Introduction
A company's culture is described as the personality of an organization. It guides how employees think, act, and feel at work. Research has shown that great workplaces have lower voluntary employee turnover than their competitors, are able to recruit the best employees, provide top quality customer service and create innovative products. We will discuss the importance of employee-employer culture fit on job satisfaction. You will learn to evaluate how well you fit your company’s culture and how this affects your career growth.
Connect with me at linkd.in/hdelcastillo for more information regarding upcoming courses to lead innovation to create value within your company, or prepare for an AIPMM certification, and earn PDUs.
Let me know how I can help you create and implement a product strategy and product planning process successfully within your organization to drive business growth.
Engage and retain your people alliott 010412 Alliott Group 2012Alliott Group
The document discusses strategies for engaging and retaining employees. It recommends that HR shift from a compliance role to a more strategic role by understanding employee motivators and tailoring programs accordingly. Specific strategies include recognizing employees, investing in their development, being willing to change old practices, having fun team activities, and thanking employees. Identifying and engaging "rising stars" is also discussed.
The Blurring of Job Loyalties, Social Collaboration and Personal FreedomRawn Shah
This document provides a summary of a presentation given by Rawn Shah at the IBM Academy of Technology 3rd Conference on Humans and Technology in 2011. The presentation discusses how the nature of work is evolving from traditional full-time employment models to more flexible models incorporating freelance and contingent work. It notes that lines between work and personal lives are blurring as people can work remotely and across time zones. The presentation argues this shift requires new work skills for managing workloads, networks, identity, reputation and personal data across different roles and employers. It also discusses how organizations can support these new work environments and skills through social business capabilities, transparency on data use, and training in future workforce skills.
The topic includes a comparative examination of the theories espoused by acknowledged management scientist, Peter Drucker, author of Management Challenges for the 21st Century and concepts posited by Profiles International, Inc. founders, Bud Haney and Jim Sirbasku, authors of Leadership Charisma: Step by Step to Being a More Successful Charismatic Leader.
Join us for a lively discussion of theories and practical applications for enhancing leader readiness for this century. You may be surprised and challenged by this approach to examining leader effectiveness. Come join in the sharing. Bring your favorite theory or theorist and let’s talk about L-E-A-D-E-R-S-H-I-P.
Topics will include:
Old versus New Leadership Assumptions (Signs of the Times)
Leaders of Change versus Sustainability (Organized Abandonment)
Fidelity in Feedback (Are we asking the right questions?)
Are You a 21st Century Leader? If. . .then. . .what? (Moving toward greater effectiveness)
The document discusses strategies for positioning oneself as a subject matter expert in a changing business environment. It recommends developing a clear vision, understanding different perspectives, and maintaining clarity while also being agile. Additionally, it emphasizes the importance of identifying one's strengths and core competencies, continuously learning, and creating online content to establish credibility and visibility as an expert.
This document discusses getting strategic with HR technology. It provides an overview of current trends in HR technology including web 2.0, workforce mobility, employee self-service, talent management, and HR analytics. These trends present opportunities for HR to become more strategic and influence the business by creating analytics, improving company performance, and reducing costs. The document advocates leveraging HR technology to reduce administrative tasks and better serve business goals in order to position HR as a strategic partner.
Build, grow and transform your consulting business
Learn Odyssey: The Business of Consulting to generate better revenues with the right clients. Webinar- Coach supported with a residential Master Class
This document discusses how work ethos, purpose, and productivity are changing in enterprises. It argues that while expertise and collaboration are still important, purpose may be the most meaningful driver of work. It notes that jobs have shifted from production to services and from routine to more creative work. As a result, the ideal employee characteristics have changed from orderly and risk-averse to more entrepreneurial traits like creativity, tolerance for risk, and empathy. The document suggests managers need to reconsider how they define and encourage purpose among employees as hierarchical, socialized, or anarchic models. It proposes some ways existing enterprise technologies could be adapted to better support employee purpose.
Do you think you know what motivates your employees? You might be surprised!
This webinar focuses on understanding what benefits really shape employee behavior. It surfaces trends, best company practices and challenges, and traditional paradigms for driving employee engagement and performance. We will explore cross-generational and cross-cultural values that link to job satisfaction, commitment, and sustainability.
Watch the On-Demand webinar and hear an action-packed discussion on:
Old vs. New Directions for Corporate Benefits
The Common Thread for Motivators and De-motivators of Employee Job Performance
Is Hertzberg’s Theory Humbug?
How to Ensure Predictive Performance Through Customized Employee Motivators
Engage and retain your people alliott 010412 Alliott Group 2012Alliott Group
The document discusses strategies for engaging and retaining employees. It recommends that HR shift from a compliance role to a more strategic role by understanding employee motivators and tailoring programs accordingly. Specific strategies include recognizing employees, investing in their development, being willing to change old practices, having fun team activities, and thanking employees. Identifying and engaging "rising stars" is also discussed.
The Blurring of Job Loyalties, Social Collaboration and Personal FreedomRawn Shah
This document provides a summary of a presentation given by Rawn Shah at the IBM Academy of Technology 3rd Conference on Humans and Technology in 2011. The presentation discusses how the nature of work is evolving from traditional full-time employment models to more flexible models incorporating freelance and contingent work. It notes that lines between work and personal lives are blurring as people can work remotely and across time zones. The presentation argues this shift requires new work skills for managing workloads, networks, identity, reputation and personal data across different roles and employers. It also discusses how organizations can support these new work environments and skills through social business capabilities, transparency on data use, and training in future workforce skills.
The topic includes a comparative examination of the theories espoused by acknowledged management scientist, Peter Drucker, author of Management Challenges for the 21st Century and concepts posited by Profiles International, Inc. founders, Bud Haney and Jim Sirbasku, authors of Leadership Charisma: Step by Step to Being a More Successful Charismatic Leader.
Join us for a lively discussion of theories and practical applications for enhancing leader readiness for this century. You may be surprised and challenged by this approach to examining leader effectiveness. Come join in the sharing. Bring your favorite theory or theorist and let’s talk about L-E-A-D-E-R-S-H-I-P.
Topics will include:
Old versus New Leadership Assumptions (Signs of the Times)
Leaders of Change versus Sustainability (Organized Abandonment)
Fidelity in Feedback (Are we asking the right questions?)
Are You a 21st Century Leader? If. . .then. . .what? (Moving toward greater effectiveness)
The document discusses strategies for positioning oneself as a subject matter expert in a changing business environment. It recommends developing a clear vision, understanding different perspectives, and maintaining clarity while also being agile. Additionally, it emphasizes the importance of identifying one's strengths and core competencies, continuously learning, and creating online content to establish credibility and visibility as an expert.
This document discusses getting strategic with HR technology. It provides an overview of current trends in HR technology including web 2.0, workforce mobility, employee self-service, talent management, and HR analytics. These trends present opportunities for HR to become more strategic and influence the business by creating analytics, improving company performance, and reducing costs. The document advocates leveraging HR technology to reduce administrative tasks and better serve business goals in order to position HR as a strategic partner.
Build, grow and transform your consulting business
Learn Odyssey: The Business of Consulting to generate better revenues with the right clients. Webinar- Coach supported with a residential Master Class
This document discusses how work ethos, purpose, and productivity are changing in enterprises. It argues that while expertise and collaboration are still important, purpose may be the most meaningful driver of work. It notes that jobs have shifted from production to services and from routine to more creative work. As a result, the ideal employee characteristics have changed from orderly and risk-averse to more entrepreneurial traits like creativity, tolerance for risk, and empathy. The document suggests managers need to reconsider how they define and encourage purpose among employees as hierarchical, socialized, or anarchic models. It proposes some ways existing enterprise technologies could be adapted to better support employee purpose.
Do you think you know what motivates your employees? You might be surprised!
