Introducing Kaizen
0 likes179 views
Kaizen means improvement. Improvements without spending much money, involving everyone from managers to employees, using much common sense.
1 of 8
Ad
Recommended
Lean Part 1.
Lean Part 1.richardcamilleri The document discusses lean manufacturing compared to mass manufacturing. It notes that while the processing, equipment, and people may be the same, lean focuses on engaging all employees in constant process improvement. Only about 25% of workers feel fully enabled and aligned with organizational goals. It questions how effective and efficient the reader is with their lean implementation based on metrics like vision, planning, and results. It stresses the importance of developing a lean mentality and capable people trained in lean tools and philosophies. The document warns that lean will fail without top management vision, understanding lean principles, or hiring consultants without knowledge of the organization's lean vision. It offers to help the reader identify opportunities, select resources, and embed sustainable change without creating dependency.
Building Scaling Technology Venture
Building Scaling Technology VentureShayanthan Kanaganayagham Organizing teams and leverage of technology and Process - By Shayanthan Kanaganayagham, Chief Architect, PickMe.
Future of Change Management ThinkTank
Future of Change Management ThinkTankAllegra Consulting Allegra Consulting's Future of Change Management ThinkTank was held on Wednesday 28 June, 2017.
We heard from our 3 guest speakers - Lena Ross, Helen Haley and Dr Jen Frahm.
Within consulting infographic
Within consulting infographicSaul Edmonds The document promotes consulting services from Within Consulting that help organizations understand what drives high performance in employees, increase employee engagement and commitment, and prepare for talent shortages. Within Consulting offers workshops, coaching and consulting in areas like strategic HR, culture change, talent acquisition, employee engagement and wellbeing, leadership development, and learning and development.
Happiness intelligence - Nic Marks
Happiness intelligence - Nic Marksuxbri This document discusses happiness intelligence and its use in measuring employee happiness and engagement. It introduces Happiness Works, a company that provides monthly and quarterly employee surveys to measure happiness drivers and how they predict future performance and turnover. The surveys are designed to be actionable, with real-time results that empower local managers to improve employee experience. An example is given of a global money transfer company that uses Happiness Works to survey its 9,000 employees worldwide and has found that unhappy employees two months prior are more likely to have low performance and leave the company. The document advocates applying principles of happiness like connecting with others, being active, keeping learning, and giving to make UX design jobs happier.
Change Your Culture to Change Your Results
Change Your Culture to Change Your ResultsSean Dalton This document discusses how to change an organization's culture to achieve better results. It argues that culture is defined by shared purpose, values, and performance standards, and that culture uniquely shapes the results and relationships an organization achieves. The document provides four ideas for changing culture: 1) define the future desired culture, 2) create new habits that embody the culture, 3) maintain a sense of urgency about cultural change, and 4) demonstrate discipline in implementing and sustaining cultural changes. Leaders must actively define and model the new culture to create an environment where change can occur.
Culture Summit 2019 - How to Build a High Performing Culture
Culture Summit 2019 - How to Build a High Performing CultureCulture Summit Jack Altman, CEO & Co-Founder of Lattice, will share actionable advice around how People Leaders can build a culture that drives businesses forward. He’ll share tactical lessons learned from working with 1,200+ companies who have built engaged and high-performing teams.
Learn more at www.culturesummit.co
A Survival Guide for Leaders
A Survival Guide for LeadersNikhil Shekhar A Survival Guide for Leaders by Ronald A. Heifetz and Marty Linsky is an article that lines under Top 10 Change Management HBR articles.
Go through to know more about this article.
Culture Summit 2018 - The Importance of Creativity in the Workplace & How to ...
Culture Summit 2018 - The Importance of Creativity in the Workplace & How to ...Culture Summit It's been proven that organizations who build and maintain a culture of creativity are more agile, engaged, innovative, and successful. Joshua Lavra, products lead at IDEO, shares the six key behaviors that build creative and innovative teams and include data and case studies that help conceptualize each behavior.
Interested in learning more? Visit www.culturesummit.co
Future ready learners workshop
Future ready learners workshopBridgetmck The document discusses steps for preparing learning organizations and young people for an uncertain future of climate change and job disruption. It suggests focusing on the impacts of current changes, imagining possible futures, and developing new ideas for solutions. Young people expressed worries about climate change and automation but also hopes that technology could offer solutions. The document argues schools need to foster systems thinking, open-ended thinking, empathy, and ecology. It proposes organizing more around peer learning, play, plurality of ideas, and applying knowledge to real-world problems.
Be Timeless
Be Timelessjohnblight Timeless ideas are what companies should strive for because they are effective, powerful, unforgettable, and lead to success. Timeless ideas are not just great concepts but also involve the process, people, and purpose behind them. The document advocates that if advertising aims for timelessness, it will result in great advertising, and encourages readers to avoid being dated and instead focus on creating timeless work.
Building the Right Team to Engage in Sustainability - Business Beyond Tomorro...
Building the Right Team to Engage in Sustainability - Business Beyond Tomorro...Maury Rubin The key focus of the Business Beyond Tomorrow Conference is on how individuals can leverage sustainability to become their professional competitive advantage by teaching the benefits of sustainable business strategy, as well as providing a strategic analysis on how sustainability can benefit them to become top business leaders.
