaluation units conducting evaluations primarily for accountability rather than learning. It proposes that evaluation units should reform to focus more on serving organizational learning by conducting user-centric evaluations and building stronger relationships with operational departments within their organizations. The document outlines change management strategies and models that could be used to help guide such a reform process for evaluation units.
Knowledge must be at the center of everything the International Centre for Integrated Mountain Development does and knowledge is most valuable when it is actually used—not just identified, created, stored, or shared. A hypothetical diagnosis of ICIMOD's purpose, structure, relationships, rewards, leadership, and helpful mechanisms combined with an organizational culture assessment suggested that a "preferred" culture of adhocracy might drive higher effectiveness.
Howard Wilner of Sudbury MA Advocates That Conflict and Problem-Solving Compe...jimcarns
Howard Wilner of Sudbury MA advocates that conflict and problem-solving competence are essential qualities for effective leadership. Drawing from his extensive experience in industries ranging from automotive dynamics to inventory management, Howard emphasizes the importance of leaders mastering these skills to foster team cohesion and drive organizational success.
Discover the core principles and frameworks of Agile methodology in this comprehensive presentation by Mohamed Shebl. Designed for professionals and teams looking to adopt Agile practices, this presentation covers:Introduction to Agile: Understand what Agile is and how it helps teams deliver value efficiently.
Key Principles: Explore the four key values and twelve principles of Agile that prioritize flexibility, customer collaboration, and continuous improvement.
Benefits of Agile: Learn about the advantages of Agile, including flexibility, customer satisfaction, improved team collaboration, and early delivery.
Agile Frameworks: Get insights into popular Agile frameworks such as Scrum, Kanban, and Extreme Programming (XP).
The Scrum Framework: Detailed overview of Scrum roles, events, and artifacts to help you implement Scrum effectively.
Agile Artifacts: Understand essential Agile artifacts like the Product Backlog, Sprint Backlog, and Increment.
Agile Workflow: Step-by-step guide on planning, designing, developing, testing, reviewing, and releasing in Agile.
Agile Tools: Introduction to tools like JIRA, Trello, and Azure DevOps that facilitate Agile project management.
Getting Started with Agile: Delve into the world of Agile methodology with this in-depth presentation by Mohamed Shebl. "Agile Methodology In-Brief V1.1" provides a thorough exploration of Agile principles, frameworks, and practices, making it an essential guide for professionals seeking to enhance their project management approach.
Introduction to Agile:
Start with a clear understanding of what Agile is. Agile is an iterative approach to project management and software development that enables teams to deliver value to their customers faster and with fewer headaches. Unlike traditional project management methods that rely on a 'big bang' launch, Agile focuses on delivering work in small, consumable increments.
Key Principles of Agile:
Learn about the core values and principles that form the foundation of Agile methodology. Agile prioritizes individuals and interactions over processes and tools, working software over comprehensive documentation, customer collaboration over contract negotiation, and responding to change over following a plan. These principles guide Agile teams to work more efficiently and flexibly.
Benefits of Agile:
Discover the numerous benefits Agile offers, including:
Flexibility and Adaptability: Quickly respond to changes in the project environment.
Customer Satisfaction: Ensure continuous delivery of valuable software.
Improved Team Collaboration: Foster better communication and teamwork.
Early and Predictable Delivery: Achieve smaller and more frequent releases.
Continuous Improvement: Regularly reflect and enhance processes.
Agile Frameworks:
Explore popular Agile frameworks such as:
Scrum: The most widely used framework with defined roles, events, and artifacts.
Kanban: Focuses on visualizing the workflow and limiting work in progress.
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On Knowledge Behaviors
1. The views expressed in this presentation are the views of the author/s and do not necessarily reflect the views or policies of the Asian
Development Bank, or its Board of Governors, or the governments they represent. ADB does not guarantee the accuracy of the data included
in this presentation and accepts no responsibility for any consequence of their use. The countries listed in this presentation do not imply any
view on ADB's part as to sovereignty or independent status or necessarily conform to ADB's terminology.
On Knowledge Behaviors
Olivier Serrat
2015
2. The Chief Cause of Problems
Is the chief cause of problems solutions?