This webinar focuses on understanding what benefits really shape employee behavior. It surfaces trends, best company practices and challenges, and traditional paradigms for driving employee engagement and performance. We will explore cross-generational and cross-cultural values that link to job satisfaction, commitment, and sustainability.
Watch the On-Demand webinar and hear an action-packed discussion on:
Old vs. New Directions for Corporate Benefits
The Common Thread for Motivators and De-motivators of Employee Job Performance
Is Hertzberg’s Theory Humbug?
How to Ensure Predictive Performance Through Customized Employee Motivators
The document discusses engaging with different generations in the workforce, specifically Generations X, Y and Z. It provides profiles of each generation and their preferences for things like technology, learning styles, financial values, and ideal leaders. It emphasizes that managing all three generations simultaneously is a challenge for 21st century leadership. The remainder of the document outlines various human resource management processes that can help engage employees, such as communication, performance management, rewards and recognition, role clarity, talent management, culture, learning and development, and career management.
Learning Leader Symposium - Bersin 6-27-12Pam Devine
The document discusses trends in next generation learning and development. It advocates for a shift from traditional training approaches to continuous learning models that incorporate formal and informal learning. Measurement is also highlighted as an area that needs improvement, with most organizations regularly measuring satisfaction but few measuring impact, ROI, or learning culture regularly. The presentation argues that learning and development needs to focus on enabling learning, becoming accountable to talent needs, and cultivating a learning culture to drive the greatest business value.
The document provides an overview of Future Achievement International, which offers proprietary predictive analytic technologies and intellectual properties to help organizations optimize their human capital investments. It describes FAI's mission to help create character-driven cultures that maximize human capital and business outcomes while minimizing risks. FAI's solutions address talent acquisition, employee development, and succession planning by assessing individuals' character attributes and linking them to key performance indicators and organizational values. The solutions are designed to improve culture, performance, productivity, and return on human capital investments through an integrated predictive analytics approach.
Rethinking HRM in an era of rapid change and fluxEdward Erasmus
This seminar discusses key forces shaping the role of human resources, including speed of innovation, technology, social media, complexity of growth, and changing lifestyles. It argues that these trends require rethinking organizations, capital, and the role of HRM to be more strategic, flexible, and value-driven. The role of HR is to help organizations adapt and deliver value through building unique capabilities. New challenges for HR include social media, generations, and work-life balance.
1) The document discusses social learning in organizations and how a culture of learning can be nurtured. It emphasizes that learning now occurs through social interactions across organizations rather than just formal or individual learning.
2) Building blocks for social learning include intervention-based approaches, social platforms like blogs and portals, and peer learning through knowledge sharing. Understanding the existing learning culture, gaining leadership commitment, building consensus, and continuous measurement are important.
3) Case studies show how mentoring culture and a culture of innovation were developed through various social learning programs and platforms. A learning roadmap outlines phases and vehicles for continuous learning engagement at different job levels.
What does the future of recruitment look like. This presentation takes a look at some aspects of the future solutions and how they will be introduced into Recruitment solutions
Human Capital Development & Future Learning for BCADjadja Sardjana
This document discusses human capital development and the role of human resource management in future learning for BCA. It covers several key topics:
1. It defines human capital and discusses how knowledge, skills, abilities, and experiences make up human capital.
2. It outlines new imperatives for human resource management, including building strategic capability, managing new roles, and expanding boundaries.
3. It discusses how information technology can support learning through various modes like listening, reading, discussing ideas, and practicing.
4. It emphasizes the importance of context, champions, capacity building, and change for successful e-learning implementation.
There's a buzz about the future of work and what it means for individuals, leaders and organisations. In this pack we present our ideas about 3 dynamic forces – social, technology and economic change. We look at the implications for career management and present PlanDo, the market leading DIY career management platform that equips you to achieve, grow and contribute everyday.
Corporate Culture Secrets of Five Companies Employees Loveqcentermeetings
This document discusses the corporate culture secrets of five companies that employees love. It explores how companies like Zappos, CareerBuilder, Google, Eventbrite, and National Instruments foster innovation, place a premium on employee feedback, and encourage employees to adopt the corporate culture. Examples are given of programs each company has that empower employees, solicit their feedback, and inspire innovation both within and outside of the traditional work environment. The conclusion emphasizes that focusing on culture can drive employee retention, cost savings, productivity and new ideas.
New Paradigm In Management Education V1.3Anand Joshi
Technology has made significant changes to the way we do business and the changes are more rapid for Generation Y. The challenge is not only to prepare Gen-Y for management roles or entrepreneurship, but also to prepare them for the new ways of doing business.
This paper proposes a new paradigm for management education, especially for Generation Y to ensure an inclusive development and growth of individuals, teams, organizations and thus environment.
The Authors propose a new paradigm in Management Education with additional emphasis on Human Nature and Organizational or External Environment.
The Role of HR in Enterprise CollaborationJacob Morgan
This document discusses the new role of HR in collaboration. It argues that HR can become leaders in collaboration by integrating collaborative tools and strategies into key areas like onboarding, performance management, learning and development, and retention. When employees are engaged through collaboration, it can boost productivity by 20-25%, unlock over $600 billion in annual value, and make people happier by reducing stress. The document provides examples of how HR can adopt a more collaborative approach in various functions to better support employees.
The document summarizes a study on servant leadership trends and how they relate to key business trends. It discusses how servant leadership influences outsourcing, internet-related business, and demographic shifts related to the baby boomer generation. The study examines 10 characteristics of servant leadership and aims to identify how businesses today perceive and apply these traits. It concludes that servant leadership can help organizations adapt to changes and facilitate cross-generational cooperation by prioritizing service and community-building.
The document discusses social media in recruiting from the perspective of a semi-believer. It provides an overview of how social media is used in recruiting, including capabilities for creating brand awareness, sourcing and informing candidates, and securing candidates. Examples are given of how different Deloitte offices implement social media strategies and tools in recruiting. Tips are provided such as using QR codes, measuring influence with Klout scores, thinking about security settings, and using tools like Tweetdeck and Bitly. The document aims to provide both an overview of social media in recruiting as well as spark thoughts and discussion on effectively implementing strategies.
IBM's social business strategy focuses on three key scenarios: workforce optimization, customer care and insight, and product and service innovation. For each scenario, the document outlines goals, business challenges, required capabilities, and recommended solutions such as social collaboration, social content management, social analytics, governance and compliance tools from IBM. Case studies are provided on how organizations have leveraged IBM's social business solutions to address their goals in these three areas.
Intergenerational Knowledge Transfer Succession Planningbeyondrewards
Over the past 5 years we have heard predictions of an impending worker shortage due to the retirement of the baby boomers. Predictions are that the retirement of baby boomers will create a drain in knowledge, experience and leadership in our workforce. With the recent downturn in the economy, most organizations did not focus on this trend. However, now that we appear to be in an economic recovery the discussion is back on the table with greater intensity. But did anyone actually speak to the boomers or is this just a prediction?
The document discusses corporate culture and its importance. It defines corporate culture as the personality of an organization, determined by its values, beliefs, experiences and behaviors. Research shows that a caring, loving culture leads to higher employee satisfaction and teamwork. A positive culture also improves efficiency, growth, teamwork, innovation and adaptation. Examples like Zappos and Google are given, known for their unique, employee-empowering cultures. The conclusion emphasizes that strong company culture is vital for business success.