I presented on how to build effective teams which enable a company to solve these sustainability issues from a North American perspective
Achieving life and business dreams with project management 1
Achieving life and business dreams with project management 1SPOCE Project Management Take a look at how the labyrinth of P3m methods fits together and how project management can be applied to every area of our lives for maximum success.
Culture Summit 2019 - Organizational Adulting (Workshop)
Culture Summit 2019 - Organizational Adulting (Workshop)Culture Summit XPLANE believes in the power of individual change makers to be culture champions. Nobody should have to wait for permission or a formal culture initiative––by that point it’s a major undertaking. This workshop follows XPLANE’s Organizational Adulting webinar series exploring and solving for the most challenging and problematic workplace behaviors.
Together, we’ll identify and demonstrate simple tactics to create a more human and empowered workplace. We’ll focus on simple yet bold actions that cumulatively make a more innovative, agile, modern, and effective organization. This workshop is great for individuals seeking new methods to share with their teammates, or whole teams to come and work through new norms and practices.
Learn more at www.culturesummit.co
Happiness - Secret Key to Productivity by Melvin Thambi RapidValue solutions
Happiness - Secret Key to Productivity by Melvin Thambi RapidValue solutionsRapidValue Happiness can be defined in many ways, and for each person the word happiness differs!
I would like to talk about simple ten points which brings happiness inside the design team.
Smart Work VS Hard Work
Team Work & Discussions
Awesomeness Report
Bring back Saturdays & Sundays
One day wonder Magic
Visualise your dreams
Playing with challenges
Making others happy
Learn, discuss & share
Be the difference & make a difference
The ultimate lcp wisdom book
The ultimate lcp wisdom bookAIESEC This document contains wisdom and insights from Local Committee Presidents (LCPs) around the world on leading AIESEC as a social enterprise. Some key points:
1) LCPs discuss the concept of AIESEC operating as a social enterprise, balancing social impact, sustainability, and financial goals. This allows AIESEC to have more freedom and opportunities to achieve greater impact.
2) Leading an LC is like being the CEO of a social enterprise. LCPs must focus on people, planet, and profit to take their committee from good to great.
3) Insights are provided on exploring local markets, asking "why not?" to spark innovation, and focusing on the core
CIPD Guernsey SIG - Values 30 oct
CIPD Guernsey SIG - Values 30 octJanine Lane Chartered FCIPD This document discusses implementing and using organizational values. It outlines an agenda to develop values through research, understand what they mean for staff, and how current efforts are linked. Background information on stakeholders and roll out is provided. The values are suggested to be integrated into recruitment, performance management, and learning programs to keep them fresh and the common language. Their use is said to help organizations with accreditation, alignment, and making values more than just posters.
Culture Summit 2016 - How to Ignite a Culture of Collaboration with Peter Sco...
Culture Summit 2016 - How to Ignite a Culture of Collaboration with Peter Sco...Culture Summit In Google's 16 years, the company has managed to build seven distinct products with over a billion users. The company continues to innovate in wildly disparate fields, often with great success; at times, with readily apparent and public failure. In this session, Peter “Scotch” Scocimara, Sr Director of Google for Work, will discuss how other companies can apply lessons learned to build cultures that are ubiquitously innovative and collaborative. Scotch will share the key elements, strategies and tools for creating this type of culture, as well as how companies can evaluate their success in doing so.
To view this talk and learn more please visit http://www.culturesummit.co
HBS Retention
HBS RetentionBharat Pandya This document provides an overview of a human resource management services company that has offered recruitment, HR technology, strategic HR, outsourcing, and employee wellness services since 2008. The company aims to help clients identify and analyze their best performers to understand what makes them successful and develop strategies to replicate and retain top talent. It offers services to address critical HR issues like recruitment, training, performance management, and retention, with a focus on understanding what causes employees to stay with an organization by connecting how they have adapted the company's values, culture and environment.
S7 Roundtable Presentation, Oct 2012
S7 Roundtable Presentation, Oct 2012H V Hakon Verespej's presentation at the Sourcing 7 rountable, October 2012. Focuses on his interest in recruiting coming from an engineering background and why great sourcing is so awesome.
The Executioner's Tale - Interaction '14 Redux at IxDA London
The Executioner's Tale - Interaction '14 Redux at IxDA LondonSuffiyan Ansari This document provides an overview of Objectives and Key Results (OKRs), a goal-setting framework used by companies like Google. It discusses how OKRs can be used to define ambitious objectives and quantifiable metrics to measure progress towards goals. OKRs are set at the individual, team, and company level on a quarterly basis. The document outlines best practices for writing OKRs, including keeping the number of objectives and key results low, ensuring objectives are qualitative and key results are quantitative and measurable. It also discusses how OKRs can provide benefits like focusing effort, communicating priorities, and establishing indicators to measure organizational progress.
2014 gn speakers bio
2014 gn speakers bioGyan Nagpal Gyan Nagpal is a CEO and author who researches changes to the global talent pool. Over the past decade, he has helped large Asia Pacific organizations build business by advising them on talent management. As a speaker, he discusses leadership and 21st century talent trends worldwide. Based in Singapore, he is a Senior Fellow on human capital and member of an institute focused on leadership.