Well into the 21st century, organizations that profess to
manage for knowledge generation and sharing in the current
competitive reality eschew the effective questions of critical
thinking. Hackneyed solutions to misalignment of strategy,
structure, and systems still proliferate—and spawn further
problems—even though alternative organizational forms,
characteristically flexible and open, have come into sight. In
contrast, high-performance organizations, the locus of interest
is purpose, processes, and people. Since the accomplishments
of man result from ideas of enthusiasm, habits of mind and
knowledge behaviors can help root out dogma and imagine or
invent futures.
3. On Mindsets
A problem is any situation or matter involving uncertainty, the
response to which involves perplexity or difficulty and is not
immediately known. Complex problems demand craftsmanship,
creativity, insightfulness, perseverance, and strategic reasoning.
However, mindsets borne of our education, experience, or
(especially) environment instruct us to see things in ways that
do not necessarily conduce efficient or effective problem
solving, when they do not perpetuate or inflame the problem.
A mindset is a set of assumptions—held by one or more persons or groups of
people—that is so ingrained it acts as a strong incentive to continue to adopt
or accept prior behaviors, choices, or techniques. The cognitive biases it
cultivates beget mental inertia and "groupthink" and impact decision making.
4. On Mindfulness
Exercising mindfulness, the psychological quality
of self-regulation of attention coupled with
curiosity and openness, can help individuals
recognize and rework habitual patterns of mind.
Since excellence is not an act but a practice,
each of us can develop composite habits of mind
that attend to value, inclination, sensitivity,
capability, and commitment—all defined toward
behaving intelligently when confronted with
problems. These are the transcending
characteristics of peak performers.
5. 16 Habits of Mind
Persisting
Managing
Impulsivity
Listening with
Understanding
and Empathy
Thinking Flexibly
Thinking about
Thinking
Striving for
Accuracy
Questioning and
Posing Problems
Applying Past
Knowledge to
New Situations
Thinking and
Communicating
with Clarity and
Precision
Gathering Data
through All Senses
Creating,
Imagining, and
Innovating
Responding with
Wonderment and
Awe
Taking
Responsible Risks
Finding Humor
Thinking
Interdependently
Learning
Continuously
6. On Knowledge Behaviors
Without a doubt,
knowledge
management has
much to do with
behavioral change.
For that reason,
high-performance
organizations seek
to minimize the drag
of old mental
models and help
embed knowledge
behaviors. What
might these be?
From the 16
desirable habits of
mind, a practical,
multi-agent
operating model
would see that
individuals, groups,
and organizations
consciously ask,
learn, and share
before, during, and
after an activity.
7. Inventory of Knowledge Behaviors
A high-end
inventory of
knowledge
behaviors—
that together
would enrich a
knowledge
culture—reads
as follows:
• Ask—asking questions; checking first to
see what already exists; questioning
accepted wisdom.
• Learn—contextualizing learning to
make it real; connecting and taking
opportunities to learn; reviewing
lessons as one goes and applying
learning.
• Share—conveying personal details,
roles, and skills; imparting experience,
evidence, and feedback;
communicating achievements,
outcomes, and pride.
9. Leading the Horse to Water
You can lead a horse to water, but you can't make it drink.
The relationship between motive, means (or ability), and
opportunity explains much human behavior by dint of
reasoned action. However, intention, which is assumed to
capture intrinsic and extrinsic motivational factors, determines
behavior, hence action. Hence, a bottleneck—or constraint—in
any motivational factor will determine what knowledge
behaviors may occur. Also, the three variables cannot be
addressed independently but in dynamic and coordinated
manner. Therefore, investigations about motive, means, and
opportunity can help organizations determine better where to
invest resources productively across the knowledge behavior
landscape.
10. Staffing Matters
Where organizations make a dedicated effort at boosting
knowledge behaviors, they generally target job design,
performance appraisal, compensation and rewards,
managerial styles, information and communications
technology, and training as important predictors of motivation.
They should also consider recruiting personnel who already
display knowledge behaviors: surely, considering person–
environment fit to ensure congruence of individual and
organizational values and goals is the easiest way to facilitate
knowledge behaviors. An organization that values knowledge
behaviors and selects personnel who swear by this value will
equip itself with staff who are positive to start with. Also,
investments elsewhere may no longer be so urgent because
the likelihood that the organization's human resource
management practices fulfill needs will accordingly be higher.
11. Further Reading
• ADB. 2012. Knowledge as Culture. Manila.
www.adb.org/publications/knowledge-culture
• ——. 2012. On Knowledge Behaviors. Manila.
www.adb.org/publications/knowledge-behaviors