Vlerick hr seminar social media 25 nov 2011__finalJurgen Moenaert
Social Media in Recruiting - Personal perspective of a (semi-)believer
--> Presented by Jurgen Moenaert, Head of Recruiting Deloitte Belgium @ Vlerick HR Alumni Seminar, 25 Nov 2011
The document provides information about an "Alumni Leadership MasterClass" event being held on October 13th, 2012. The masterclass will focus on building alumni identity and bringing alumni closer to help with success and growth. It will be held at the India Habitat Centre in New Delhi and feature presentations from experts in the fields of alumni relations and engagement. The agenda outlines sessions on the importance of alumni relations, using technology to connect with alumni, creating an alumni database, case studies, and leveraging digital marketing and social media. Recent attendees and testimonials provide positive feedback on previous masterclass events.
This document discusses career development and retention in organizations. Some key points:
1. Companies are emphasizing employee responsibility for career management as organizations restructure and expand. Resources like training, mentoring, and coaching managers support employee careers and development.
2. Retaining employees relies on factors like exciting work, career growth opportunities, supportive management, meaningful work, and fair pay. Companies must balance advancing current employees' careers with attracting new hires.
3. Human resource management involves attracting, developing, and retaining a quality workforce through activities like planning, recruitment, training, performance reviews, and career development programs. Linking HR strategies to organizational mission and goals helps create a competitive advantage through people.
Introduction
The creation of successful products is essential for companies that want to grow or maintain a competitive advantage. Many organizations lack a clearly defined and understood product strategy.
We will discuss the importance of the AIPMM Product Management Framework (PMF) to define and implement a process to conceive, plan and market your company’s products at each stage of their life cycle. We will identify key activities to align business and product strategy with unmet customer needs to create value for your business.
We will describe the typical product life cycle from concept to launch and through product retirement. We will also discuss why growing organizations need to implement a formal product management process to support their product strategy.
Objectives
* Why do you need to define the right product strategy?
* What are the benefits of implementing a product planning process?
* What do you need to constantly create insanely great products?
Contact me at http:/linkd.in/hdelcastillo for more information regarding AIPMM membership or certification courses in your area.
Let me know how I can help you accelerate your career, or create and implement a product strategy and product planning process successfully to grow your business.
The document discusses engaging with different generations in the workforce, specifically Generations X, Y and Z. It provides profiles of each generation and their preferences for things like technology, learning styles, financial values, and ideal leaders. It emphasizes that managing all three generations simultaneously is a challenge for 21st century leadership. The remainder of the document outlines various human resource management processes that can help engage employees, such as communication, performance management, rewards and recognition, role clarity, talent management, culture, learning and development, and career management.
Learning Leader Symposium - Bersin 6-27-12Pam Devine
The document discusses trends in next generation learning and development. It advocates for a shift from traditional training approaches to continuous learning models that incorporate formal and informal learning. Measurement is also highlighted as an area that needs improvement, with most organizations regularly measuring satisfaction but few measuring impact, ROI, or learning culture regularly. The presentation argues that learning and development needs to focus on enabling learning, becoming accountable to talent needs, and cultivating a learning culture to drive the greatest business value.
The document provides an overview of Future Achievement International, which offers proprietary predictive analytic technologies and intellectual properties to help organizations optimize their human capital investments. It describes FAI's mission to help create character-driven cultures that maximize human capital and business outcomes while minimizing risks. FAI's solutions address talent acquisition, employee development, and succession planning by assessing individuals' character attributes and linking them to key performance indicators and organizational values. The solutions are designed to improve culture, performance, productivity, and return on human capital investments through an integrated predictive analytics approach.
Rethinking HRM in an era of rapid change and fluxEdward Erasmus
This seminar discusses key forces shaping the role of human resources, including speed of innovation, technology, social media, complexity of growth, and changing lifestyles. It argues that these trends require rethinking organizations, capital, and the role of HRM to be more strategic, flexible, and value-driven. The role of HR is to help organizations adapt and deliver value through building unique capabilities. New challenges for HR include social media, generations, and work-life balance.
1) The document discusses social learning in organizations and how a culture of learning can be nurtured. It emphasizes that learning now occurs through social interactions across organizations rather than just formal or individual learning.
2) Building blocks for social learning include intervention-based approaches, social platforms like blogs and portals, and peer learning through knowledge sharing. Understanding the existing learning culture, gaining leadership commitment, building consensus, and continuous measurement are important.
3) Case studies show how mentoring culture and a culture of innovation were developed through various social learning programs and platforms. A learning roadmap outlines phases and vehicles for continuous learning engagement at different job levels.
What does the future of recruitment look like. This presentation takes a look at some aspects of the future solutions and how they will be introduced into Recruitment solutions
Human Capital Development & Future Learning for BCADjadja Sardjana
This document discusses human capital development and the role of human resource management in future learning for BCA. It covers several key topics:
1. It defines human capital and discusses how knowledge, skills, abilities, and experiences make up human capital.
2. It outlines new imperatives for human resource management, including building strategic capability, managing new roles, and expanding boundaries.
3. It discusses how information technology can support learning through various modes like listening, reading, discussing ideas, and practicing.
4. It emphasizes the importance of context, champions, capacity building, and change for successful e-learning implementation.
There's a buzz about the future of work and what it means for individuals, leaders and organisations. In this pack we present our ideas about 3 dynamic forces – social, technology and economic change. We look at the implications for career management and present PlanDo, the market leading DIY career management platform that equips you to achieve, grow and contribute everyday.
Corporate Culture Secrets of Five Companies Employees Loveqcentermeetings
This document discusses the corporate culture secrets of five companies that employees love. It explores how companies like Zappos, CareerBuilder, Google, Eventbrite, and National Instruments foster innovation, place a premium on employee feedback, and encourage employees to adopt the corporate culture. Examples are given of programs each company has that empower employees, solicit their feedback, and inspire innovation both within and outside of the traditional work environment. The conclusion emphasizes that focusing on culture can drive employee retention, cost savings, productivity and new ideas.
New Paradigm In Management Education V1.3Anand Joshi
Technology has made significant changes to the way we do business and the changes are more rapid for Generation Y. The challenge is not only to prepare Gen-Y for management roles or entrepreneurship, but also to prepare them for the new ways of doing business.
This paper proposes a new paradigm for management education, especially for Generation Y to ensure an inclusive development and growth of individuals, teams, organizations and thus environment.
The Authors propose a new paradigm in Management Education with additional emphasis on Human Nature and Organizational or External Environment.
The Role of HR in Enterprise CollaborationJacob Morgan
This document discusses the new role of HR in collaboration. It argues that HR can become leaders in collaboration by integrating collaborative tools and strategies into key areas like onboarding, performance management, learning and development, and retention. When employees are engaged through collaboration, it can boost productivity by 20-25%, unlock over $600 billion in annual value, and make people happier by reducing stress. The document provides examples of how HR can adopt a more collaborative approach in various functions to better support employees.
The document summarizes a study on servant leadership trends and how they relate to key business trends. It discusses how servant leadership influences outsourcing, internet-related business, and demographic shifts related to the baby boomer generation. The study examines 10 characteristics of servant leadership and aims to identify how businesses today perceive and apply these traits. It concludes that servant leadership can help organizations adapt to changes and facilitate cross-generational cooperation by prioritizing service and community-building.
The document discusses social media in recruiting from the perspective of a semi-believer. It provides an overview of how social media is used in recruiting, including capabilities for creating brand awareness, sourcing and informing candidates, and securing candidates. Examples are given of how different Deloitte offices implement social media strategies and tools in recruiting. Tips are provided such as using QR codes, measuring influence with Klout scores, thinking about security settings, and using tools like Tweetdeck and Bitly. The document aims to provide both an overview of social media in recruiting as well as spark thoughts and discussion on effectively implementing strategies.
IBM's social business strategy focuses on three key scenarios: workforce optimization, customer care and insight, and product and service innovation. For each scenario, the document outlines goals, business challenges, required capabilities, and recommended solutions such as social collaboration, social content management, social analytics, governance and compliance tools from IBM. Case studies are provided on how organizations have leveraged IBM's social business solutions to address their goals in these three areas.