«Effective Change Management» by Julia Polishchuk 
«Effective Change Management» by Julia Polishchuk Dive_into_Management The document outlines six steps for effective change management:
1. Explain the need for change to stakeholders.
2. Define a guiding coalition of influential managers to lead the change effort.
3. Develop a clear vision and strategy for the change with defined goals and plans.
4. React to and address any opposition to the proposed changes.
5. Manage the change process by maintaining communication, tracking progress, and celebrating wins.
6. Keep the changes in place by continuously tracking goals and sharing successes.
Agile Transformation is a Disruption
Agile Transformation is a DisruptionChandan Patary Agile transformations can disrupt companies if not managed properly. The document discusses several challenges companies may face during a disruption including communication breakdowns, leadership crises, and difficulties adapting to new ways of working. It also notes that many companies are investing heavily in digital technologies but most do not feel prepared for the level of change required. Finally, it emphasizes the need for organizations to focus on areas like strategy, adaptability, speed of execution, building new skills, and practicing effective change management in order to successfully control disruptions.
Culture Summit 2018 - How to Build an Intentional Conscious Culture Workshop
Culture Summit 2018 - How to Build an Intentional Conscious Culture WorkshopCulture Summit Intentional Conscious Culture workshop facilitated by Russ Elliot. Interested in learning more? Visit www.culturesummit.co
Qi Strategy Presentation V.6
Qi Strategy Presentation V.6qistrategy Qi Strategy is a consulting firm that helps businesses and individuals improve performance and reduce stress. They offer corporate energy consulting services utilizing more than 50 years of combined experience. Their solutions are designed to increase energy levels, recognize and eliminate energy blockages, improve team synergy, and develop skills like stress management, leadership, sales, and presentations.
Creativity & Innovation Week 8
Creativity & Innovation Week 8Kevin Popović The document outlines the requirements and process for a mid-term exam assignment. Students must work in groups to develop 25 multiple choice and true/false questions based on course materials in one hour. They will then take the exam individually under an honor code and are evaluated by their team members. Reading assignments from chapters 6 and 7 of the book Creativity, Inc. are provided, with summaries of key points about fostering systemic creativity in organizations and the innovation value chain.
Lean Transformation Model
Lean Transformation ModelLean Management Institute of India The document discusses lean transformation and the lean global network. It provides:
1) An overview of the Lean Global Network which is a network of institutes working to bring lean thinking and practices to their countries to improve organizational performance, raise living standards, and enable more fulfilling work.
2) A model for lean transformation which involves aligning an organization's purpose, processes, and people development to create value. It emphasizes clear communication of purpose, continuous process improvement, and building capabilities.
3) Questions organizations should consider around clearly defining their purpose and problem to solve, improving processes, developing employee capabilities, exhibiting the right leadership behaviors, and assessing underlying assumptions.
Search Inside Yourself (Mindfulness Based Emotional Intelligence)
Search Inside Yourself (Mindfulness Based Emotional Intelligence)Vasco Gaspar Search Inside Yourself is a Leadership and Emotional Intelligence Program, based on Mindfulness and Neurosciences, that was developed and tested at GOOGLE to increase organizational performance and wellbeing, as well as to enhance the conditions for world peace, by inspiring leaders worldwide to become more wise and compassionate.
Problem, People and Product
Problem, People and ProductSonyaSeddarasan A presentation when i become a guest speaker for UX Indonesia (PT UXINDO DIGITAL INDONESIA) on the relation between Problem, People and Product. Even with a good diverse sets of audience background in the room, it was nice to understand that we can share & relate into the same value! A huge thanks for the opportunity & assistance during the presentation, to good sportsman who was willing to play some games with me on stage and lastly everyone who came & spent their time with me that night !
Ad
More Related Content
What's hot (19)
Culture Summit 2018 - The Importance of Creativity in the Workplace & How to ...
Culture Summit 2018 - The Importance of Creativity in the Workplace & How to ...Culture Summit It's been proven that organizations who build and maintain a culture of creativity are more agile, engaged, innovative, and successful. Joshua Lavra, products lead at IDEO, shares the six key behaviors that build creative and innovative teams and include data and case studies that help conceptualize each behavior.
Interested in learning more? Visit www.culturesummit.co
Future ready learners workshop
Future ready learners workshopBridgetmck The document discusses steps for preparing learning organizations and young people for an uncertain future of climate change and job disruption. It suggests focusing on the impacts of current changes, imagining possible futures, and developing new ideas for solutions. Young people expressed worries about climate change and automation but also hopes that technology could offer solutions. The document argues schools need to foster systems thinking, open-ended thinking, empathy, and ecology. It proposes organizing more around peer learning, play, plurality of ideas, and applying knowledge to real-world problems.
Be Timeless
Be Timelessjohnblight Timeless ideas are what companies should strive for because they are effective, powerful, unforgettable, and lead to success. Timeless ideas are not just great concepts but also involve the process, people, and purpose behind them. The document advocates that if advertising aims for timelessness, it will result in great advertising, and encourages readers to avoid being dated and instead focus on creating timeless work.
Building the Right Team to Engage in Sustainability - Business Beyond Tomorro...
Building the Right Team to Engage in Sustainability - Business Beyond Tomorro...Maury Rubin The key focus of the Business Beyond Tomorrow Conference is on how individuals can leverage sustainability to become their professional competitive advantage by teaching the benefits of sustainable business strategy, as well as providing a strategic analysis on how sustainability can benefit them to become top business leaders.
I presented on how to build effective teams which enable a company to solve these sustainability issues from a North American perspective
Achieving life and business dreams with project management 1
Achieving life and business dreams with project management 1SPOCE Project Management Take a look at how the labyrinth of P3m methods fits together and how project management can be applied to every area of our lives for maximum success.
Culture Summit 2019 - Organizational Adulting (Workshop)
Culture Summit 2019 - Organizational Adulting (Workshop)Culture Summit XPLANE believes in the power of individual change makers to be culture champions. Nobody should have to wait for permission or a formal culture initiative––by that point it’s a major undertaking. This workshop follows XPLANE’s Organizational Adulting webinar series exploring and solving for the most challenging and problematic workplace behaviors.
Together, we’ll identify and demonstrate simple tactics to create a more human and empowered workplace. We’ll focus on simple yet bold actions that cumulatively make a more innovative, agile, modern, and effective organization. This workshop is great for individuals seeking new methods to share with their teammates, or whole teams to come and work through new norms and practices.
Learn more at www.culturesummit.co
Happiness - Secret Key to Productivity by Melvin Thambi RapidValue solutions
Happiness - Secret Key to Productivity by Melvin Thambi RapidValue solutionsRapidValue Happiness can be defined in many ways, and for each person the word happiness differs!
I would like to talk about simple ten points which brings happiness inside the design team.
Smart Work VS Hard Work
Team Work & Discussions
Awesomeness Report
Bring back Saturdays & Sundays
One day wonder Magic
Visualise your dreams
Playing with challenges
Making others happy
Learn, discuss & share
Be the difference & make a difference
The ultimate lcp wisdom book
The ultimate lcp wisdom bookAIESEC This document contains wisdom and insights from Local Committee Presidents (LCPs) around the world on leading AIESEC as a social enterprise. Some key points:
1) LCPs discuss the concept of AIESEC operating as a social enterprise, balancing social impact, sustainability, and financial goals. This allows AIESEC to have more freedom and opportunities to achieve greater impact.
2) Leading an LC is like being the CEO of a social enterprise. LCPs must focus on people, planet, and profit to take their committee from good to great.
3) Insights are provided on exploring local markets, asking "why not?" to spark innovation, and focusing on the core
CIPD Guernsey SIG - Values 30 oct
CIPD Guernsey SIG - Values 30 octJanine Lane Chartered FCIPD This document discusses implementing and using organizational values. It outlines an agenda to develop values through research, understand what they mean for staff, and how current efforts are linked. Background information on stakeholders and roll out is provided. The values are suggested to be integrated into recruitment, performance management, and learning programs to keep them fresh and the common language. Their use is said to help organizations with accreditation, alignment, and making values more than just posters.
Culture Summit 2016 - How to Ignite a Culture of Collaboration with Peter Sco...
Culture Summit 2016 - How to Ignite a Culture of Collaboration with Peter Sco...Culture Summit In Google's 16 years, the company has managed to build seven distinct products with over a billion users. The company continues to innovate in wildly disparate fields, often with great success; at times, with readily apparent and public failure. In this session, Peter “Scotch” Scocimara, Sr Director of Google for Work, will discuss how other companies can apply lessons learned to build cultures that are ubiquitously innovative and collaborative. Scotch will share the key elements, strategies and tools for creating this type of culture, as well as how companies can evaluate their success in doing so.
To view this talk and learn more please visit http://www.culturesummit.co
HBS Retention
HBS RetentionBharat Pandya This document provides an overview of a human resource management services company that has offered recruitment, HR technology, strategic HR, outsourcing, and employee wellness services since 2008. The company aims to help clients identify and analyze their best performers to understand what makes them successful and develop strategies to replicate and retain top talent. It offers services to address critical HR issues like recruitment, training, performance management, and retention, with a focus on understanding what causes employees to stay with an organization by connecting how they have adapted the company's values, culture and environment.
S7 Roundtable Presentation, Oct 2012
S7 Roundtable Presentation, Oct 2012H V Hakon Verespej's presentation at the Sourcing 7 rountable, October 2012. Focuses on his interest in recruiting coming from an engineering background and why great sourcing is so awesome.
The Executioner's Tale - Interaction '14 Redux at IxDA London
The Executioner's Tale - Interaction '14 Redux at IxDA LondonSuffiyan Ansari This document provides an overview of Objectives and Key Results (OKRs), a goal-setting framework used by companies like Google. It discusses how OKRs can be used to define ambitious objectives and quantifiable metrics to measure progress towards goals. OKRs are set at the individual, team, and company level on a quarterly basis. The document outlines best practices for writing OKRs, including keeping the number of objectives and key results low, ensuring objectives are qualitative and key results are quantitative and measurable. It also discusses how OKRs can provide benefits like focusing effort, communicating priorities, and establishing indicators to measure organizational progress.