Intergenerational Knowledge Transfer Succession Planningbeyondrewards
Over the past 5 years we have heard predictions of an impending worker shortage due to the retirement of the baby boomers. Predictions are that the retirement of baby boomers will create a drain in knowledge, experience and leadership in our workforce. With the recent downturn in the economy, most organizations did not focus on this trend. However, now that we appear to be in an economic recovery the discussion is back on the table with greater intensity. But did anyone actually speak to the boomers or is this just a prediction?
The document discusses corporate culture and its importance. It defines corporate culture as the personality of an organization, determined by its values, beliefs, experiences and behaviors. Research shows that a caring, loving culture leads to higher employee satisfaction and teamwork. A positive culture also improves efficiency, growth, teamwork, innovation and adaptation. Examples like Zappos and Google are given, known for their unique, employee-empowering cultures. The conclusion emphasizes that strong company culture is vital for business success.
Vlerick hr seminar social media 25 nov 2011__finalJurgen Moenaert
Social Media in Recruiting - Personal perspective of a (semi-)believer
--> Presented by Jurgen Moenaert, Head of Recruiting Deloitte Belgium @ Vlerick HR Alumni Seminar, 25 Nov 2011
The document provides information about an "Alumni Leadership MasterClass" event being held on October 13th, 2012. The masterclass will focus on building alumni identity and bringing alumni closer to help with success and growth. It will be held at the India Habitat Centre in New Delhi and feature presentations from experts in the fields of alumni relations and engagement. The agenda outlines sessions on the importance of alumni relations, using technology to connect with alumni, creating an alumni database, case studies, and leveraging digital marketing and social media. Recent attendees and testimonials provide positive feedback on previous masterclass events.
This document discusses career development and retention in organizations. Some key points:
1. Companies are emphasizing employee responsibility for career management as organizations restructure and expand. Resources like training, mentoring, and coaching managers support employee careers and development.
2. Retaining employees relies on factors like exciting work, career growth opportunities, supportive management, meaningful work, and fair pay. Companies must balance advancing current employees' careers with attracting new hires.
3. Human resource management involves attracting, developing, and retaining a quality workforce through activities like planning, recruitment, training, performance reviews, and career development programs. Linking HR strategies to organizational mission and goals helps create a competitive advantage through people.
Introduction
The creation of successful products is essential for companies that want to grow or maintain a competitive advantage. Many organizations lack a clearly defined and understood product strategy.
We will discuss the importance of the AIPMM Product Management Framework (PMF) to define and implement a process to conceive, plan and market your company’s products at each stage of their life cycle. We will identify key activities to align business and product strategy with unmet customer needs to create value for your business.
We will describe the typical product life cycle from concept to launch and through product retirement. We will also discuss why growing organizations need to implement a formal product management process to support their product strategy.
Objectives
* Why do you need to define the right product strategy?
* What are the benefits of implementing a product planning process?
* What do you need to constantly create insanely great products?
Contact me at http:/linkd.in/hdelcastillo for more information regarding AIPMM membership or certification courses in your area.
Let me know how I can help you accelerate your career, or create and implement a product strategy and product planning process successfully to grow your business.
This document discusses seven principles for developing a culture that works: vision, values, best practices, people, stories, environment, and execution. It provides examples of companies that exemplify each principle, such as Nordstrom for customer service and Ford for excellence. The principles emphasize developing a shared vision and values, baking best practices into processes, focusing on leadership development, using stories to engage employees, inspecting the environment, and establishing accountability. The goal is to analyze these principles and develop a culture aligned with an organization's goals that improves performance.
This document discusses company culture and what makes a great workplace. It provides characteristics of positive company culture, such as mission clarity, trust, leadership and adaptability. Research indicates managers play a key role through hiring practices, inspiration and caring for employees. Surveys also assess culture. Creating a great workplace yields business benefits and helps attract and retain outstanding talent.
The document discusses values management in corporations. It provides statistics on values commonly included in corporate values statements and trends in values management. It also discusses the role of human resources in enabling employees to shape and live corporate values. The document proposes four options for companies to start with values management: defining a code of conduct, creating a stakeholder map, prioritizing issues, and establishing a reporting system.
We tend to think of “innovation” in terms of new technology – gadgets, hardware, new apps, and software. But true innovation more often comes in the form of new business models, workflows, service offerings, and office and staffing patterns. This session will center on those innovations that are significantly impacting our firms and our clients. You never know where innovation might sprout!
This session was produced for the DCPA15 Conference in Las Vegas.
People culture behavior creating social outcomesJon Ingham
1) The document discusses factors that enable successful and sustainable collaborative platforms and cultures in organizations. It covers topics like developing trust-based relationships, aligning HR practices to collaboration, focusing on important tasks, and executives modeling collaborative behavior.
2) Specific examples discussed include how TSA built trust through transparency, Zappos' employee training process, P&G's principles that allow creativity, and Cisco's use of councils for important goals.
3) The key message is that collaboration requires supportive organizational cultures with factors like trust, aligned processes, challenging work, and leaders who demonstrate collaborative skills.
Objectives
• Why should you lead innovation within your company?
• What should you do to encourage innovation?
• How do you harness the power of innovation to increase your company’s value and minimize risk?
Description
Innovation is a central element of business growth strategy within companies that aim to generate added value for their customers, the company itself, and other stakeholders. While many company executives and business leaders agree that in order for their companies to survive today’s increasingly global marketplace, they must face the unpleasant truth that there may have to be fundamental changes in who they are, what they do, and how they do it. Few executives feel their companies are good at the specific processes and tactics frequently tied to successful innovation, such as generating breakthrough ideas, selecting the right ideas, prototyping, and developing business cases. We will provide insights to help you define and implement a process to drive innovation within your company using a sustainable approach to ignite business growth.
The speaker will discuss how you can leverage innovation as a resource to help shape a better future for your company’s growth and your career. These insights will help you increase creativity, nurture collaboration and lead activities to transform innovation to profit. He will identify the value of innovation, methodologies, and concrete steps you can take to foster innovation within your company.
Who Should Attend
This discussion is for entrepreneurs, business owners, company executives and senior managers who want to increase their company’s value and accelerate their professional careers by leading product innovation efforts.
Connect with me via LinkedIn at http://linkd.in/hdelcastillo with comments or questions regarding this topic.
Contact me for more information regarding AIPMM membership or training courses planned in your area.
Let me know how I can help you create and implement a product strategy and product planning process to successfully grow your business.
This document discusses several topics related to HR for new age organizations and startups.
It begins by outlining some key dimensions for understanding organizational culture, such as whether it is means-oriented or goal-oriented, internally or externally driven, strict or easygoing, local or professional. It then discusses how culture and structure may evolve as a startup grows, from informal roles to more formalized departments and processes. Leadership and governance needs also change as startups attract more funding. The document emphasizes establishing core values and developing the right culture from the beginning to support long-term success.
This document discusses several topics related to HR for new age organizations and startups.
It begins by outlining some key dimensions for understanding organizational culture, such as whether it is means-oriented or goal-oriented, internally or externally driven, strict or easygoing, local or professional. It then discusses how culture and structure may evolve as a startup grows, from informal roles to more formalized departments and processes. Leadership and governance needs also change as startups attract more funding. The document emphasizes establishing core values and developing the right culture from the beginning to support long-term success.
This document discusses the importance of values and behaviors for organizations. It states that values are important beliefs that guide member behavior and define the organization. Embedding shared values and behaviors can promote employee engagement, which leads to higher performance, productivity, and returns. However, only about half of employees feel their executives have created a high-performance environment and that behaviors align with values. The document recommends that organizations clearly define their values based on their purpose, ensure leaders model the right behaviors, and integrate values into all decisions to strongly influence organizational culture.