2014 gn speakers bio
2014 gn speakers bioGyan Nagpal Gyan Nagpal is a CEO and author who researches changes to the global talent pool. Over the past decade, he has helped large Asia Pacific organizations build business by advising them on talent management. As a speaker, he discusses leadership and 21st century talent trends worldwide. Based in Singapore, he is a Senior Fellow on human capital and member of an institute focused on leadership.
«Effective Change Management» by Julia Polishchuk
«Effective Change Management» by Julia Polishchuk Dive_into_Management The document outlines six steps for effective change management:
1. Explain the need for change to stakeholders.
2. Define a guiding coalition of influential managers to lead the change effort.
3. Develop a clear vision and strategy for the change with defined goals and plans.
4. React to and address any opposition to the proposed changes.
5. Manage the change process by maintaining communication, tracking progress, and celebrating wins.
6. Keep the changes in place by continuously tracking goals and sharing successes.
Agile Transformation is a Disruption
Agile Transformation is a DisruptionChandan Patary Agile transformations can disrupt companies if not managed properly. The document discusses several challenges companies may face during a disruption including communication breakdowns, leadership crises, and difficulties adapting to new ways of working. It also notes that many companies are investing heavily in digital technologies but most do not feel prepared for the level of change required. Finally, it emphasizes the need for organizations to focus on areas like strategy, adaptability, speed of execution, building new skills, and practicing effective change management in order to successfully control disruptions.
Culture Summit 2018 - How to Build an Intentional Conscious Culture Workshop
Culture Summit 2018 - How to Build an Intentional Conscious Culture WorkshopCulture Summit Intentional Conscious Culture workshop facilitated by Russ Elliot. Interested in learning more? Visit www.culturesummit.co
Qi Strategy Presentation V.6
Qi Strategy Presentation V.6qistrategy Qi Strategy is a consulting firm that helps businesses and individuals improve performance and reduce stress. They offer corporate energy consulting services utilizing more than 50 years of combined experience. Their solutions are designed to increase energy levels, recognize and eliminate energy blockages, improve team synergy, and develop skills like stress management, leadership, sales, and presentations.
Creativity & Innovation Week 8
Creativity & Innovation Week 8Kevin Popović The document outlines the requirements and process for a mid-term exam assignment. Students must work in groups to develop 25 multiple choice and true/false questions based on course materials in one hour. They will then take the exam individually under an honor code and are evaluated by their team members. Reading assignments from chapters 6 and 7 of the book Creativity, Inc. are provided, with summaries of key points about fostering systemic creativity in organizations and the innovation value chain.
Similar to Introducing Kaizen (20)
Lean Transformation Model
Lean Transformation ModelLean Management Institute of India The document discusses lean transformation and the lean global network. It provides:
1) An overview of the Lean Global Network which is a network of institutes working to bring lean thinking and practices to their countries to improve organizational performance, raise living standards, and enable more fulfilling work.
2) A model for lean transformation which involves aligning an organization's purpose, processes, and people development to create value. It emphasizes clear communication of purpose, continuous process improvement, and building capabilities.
3) Questions organizations should consider around clearly defining their purpose and problem to solve, improving processes, developing employee capabilities, exhibiting the right leadership behaviors, and assessing underlying assumptions.
Search Inside Yourself (Mindfulness Based Emotional Intelligence)
Search Inside Yourself (Mindfulness Based Emotional Intelligence)Vasco Gaspar Search Inside Yourself is a Leadership and Emotional Intelligence Program, based on Mindfulness and Neurosciences, that was developed and tested at GOOGLE to increase organizational performance and wellbeing, as well as to enhance the conditions for world peace, by inspiring leaders worldwide to become more wise and compassionate.
Problem, People and Product
Problem, People and ProductSonyaSeddarasan A presentation when i become a guest speaker for UX Indonesia (PT UXINDO DIGITAL INDONESIA) on the relation between Problem, People and Product. Even with a good diverse sets of audience background in the room, it was nice to understand that we can share & relate into the same value! A huge thanks for the opportunity & assistance during the presentation, to good sportsman who was willing to play some games with me on stage and lastly everyone who came & spent their time with me that night !
Making space for Innovation: 21st Century Leadership
Making space for Innovation: 21st Century LeadershipCatalyz This document discusses leadership and innovation in the 21st century. It covers the profound changes occurring across technology, the workforce, and customers. Leaders must embrace and value innovation for it to succeed in an organization. The document promotes human-centered goals, focusing on team climate, and nurturing positive inner work life to support creativity and innovation. It provides tools and strategies for space makers and risk takers to design thinking, address problems collaboratively, and learn from failures.
Agile Methods Are Dangerous
Agile Methods Are DangerousJulian Holmes We all know that adhering to the principles of Agile can bring benefits to an individual, team or organisation. However, whilst Agile methods can help in realising those benefits, they can also bring a lot of danger to their users.
In this session discover what those risks are, how to avoid them, and the advice we should give others when they embark on an Agile journey.
In addition to presenting topics such as “Overcoming dogma”, “Why we can’t just RTFM”, and “Are we Agile yet?”, he will highlight how these sometimes comical observations can cause real damage to an organisation, fostering further debate and discussion.
How to Accelerate HR's Role in Sustainability: The Next Big Step!
How to Accelerate HR's Role in Sustainability: The Next Big Step!Linda Morris Kelley This document discusses how human resources departments can accelerate their organizations' sustainability efforts. It argues that sustainability goals should be integrated into all employee goals and training. An essential part of sustainability is developing a culture of sustainability through values, mindsets, leadership, engagement, diversity and inclusion. HR can help by recruiting, developing and retaining talent aligned with sustainability. Leadership should work across all functions and training should embed sustainability in all roles. Building a sustainability culture requires co-creation, grassroots efforts and long-term thinking.
Lean Introduction
Lean IntroductionFrancisco E Villafana The document provides an overview of Lean principles and tools to be presented at a Lean review meeting. It summarizes the purpose of Lean and outlines a potential 6-phase plan to implement Lean culture over 3-8 years, starting with initial application of tools and progressing to integrating Lean throughout the organization and establishing continuous improvement as the norm. Key aspects include educating all employees, addressing cultural barriers, focusing on eliminating waste, and developing Lean people and leadership.
Leadership and Management of Innovation (Eric James)
Leadership and Management of Innovation (Eric James)Eric James The leadership and management that supports and enables innovation can be a significant challenge. Being a truly effective leader involves a series of steps that are captured here in the INSPIRE framework. This involves working from the "inside out" (i.e., innovative leaders know that excellence starts with themselves), knowing the context, being able to effectively strategize, preparation, generating and integrating good ideas, re-examining the approach and executing plans effectively.
Leading with clarity rather than certainty
Leading with clarity rather than certaintyJody Holland Leading with Clarity Rather than Certainty – There are hosts of leaders in this world that are absolutely certain about being right, about the direction they are going, about who they are to the world. There are very few, however, that are truly clear on the right direction. Developing clarity in business enables a leader to make the right decisions for the right reasons. Only having certainty will cloud the judgment of a leader, often keeping them on the wrong path. As our businesses are developed, it is critical to be clear on what is best for all stakeholders.
It's not lean, it's agile at scale.. the Hoshin Kanri way
It's not lean, it's agile at scale.. the Hoshin Kanri wayPierre E. NEIS Nowadays, in the Agile world, we ask ourselves how to scale up.
Before Agile, Toyota used an approach called Hoshin Kanri to get aligned before start.
This is perhaps an interesting point for us to address?
At2012 chennai driving_changebyencouragingrightbehaviours_maheshv
At2012 chennai driving_changebyencouragingrightbehaviours_maheshvIndia Scrum Enthusiasts Community 1) The document discusses driving change from a traditional waterfall process to an agile process by focusing on encouraging the right behaviors and mindsets.
2) It emphasizes the importance of changing individual beliefs and focusing on thoughts, feelings, and values over just processes and targets.
3) Continuous learning and improvement are key to achieving agile transformation and high performance.
Lean Coaching Presentation
Lean Coaching PresentationCLT Valuebased Services This document discusses lean coaching and the human side of lean thinking. It presents the Wheel of Life tool for assessing one's current state and the Harada Method for setting goals and developing an action plan. The Harada Method uses forms and templates to guide people in achieving their goals in a self-reliant way. Lean coaching aims to develop leaders who can teach others to continuously identify and eliminate waste while improving processes. By improving individuals, organizations can also improve through developing more empowered, self-reliant, and results-focused people.
Building a culture_for_sustainability_dec_9_2015
Building a culture_for_sustainability_dec_9_2015Linda Morris Kelley Educate and inspire leaders and managers in every function in how to mainstream sustainability into all aspects of your corporate culture.
Developing lean leaders
Developing lean leadersMark Forkun This document discusses lean leadership and how to develop lean leaders. It defines lean leadership as focusing on respect for people and continuous improvement. Lean leaders go to the "gemba" or work area to understand processes, ask questions, generate ideas to improve, and act as coaches. Developing lean leaders requires an on-the-job approach over many years with a coach providing feedback and ensuring the leader is adding value. Toyota's approach involves senior leaders coaching subordinates through challenging projects to advance their skills.
Hrnv may-2015
Hrnv may-2015seemasolunke This document discusses various aspects of performance reviews and feedback. It begins by providing a brief historical context of performance reviews dating back to ancient China. It then discusses some of the common problems with traditional performance review systems, noting that many employees dread the process. The document advocates focusing reviews on future goals and plans rather than just past performance. It also suggests that while praise is good for newcomers, more experienced workers may prefer and benefit from more constructive criticism as it can help them improve and feel challenged. Overall, the key idea discussed is that the purpose of reviews and feedback should be to foster continued growth and goal pursuit, not just judgements of past performance.
Agile Beyond Software - Geelong lean pizza
Agile Beyond Software - Geelong lean pizzaEduardo Nofuentes This is the presentation used by Eduardo Nofuentes during the Geelong Lean Pizza event on November 10th.