The document discusses incorporating organizational culture and values into talent and performance management. It outlines how an organization's culture is comprised of both tangible and intangible properties. There are three dimensions of value - individual, practical, and absolute. Core competencies and values should be aligned with performance management processes like goal setting, evaluations, and development. Employee engagement is also impacted by senior leadership interest in employees' well-being and effective internal communications.
Bill Denney, CEO, Quality Texas, - 'Defining Excellence An Overview of Framew...Dubai Quality Group
Bill Denney, CEO Quality Texas, represented American Society for Quality at the recently concluded 'Excellence: the Future of Business' in Dubai.
He presented his topic 'Defining Excellence An Overview of Frameworks And Their Value' on Day3
Event was jointly hosted by ASQ and the Dubai Quality Group.
http://www.facebook.com/DubaiQualityGroup
Thanks everyone who attended this professional development session at the PMIWDC 2012 Project Management Symposium, or stopped by the Association of International Product Marketing and Management (AIPMM) exhibit table asking about upcoming training courses and our certifications for product team professionals. We hope to see you again soon.
With members in over 65 countries, the Association of International Product Marketing and Management (AIPMM) is the world's certifying body for product managers, brand managers, product marketing managers and other product team professionals responsible for guiding products through a constantly changing global landscape. It is where product team professionals go for answers.
Contact Hector Del Castillo at linkd.in/hdelcastillo for more information regarding this topic, advice on how to expand your professional network using social marketing techniques, find a career planning coach, training courses in your area, or creating new revenue streams for your technology-based business.
For more information contact about membership benefits, contact Association of International Product Marketing and Management (AIPMM) at www.aipmm.com.
Merging Spirit Corporation provides services to help mergers and acquisitions create shareholder value. Research shows that 70% of mergers fail due to overlooked integration challenges, such as problems integrating teams and retaining key managers, and overestimated synergies. Merging Spirit's innovative approach includes diagnosing organizational culture, preparing customized change management and training, and developing key talent retention programs to help transactions achieve profitable and sustainable value creation.
Merging Spirit Corporation provides services to help mergers and acquisitions create shareholder value. Research shows that 70% of mergers fail due to overlooked integration challenges, overestimated synergies, and problems integrating teams and retaining key managers. Merging Spirit aims to address these issues with innovative expertise in HR processes to diagnose culture, prepare optimized change management, and develop customized talent retention programs for mergers and acquisitions.
Analysis Prioritisation Communication Day ThreeReuben Ray
1. The document discusses various aspects of business and culture including planning, communication, analytical thinking, stakeholders, customer journey, types of businesses, and driving values as culture.
2. It provides examples of company cultures like Starbucks, Apple, and Hyundai focusing on values, leadership, and transforming cultures.
3. The document examines frameworks for analyzing organizational culture like the Competing Values Framework and describes culture as a strategic asset that impacts performance when properly measured, communicated, and aligned.
Business Ethics - Internal Audit's Opportunity to Influence Organisational Ch...David Mallard
This presentation to the IIA Melbourne speaks to the changing business environment, the strategic reputation risk posed by social media the importance of ethical leadership in creating a highly performing organisation. It also highlights the role Internal Audit can play in influencing positive change, moving Audit along the value curve.
Sustainable Brands 2012 – Join us for three days of extraordinary conversation and insight as Sustainability, Brand Strategy and Innovation leaders convene to inspire innovation and revolutionary action towards a flourishing future. Collaborate and learn with 150+ speakers and nearly 1,000 attendees in 80+ sessions, workshops, plenaries, and more. San Diego, CA June 4-7. Learn More: SustainableBrands'12
As firms seek to engage stakeholders while rebuilding from the recession, leaders must regain workforce confidence. It's time to bury mission statements and align employees under a powerful sense of organizational purpose. In an unconventional presentation, Siegel+Gale co-CEO and President David Srere will discuss how purpose can help leadership uncover what inspires employees about an organization, its promise and contributions to the world.
Similar to Understanding the Impact of Your Company's Culture (20)
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
An engaging discussion on how to reskill/upskill yourself to relaunch your career
Are you a dislocated worker or an underemployed professional looking to gain new skills and advance your career?
This session explores how the WIOA program can help you achieve your goals!
What is WIOA?
The WIOA program is a federal government initiative designed to empower both job seekers and businesses.
How can WIOA benefit YOU?
• Dislocated Workers:Receive targeted support to get back into the workforce quickly after a job loss.
• Underemployed Professionals: Access resources for skill development and career advancement. Potentially gain funding for certifications depending on program details and local workforce needs.
WIOA offers a variety of services:
• Career counseling: Identify your strengths and career goals.
• Job search assistance: Learn effective job search strategies and resume writing techniques.
• Skills training: Gain new skills or enhance existing ones, potentially including PMI certifications in high-demand fields.
• Support services: Childcare or transportation assistance to help you overcome barriers to training and employment.
You will learn:
● Eligibility: Discover if WIOA programs are the right fit for you as a dislocated worker or underemployed professional.
● Funding Pathways: Explore the possibility of WIOA funding for acquiring valuable certifications relevant to your career goals (program details and local needs permitting).
● Skills Training Advantage: Learn about the range of skills training options available through WIOA programs, potentially including crucial product, program, and project management skills.
● Support Services: Gain insights into the support services offered by WIOA, such as career counseling, job search assistance, and potential childcare or transportation assistance.
● Next Steps: Uncover the resources available to help you access
WIOA programs and take the first step towards a more fulfilling career.
Join us and take the first step towards a brighter career!
James LeBlanc, Director of Community Impact at WorkSource Montgomery, guides you through the steps you need to take to uncover the benefits of the WIOA program in your area.
Host: Hector Del Castillo, VP Professional Development, PMI Silver Spring Chapter
About James LeBlanc
James is Director of Community Impact at WorkSource Montgomery. He has served in the Workforce Development industry since 2012 and has had many roles including job developer, job readiness facilitator, program manager, director of WIOA adult & youth services and his current role as Director of Community Impact at WorkSource Montgomery in Montgomery County, MD.
James is actively involved in the community, has pastored a church, and currently serves on the Board of Director.
Looking to land your next PM dream role? Join an online information session to learn valuable tips and tricks for landing your next PM dream job.
We will discuss the benefits of joining a PM Job Search Council and how you could start or join one to find a good job you love.
We will share insider knowledge and answer all your burning questions. Don't miss out on this opportunity to boost your career! Register now and take the first step towards a successful job search.
Know someone who could use a LinkedIn boost in their job search? Share this with them!
Looking to land your next senior management dream job?
Submit the form to let us know you want to join a PM Job Search Council. https://bit.ly/joinpmjsc
About Hector Del Castillo
Hector is a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He works with mid-market business leaders to make a significant impact by building and launching world-changing AI-powered products. Connect: linkd.in/hdelcastillo
About PMI Silver Spring Chapter
We are branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
WheelTug PLC
What they do:
WheelTug develops and manufactures electric aircraft taxiing systems. Their flagship product is an in-wheel system installed on the nose wheels of aircraft.
The problem they solve: Traditional aircraft taxiing (moving on the ground between gate and runway) often requires pushback tugs or the use of the aircraft's main engines. This is inefficient, costly, and increases emissions.
How it works:
WheelTug's system uses electric motors powered by the plane's auxiliary power unit (APU) to enable aircraft to maneuver on the ground independently.
Benefits:
* Saves time during aircraft turnaround
* Reduces fuel burn and emissions
* Reduces noise pollution around airports
* Increases potential aircraft utilization
* Potentially improves safety by reducing the need for external vehicles
A discussion to discover how generative AI can streamline your business operations, reduce operational costs, deliver a superior customer experience, and free up your team's time.
Generative AI is a powerful tool that allows businesses to automate tasks, generate creative content, and gain valuable insights from data, leading to significant improvements in:
* Efficiency and Productivity: Automate repetitive tasks, optimize workflows, and empower your team to focus on strategic initiatives.
* Decision-Making: Gain insights from rapid data analysis, predict trends, and make data-driven decisions for sustainable growth.
* Innovation: Develop groundbreaking products, services, and business models powered by AI.
Learn how to leverage generative AI tools to outsmart your competition, reach new customers, and boost your bottom line. This session is a must-attend for ambitious SMB executives, founders, and owners.
Byond helps mid-market business executives and founders discover how to leverage generative AI to unlock their business potential and accelerate growth.
An engaging discussion on how to land your next management dream job in 2024 in a hypercompetitive market
If you are a project management professional actively seeking your next dream job, join this discussion to learn how to set yourself apart and land your next dream role in 2024.
Today’s workforce is hyper-competitive. It’s hard to stand out, and if you’re hunting for your next project dream job, you need strategies to appear more credible, authentic, and memorable than your peers.
Hector Del Castillo, CEO of Bold PM, guides you through the steps you need to take to design a successful job-seeking action plan, find a job search support group, identify suitable opportunities, assess your candidate-market fit, conduct market research, concisely communicate your unique value proposition, and make a lasting impression on potential employers. Attend this session to gain valuable insights to jumpstart your job search.
You will learn:
* Why you should never search alone
* How to design your 12-week job-seeking action plan
* How to identify your Candidate-Market Fit
* How to optimize your LinkedIn profile
* How to attract hiring managers and recruiters
* 10 powerful AI prompts to land your next PM dream job
* How to negotiate your compensation, resources, tools, and success metrics
About Hector Del Castillo
Hector is a mid-market product growth executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 25%, and boosted sales 30% for his clients. He works with mid-market business leaders to make a significant impact by building and launching world-changing AI-powered products.
He is a contributor to the Product Management and Marketing Body of Knowledge (ProdBOK®) Guide. As an internationally recognized product innovation expert, Hector guides, coaches, trains, and inspires product leaders to transform their companies to boost productivity to outperform the competition. He has delivered over 300 inspiring lectures in U.S. and over 12 countries. Connect: linkd.in/hdelcastillo
About the PMI Silver Spring Chapter
The PMI Silver Spring Chapter is a registered component of the Project Management Institute®, the world's leading not-for-profit association for the project management profession.
We provide an open forum for professionals in the field of project management in Silver Spring, Maryland and the surrounding Washington, DC metropolitan area. We promote the principles of the Project Management Institute through networking with and supporting other project managers, sharing project experiences, and providing continuing professional development efforts.
We normally meet on the second Wednesday evening of the month (unless otherwise indicated).
An exclusive panel discussion for mid-market executives seeking insights on how to leverage artificial intelligence and automation to boost their company's productivity and deliver superior value to their customers.
Watch recording here: https://bit.ly/byondgrowth224
Watch this to discover how to:
* Boost Efficiency and Productivity: task automation, workflow optimization, and liberating human potential for strategic endeavors.
* Deliver Superior Customer Service and Engagement: delivering personalized recommendations, improving service delivery, and forging stronger customer relationships.
* Make Better Decisions Faster: Discuss examples that demonstrate rapid data gathering and analysis, trend prediction, and data-driven decisions for sustainable growth.
* Drive Innovation: development of groundbreaking products, services, and business models empowered by AI.
* Improve Employee Onboarding, Engagement and Retention: Discuss examples that demonstrate employee onboarding automation, personalized onboarding experiences, and employee data analysis to improve engagement and retention.
View an informative and engaging discussion on how to leverage artificial intelligence and automation to boost your company's productivity and deliver superior value to your customers.
About Greenberg Traurig
Greenberg Traurig, LLP has more than 2650 attorneys in 47 locations in the United States, Europe and the Middle East, Latin America, and Asia The firm is a 2022 BTI “Highly Recommended Law Firm” for superior client service and is consistently among the top firms on the Am Law Global 100 and NLJ 250. Greenberg Traurig is Mansfield Rule 6.0 Certified Plus by The Diversity Lab. The firm is recognized for powering its U.S. offices with 100% renewable energy as certified by the Center for Resource Solutions Green-e® Energy program and is a member of the U.S. EPA’s Green Power Partnership Program. The firm is known for its philanthropic giving, innovation, diversity, and pro bono.
About Byond
We work with mid-market executives to achieve greater growth for their SaaS and hardware companies. If you like this, follow us to get insights on ways to achieve greater growth for your mid-market business.
https://linkedin.com/company/byondma/
Thinking about buying or selling your mid-market business? If so, you need to be prepared.
M&A transactions can be complex and time-consuming, but they can also be very rewarding.
This panel discussion provides sellers and buyers with the knowledge and insights they need to prepare for a successful M&A transaction.
Our expert panelists discuss the following:
For sellers:
* How to assess your company's value
* How to prepare your financials and other documentation
* How to market your business to potential buyers
* How to negotiate a fair price
* How to conduct tax planning
For buyers:
* How to identify and evaluate potential acquisition targets
* How to structure a financing deal
* How to integrate a newly acquired business
Watch an informative and engaging discussion on how to prepare your mid-market business for M&A success.
About Byond
Byond works with mid-market executives to achieve greater growth for their SaaS and hardware companies. Visit: byondma.com
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise boosts blood flow and levels of neurotransmitters and endorphins which elevate and stabilize mood.
Artificial intelligence (AI) is rapidly transforming the field of project management. AI-powered tools and technologies can help project managers automate tasks, improve decision-making, and deliver projects more efficiently and effectively.
View this to explore why and how Artificial Intelligence (AI) is transforming project management.
We cover all of these:
* The benefits of using AI in project management
* How AI is being used in project management today
* The challenges of implementing AI in project management
* How to get started with AI in project management
* Leading AI tools to boost your productivity
Project managers who are early adopters of AI will be well-positioned to succeed in the future. They will be able to deliver projects on time and within budget, and meet the needs of their customers more effectively.
View this to uncover how to unleash the power of AI to boost your productivity and turn you into a superhuman project manager.
About Hector Del Castillo
Hector is a product executive with over 20 years of experience empowering mid-market technology and software CEOs and founders to turn ideas into world-changing products. He is a contributor to the Product Management and Marketing Body of Knowledge (ProdBOK®) Guide. Product executives, senior managers and leaders bring Hector their toughest problems when they need to build high performing teams to improve the resilience and profitability of their product portfolio. As an internationally recognized product innovation expert, Hector guides, coaches, trains and inspires product leaders to transform and grow their companies to outperform the competition. He has delivered over 250 inspiring lectures in U.S. and over 12 countries. Connect: linkd.in/hdelcastillo
About BoldPM
A boutique product management firm that empowers product executives and their teams to build world-changing SaaS products faster. Our clients bring us their greatest problems when they need to build high performing teams to achieve better product outcomes.
Are you leveraging the power of informational interviews to uncover your next product dream job?
This discussion helps experienced product, project, data, development, or IT managers, actively seeking their next dream job, understand how to use informational interviews to:
✅ Gain Industry Insights: Speak with professionals in different industries and companies to gain valuable insights and narrow down your job search.
✅ Expand Your Network: Build connections and tap into your network's potential by meeting new people and learning from their career experiences.
✅ Seek Expert Advice: Consult professionals already in your desired field for guidance on your career path, skill assessment, and new opportunities.
✅ Sharpen Your Interview Skills: Practice and refine your interviewing skills during informational interviews to boost your confidence for real job interviews.
✅ Get Employee Referrals: Your connections may know about jobs that aren't posted yet, or can make valuable introductions to hiring managers.