Final Kaizen
Final KaizenDhaval Radia Kaizen is a Japanese philosophy of continuous improvement involving small, incremental changes on a regular basis. The philosophy is based on identifying problems, solving them at their source, and changing standards to prevent recurrence. Using kaizen, employees are encouraged to submit improvement suggestions, with over 90% typically being implemented. This leads to benefits like improved productivity, quality, safety, and customer satisfaction through the elimination of waste. Key principles of kaizen include a focus on customers, continuous improvement, self-discipline, acknowledging problems openly, and involving cross-functional teams.
Organizational Agility for Sustainable Competitive Advantage in VUCA
Organizational Agility for Sustainable Competitive Advantage in VUCASeta Wicaksana An Organization has an SCA when it is able to generate more customer value than competitive firms in its industry for the same set of products and service categories and when these other firms are unable to duplicate its effective strategy
At present, the pace of change feels relentless – new technology has changed our working lives beyond recognition and disrupted whole industries.
Many of us like to think that change is rare - we feel like it should be a one-off event, with a beginning and an end. The reality is that change is a constant state - nothing stays the same forever. If this seems daunting, agility is our friend.
Agility for Project Managers
Agility for Project ManagersKhaarthigha Subramanian This document discusses the concept of agility. It defines agility as the flexibility and ability of an organization to rapidly adapt and change direction. Being agile is about consistently adapting to solve clients' needs through collaboration, speed, and stability. It emphasizes being practical over practices and focusing on outcomes rather than outputs. The document advocates for people-oriented agility through empowerment and increasing the meaning of work. It also discusses embracing mistakes as learning opportunities and having adaptive leadership to respond quickly to changes.
PLC Research1 Slideshare
PLC Research1 Slidesharejoanneehopper The document describes an intermediate school district's efforts to implement a professional learning community (PLC) model across its diverse departments. It found that the district struggled to establish an urgent guiding team, develop a clear vision, communicate the need for change, empower staff, and celebrate short-term wins. While progress was made, challenges remained in fully implementing the PLC model and sustaining the changes over time throughout the organization.
Ad
More from Salvatore Cordiano (20)
Human bugs - Why is thinking hard - Tech Talk
Human bugs - Why is thinking hard - Tech TalkSalvatore Cordiano Bug umani. Perché pensare è faticoso?
Il racconto di un viaggio nella terra dei bias di un software engineer.
Nella vita lavorativa dei software engineer (SWE), i bias cognitivi sono presenze costanti e spesso invisibili. Questo talk esplorerà alcuni dei più comuni bias che affliggono i SWE attraverso il racconto delle esperienze quotidiane di vita vissuta.
Attestato Masterclass Kaospilot - The Art & Craft of Designing & Facilitating...
Attestato Masterclass Kaospilot - The Art & Craft of Designing & Facilitating...Salvatore Cordiano Attestato Masterclass Kaospilot - The Art & Craft of Designing & Facilitating Learning Spaces
Transformed: Moving to the Product Operating Model
Transformed: Moving to the Product Operating ModelSalvatore Cordiano Marty dives into the complex process of business transformation, highlighting both its anti-patterns and valuable lessons from successes.
The talk underscores the shift from mere ‘Agile’ labels to profound changes in building, problem-solving, and decision-making. He emphasizes transitioning from big releases to consistent cadences, evolving from stakeholder-driven roadmaps to empowered product teams, and redefining how companies prioritize threats and opportunities.
At its core, the transformation journey seeks to tap into the talent of your people to provide a machine for consistent innovation. This talk promises to provide a holistic view of company transformation, guiding product leaders on where they stand and where they need to head.
Executive Master in Business Administration
Executive Master in Business AdministrationSalvatore Cordiano Si attesta che Salvatore Cordiano ha frequentato e concluso con esito positivo e merito l'Executive Master in Business Administration
Facile.it Partner 🚀 Hackathon 2023 - What we learned
Facile.it Partner 🚀 Hackathon 2023 - What we learnedSalvatore Cordiano The document summarizes the outcomes of Facile.it Partner's 2023 hackathon. Some key points:
- The hackathon aimed to break down silos, foster collaboration, and promote a culture of sharing, creativity, and innovation.
- Activities included shadowing, brainstorming sessions, coding, prototyping, and team building. These resulted in ideas generated, issues solved, and code deployed.
- A rubber duck was used as the hackathon mascot to represent debugging techniques. Homemade gadgets with the company logo were also produced.
- The hackathon scope was expanded to ensure knowledge sharing and collaboration by involving sales accounts throughout the process.
- The
Accrescere la motivazione per raggiungere gli obiettivi
Accrescere la motivazione per raggiungere gli obiettiviSalvatore Cordiano Accrescere la motivazione per raggiungere gli obiettivi
Migliora le prestazioni dei tuoi collaboratori
Migliora le prestazioni dei tuoi collaboratoriSalvatore Cordiano Migliora le prestazioni dei tuoi collaboratori
Delivering Effective Feedback - FP Talks
Delivering Effective Feedback - FP TalksSalvatore Cordiano This document provides guidance on delivering effective feedback in 3 sentences or less:
The document defines feedback as helpful information or criticism given to improve performance and outlines key components of effective feedback, including asking permission, being specific, kind, empathetic, and timely. It also recommends using a feedback equation of observing a behavior, describing its impact, and asking a question to make feedback actionable. The overall message is that feedback should be a two-way dialogue to understand different perspectives and help the recipient improve.