Informational interviews are a great way to learn about a career field of interest to you and to build your network. They are a great way to connect with professionals in one field of career interest and ask them questions to learn about career paths, industries, and/or organizations.
Hector Del Castillo, Founder of Bold PM, will guide you through the steps you need to take to conduct informational interviews. Don't miss this opportunity to network with industry professionals and gain valuable insights to jumpstart your job search.
You'll learn:
* Why conducting informational interviews is crucial
* How to build the right connections
* How to strengthen your interview skills
* How to tap into the hidden job market
* Steps to set yourself up for success
Speaker: Hector Del Castillo, Founder, Bold PM
About Hector Del Castillo
Hector is a product management expert with over 20 years of experience helping product executives build high performing teams to turn ideas into world-changing products. He helps companies boost agility, speed, and efficiency to reduce time to product-market fit and transform products to deliver greater customer value. Connect with Hector here.
About Bold PM
A product management and marketing consulting firm that inspires the next generation of product executives, founders and leaders to grow high performing product teams and implement processes and tools to turn ideas into valuable, lovable products to deliver exceptional customer experience, increase profitability and accelerate business growth.
About ProductCamp DC
We inspire modern product professionals to massively improve companies through the better management of their products. A community of product professionals created to build our capability to conceive, build, and market great products through an open and collaborative community.
For more information, visit productcampdc.net
This document provides an overview of the "Fundamentals of Managing Products" workshop offered by Product Growth Leaders. The workshop is designed to help participants gain a strong foundation in product management with a focus on understanding market problems. It covers topics such as business planning, understanding customer segments, discovering market problems, roadmapping, and defining metrics. The workshop is taught using an interactive L-E-A-P approach over 10 weekly sessions to equip participants with skills equivalent to a three-day course. It aims to help participants clearly define their product management process and master the fundamentals of the role.
Today's workforce is hyper-competitive. It's hard to stand out and if you're hunting for your next job, you need strategies to appear more credible, authentic, and memorable than your peers.
Hector Del Castillo, Founder of Bold PM, guides you through the steps you need to take to design a successful 90-day job-seeking roadmap, communicate your unique value proposition, and make a lasting impression on potential employers. Join this discussion to gain valuable insights to jumpstart your job search.
Watch this to:
Why using a proven action plan in a hyper-competitive job market matters
Why you should never search alone
How to evaluate your candidate-market fit
Find the right companies and opportunities
Negotiate an offer during interviews
Watch an engaging discussion to discover how to find your next dream job in a hyper competitive market.
If you're an experienced project, product, project or data professional actively seeking your next dream job opportunity and want to join a Professional Job Search Support Group hosted by Bold PM, fill the form to join the our mailing list. We will send you more information on how to get started.
Speaker: Hector Del Castillo, CEO, Bold PM
Connect: https://linkd.in/hdelcastillo
About the Great IT Professional
An online consortium of over 250 experts from around the world who are dedicated to the promotion of best practices education in software development and IT management. We offer over 1000+ hours of online webinars - the largest and fastest growing repository of PDUs anywhere - and run a series of educational conferences around the world. Learn more at greatpro.org.
About Bold PM
We are a product management and marketing consulting firm that inspires the next generation of product executives, founders and leaders to grow high performing product teams and implement processes and tools to turn ideas into valuable products customers love to deliver greater value and accelerate business growth.
An engaging discussion to understand how to build emotional agility to make clear decisions, support inclusivity, enhance collaboration, and strengthen innovation.
How leaders deal with their emotions in the workplace has a profound effect on individual, team, and organizational success. Therefore, leaders need emotional agility to deal with negative emotions in healthy, productive ways.
Greater emotional agility allows leaders to shift negative patterns to more positive ones and to use this to communicate clearly and effectively, reduce stress, increase empathy and resilience, and reduce conflict between individuals, teams and within an organization.
Multiple studies have found that our minds have the tendency to focus on negative thoughts and ‘play the same songs’ over and over again. Another study performed in 2005 by Cornell University found that 85% of things we worry about never happen.
You'll learn:
• Why emotional agility is essential to build a strong reputation as a leader
• Discover how to build emotional agility
• How to navigate complex social and emotional situations
• How to build strong relationships
• Inspire teams to achieve their goals
Watch an engaging discussion of what a project manager must do to build emotional agility to effectively lead teams to achieve greater project outcomes.
If you're an experienced project, product or data professional actively seeking your next product, project, or data dream job opportunity and want to join a Professional Job Search Support Group hosted by BoldPM, fill the form to join our mailing list. We will send you more information on how to get started. Can't attend? Sign up anyway to get a link where you can view the recorded session and access the content after the live session.
About Hector Del Castillo
Hector is a product executive with over 20 years of experience helping mid-market technology and software CEOs and founders turn ideas into valuable products. He is a contributor to the Product Management and Marketing Body of Knowledge (ProdBOK®) Guide. Product executives, senior managers and leaders bring Hector their toughest problems when they need to build high performing teams to improve the resilience and profitability of their product portfolio.As an internationally recognized product innovation expert, Hector guides, coaches, trains and inspires product leaders to transform and grow their companies to outperform the competition. He has delivered over 250 inspiring lectures in U.S. and over 12 countries.
Connect: linkd.in/hdelcastillo
We explore the challenges and trends that project managers face in a hybrid world.
We identify the top project management trends and predictions for 2023. We combine our own experience with information from public sources to identify the right project management strategies, skills, methods and tools needed for project managers to be successful.
With the advent of newer technologies and management paradigms, project management has seen drastic changes to improve project outcomes. It will continue to undergo significant evolution. Organizations need to keep up with these changes or risk failure.
Watch this to:
* Learn about the latest project management trends and predictions for 2023.
* Understand the challenges and changes in resource planning, collaboration, methods, and tools.
* Learn about the new roles and responsibilities of participants in project environments.
* Discover how project management has evolved over the years due to new technologies and management paradigms.
* Identify the strategies required to successfully manage projects in a hybrid world.
We discuss what a project manager must do to overcome challenges and leverage trends in a hybrid world to achieve greater project outcomes
If you're an experienced project, product or data professional actively seeking your next dream job opportunity and want to join a Professional Job Search Support Group hosted by BoldPM, fill the form to join the ProductCamp DC mailing list. We will send you more information on how to get started.
About Bold PM
We are a product management and marketing consulting firm that inspires the next generation of product executives, founders and leaders to grow high performing product teams and implement processes and tools to turn ideas into valuable products customers love to deliver greater value and accelerate business growth.
If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
The document discusses the results of a study on the impact of COVID-19 lockdowns on air pollution. Researchers found that lockdowns led to significant short-term reductions in nitrogen dioxide and fine particulate matter pollution globally as economic activities slowed. However, the impacts on greenhouse gases and long-term air quality improvements remain uncertain without permanent behavior and economic changes.
Enhancing Adoption of AI in Agri-food: IntroductionCor Verdouw
Introduction to the Panel on: Pathways and Challenges: AI-Driven Technology in Agri-Food, AI4Food, University of Guelph
“Enhancing Adoption of AI in Agri-food: a Path Forward”, 18 June 2024
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Prescriptive analytics BA4206 Anna University PPTFreelance
Business analysis - Prescriptive analytics Introduction to Prescriptive analytics
Prescriptive Modeling
Non Linear Optimization
Demonstrating Business Performance Improvement
AI Transformation Playbook: Thinking AI-First for Your BusinessArijit Dutta
I dive into how businesses can stay competitive by integrating AI into their core processes. From identifying the right approach to building collaborative teams and recognizing common pitfalls, this guide has got you covered. AI transformation is a journey, and this playbook is here to help you navigate it successfully.
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The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
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The Steadfast and Reliable Bull: Taurus Zodiac Signmy Pandit
Explore the steadfast and reliable nature of the Taurus Zodiac Sign. Discover the personality traits, key dates, and horoscope insights that define the determined and practical Taurus, and learn how their grounded nature makes them the anchor of the zodiac.
AIPMM offers globally recognized certifications for product managers, product marketing managers and brand managers.Certified Product Manager (CPM), Certified Product Marketing Management (CPMM) and Agile Certified Product Manager (ACPM). Certification requires obtaining a college degree, minimum one year of experience, and passing a certification examination.
A company's culture is described as the personality of an organization. It guides how employees think, act, and feel at work. Research has shown that great workplaces have lower voluntary employee turnover than their competitors, are able to recruit the best employees, provide top quality customer service and create innovative products. We will discuss the importance of employee-employer culture fit on job satisfaction. You will learn how to evaluate how well you fit your company’s culture and how this affects your career growth within your company.
A company's culture is described as the personality of an organization. It guides how employees think, act, and feel at work. It is the collective way we do things within an organization. It is an area that is not always fully understood by many cross-functional managersand is not optimally utilized either in an organization.
A company's culture is described as the personality of an organization. It guides how employees think, act, and feel at work. It is the collective way we do things within an organization. It is an area that is not always fully understood by many cross-functional managersand is not optimally utilized either in an organization.
In their March 19, 2012 issue, FORTUNE magazine named the 50 most admired companies. The Most Admired list is the definitive report card on corporate reputations. Our survey partners at Hay Group started with approximately 1,400 companies: the Fortune 1,000 (the 1,000 largest U.S. companies ranked by revenue), non-U.S. companies in Fortune’s Global 500 database with revenue of $10 billion or more, and the top foreign companies operating in the U.S.They then sorted the companies by industry and selected the 15 largest for each international industry and the 10 largest for each U.S. industry. A total of 698 companies from 32 countries were surveyed. (Due to an insufficient response rate, the results for 11 companies in the scientific, photographic, and control equipment industry were not published. In addition, due to the distribution of responses, only the aggregate scores and ranks for the 10 companies in the oil and gas equipment/services industry were published.) To create the 58 industry lists, Hay asked executives, directors, and analysts to rate companies in their own industry on nine criteria, from investment value to social responsibility. This year only the best are listed in the magazine: A company's score must rank in the top half of its industry survey. Online, all companies' results are displayed. To arrive at the top 50 Most Admired Companies overall, the Hay Group asked 3,855 executives, directors, and securities analysts who had responded to the industry surveys to select the 10 companies they admired most. They chose from a list made up of the companies that ranked in the top 25% in last year's surveys, plus those that finished in the top 20% of their industry. Anyone could vote for any company in any industry. The difference in the voting rolls is why some results can seem anomalous -- for example, although FedEx is one of the top 10 Most Admired Companies, it is second in the Delivery industry behind top-ranked UPS, which ranked 29th on the top 50 overall.
Driven by the business strategy.Impacts the maturity and adoption of processes and tools.
Defines the business structure.Average number of working hours, including options such as flextime and telecommuting.Work environment, including how employees interact, the degree of competition, and whether it's a fun or hostile environment, or something in between.Acceptable dress code, including the accepted styles of attire and things such as casual days.Office space you get, including things such as cubicles, window offices, and rules regarding display of personal items.Training and skills development you receive, which you need both on the job and to keep yourself marketable for future jobs and employers.Onsite perks, such as break rooms, gyms and play rooms, daycare facilities, and more.Amount of time outside the office you're expected to spend with co-workers.Interaction with other employees, including managers and top management.
Corporate culture impacts your interaction with other employees, including managers and top management.Corporate culture impacts your career growth.
Average number of working hours, including options such as flextime and telecommuting.Work environment, including how employees interact, the degree of competition, and whether it's a fun or hostile environment, or something in between.Acceptable dress code, including the accepted styles of attire and things such as casual days.Office space you get, including things such as cubicles, window offices, and rules regarding display of personal items.Training and skills development you receive, which you need both on the job and to keep yourself marketable for future jobs and employers.Onsite perks, such as break rooms, gyms and play rooms, daycare facilities, and more.Amount of time outside the office you're expected to spend with co-workers.Interaction with other employees, including managers and top management.
Employee-Company Fit Impacts Career Growth.It’s a ripple effect.Fit impacts Job Satisfaction.Job Satisfaction impacts work performance/productivity. Work performance impacts high performance ratings. High performance ratings impact career growth.
The Seven S Framework first appeared in "The Art of Japanese Management" by Richard Pascale and Anthony Athos in 1981. References:For more about strategy and strategic management in general, look out "Strategic Management" by Dess & Miller (McGraw Hill 1993). If you want more on the 7S model, read Richard Pascale's subsequent "Managing on the Edge" (1990).
Hard Factors:Strategy: A set of actions that you start with and must maintainStructure: How people and tasks / work are organisedSystems: All the processes and information flows that link the organisation together"Hard" elements are easier to define or identify and management can directly influence them: These are strategy statements; organization charts and reporting lines; and formal processes and IT systems.
Soft Factors:Shared Values: the values and beliefs of the company that shapes the destiny of the organisationStaff: How you develop managers (current and future)Skills: Dominant attributes or capabilities that exist in the organisationStyle:How managers behave"Soft" elements, on the other hand, can be more difficult to describe, and are less tangible and more influenced by culture. However, these soft elements are as important as the hard elements if the organization is going to be successful.
Shared values of the organization are expressed in its management practices.
Shared values are the core values of the company. They are evidenced in the corporate culture and the general work ethic.
Three types of personal values:Physical values – one strives to achieve with regard to physical objects, work and one’s environment Interpersonal values – one seeks to express in relationships with other people Psychological values – one aspires to realize in one’s own personality & inner being Source: Personal Values, Wikia, 2012
This is a structured approach for measuring Employee-Company fit.The alternative is to ask the following questions to people you work with.What 10 words would you use to describe our company?
Additional Questions To AskWhat 10 words would you use to describe our company? How do people from different departments interact? Are there opportunities for further training and education? Around here what behaviors get rewarded? Do you feel as though you know what's going on? How effectively does the company communicate to its employees?
Questions To Ask:How are decisions made and how are they communicated to the staff?What role does the person who gets this position play in decision-making?How does the organization emphasize working in teams?What are the organization's priorities for the next few years?What are the established career paths for employees in this position?
Questions To Ask:What 10 words would you use to describe your company? What's it really like to work here? Do you like it here?Around here what's is really important? How are employees valued around here?What skills and characteristics does the company value?Do you feel as though you know what is expected of you?How do people from different departments interact?Are there opportunities for further training and education?How do people get promoted around here? Around here what behaviors get rewarded? Do you feel as though you know what's going on?How effectively does the company communicate to its employees?
Questions To Ask:What 10 words would you use to describe your company? What's it really like to work here? Do you like it here?Around here what's is really important? How are employees valued around here?What skills and characteristics does the company value?Do you feel as though you know what is expected of you?How do people from different departments interact?Are there opportunities for further training and education?How do people get promoted around here? Around here what behaviors get rewarded? Do you feel as though you know what's going on?How effectively does the company communicate to its employees?
The bottom line is that you are going to spend a lot of time in the work environment.If you want to be happy, successful, and productive, you'll want to be in a place where you fit the culture. A place where you can have a voice, be respected, and have opportunities for growth.
Here is an upcoming training opportunity that I will lead.
Here is an upcoming training opportunity that I will lead.
Contact me for any of the following:Obtain information about upcoming certification courses in your area.Let me know how I can help your business grow by defining and implementing the right product strategy.Obtain the answer worksheet.Obtain copies of these slides.
Contact me for any of the following:Obtain information about upcoming certification courses in your area.Let me know how I can help your business grow by defining and implementing the right product strategy.Obtain the answer worksheet.Obtain copies of these slides.