No Silver Bullet - Essence and Accident in Software Engineering
No Silver Bullet - Essence and Accident in Software EngineeringSalvatore Cordiano Frederick P. Brooks, Jr.
University of North Carolina at Chapel Hill
There is no single development, in either technology or management
technique, which by itself promises even one order-of-magnitude
improvement within a decade in productivity, in reliability, in simplicity.
Facile.it Partner Hackathon - What we learned
Facile.it Partner Hackathon - What we learnedSalvatore Cordiano The document summarizes a recent hackathon held by Facile.it Partner from May 9-12, 2022. It discusses the vision for the hackathon as an opportunity for cross-functional teams to solve problems in a new way. The hackathon utilized a new format of separating the problem and solution spaces. It involved 30 participants across 5 cross-functional teams who worked to identify issues, present solutions, and code implementations. The "Doctor Shark" team won the competition with 61 points by identifying issues, giving pitches, participating in team-building, and implementing the most story points worth of solutions. The hackathon aimed to foster a mindset of continuous problem solving across teams.
FP Hackathon - Closing, remarks and awards ceremony
FP Hackathon - Closing, remarks and awards ceremonySalvatore Cordiano The document summarizes an FP Hackathon that took place from 9-12 May 2022. It discusses improvements from the 2021 to 2022 event, including an increase in participants from 30 to 55 and the use of a Miro board instead of a wall board. The top three winning teams were announced, with Doctor Shark taking first place. The hackathon aimed to develop solutions to reduce inbound calls, increase autonomy, and improve user experience for collaborators.
Facile.it Partner Hackathon 2022
Facile.it Partner Hackathon 2022Salvatore Cordiano Today we started our 2nd internal #hackathon, introducing new approaches to complexity dealing. We propose to adopt the "Manifesto for Slow Thinking", even if we are in a time-bound competition.
According to my perspective, a #SlowThinking mindset enables empathy, critical thinking, humbleness, feedback, and emotional intelligence.
Remarks about Ownership
Remarks about OwnershipSalvatore Cordiano Ownership is about taking the initiative to do the right thing. It’s about taking the bull by the horns, driving the process and not assuming it is someone else’s responsibility.
Introducing Eisenhower Matrix
Introducing Eisenhower MatrixSalvatore Cordiano The Eisenhower Matrix is a time management tool based on strategies used by Dwight D. Eisenhower to prioritize tasks. It divides tasks into four quadrants based on their urgency and importance: tasks that are both urgent and important should be completed immediately; important non-urgent tasks can be scheduled; unimportant tasks should be avoided or delegated; and urgent but unimportant tasks can be delegated to others. The matrix provides a simple framework to evaluate tasks and determine the best way to manage workload and priorities.
Ad
Recently uploaded (20)
Level 1-Safety.pptx Presentation of Electrical Safety
Level 1-Safety.pptx Presentation of Electrical SafetyJoseAlbertoCariasDel Level 1-Safety.pptx Presentation of Electrical Safety
π0.5: a Vision-Language-Action Model with Open-World Generalization
π0.5: a Vision-Language-Action Model with Open-World GeneralizationNABLAS株式会社 今回の資料「Transfusion / π0 / π0.5」は、画像・言語・アクションを統合するロボット基盤モデルについて紹介しています。
拡散×自己回帰を融合したTransformerをベースに、π0.5ではオープンワールドでの推論・計画も可能に。
This presentation introduces robot foundation models that integrate vision, language, and action.
Built on a Transformer combining diffusion and autoregression, π0.5 enables reasoning and planning in open-world settings.
Degree_of_Automation.pdf for Instrumentation and industrial specialist
Degree_of_Automation.pdf for Instrumentation and industrial specialistshreyabhosale19 degree of Automation for industrial and Instrumentation learners.
DATA-DRIVEN SHOULDER INVERSE KINEMATICS YoungBeom Kim1 , Byung-Ha Park1 , Kwa...
DATA-DRIVEN SHOULDER INVERSE KINEMATICS YoungBeom Kim1 , Byung-Ha Park1 , Kwa...charlesdick1345 This paper proposes a shoulder inverse kinematics (IK) technique. Shoulder complex is comprised of the sternum, clavicle, ribs, scapula, humerus, and four joints.
DT REPORT by Tech titan GROUP to introduce the subject design Thinking
DT REPORT by Tech titan GROUP to introduce the subject design ThinkingDhruvChotaliya2 This a Report of a Design Thinking
Raish Khanji GTU 8th sem Internship Report.pdf
Raish Khanji GTU 8th sem Internship Report.pdfRaishKhanji This report details the practical experiences gained during an internship at Indo German Tool
Room, Ahmedabad. The internship provided hands-on training in various manufacturing technologies, encompassing both conventional and advanced techniques. Significant emphasis was placed on machining processes, including operation and fundamental
understanding of lathe and milling machines. Furthermore, the internship incorporated
modern welding technology, notably through the application of an Augmented Reality (AR)
simulator, offering a safe and effective environment for skill development. Exposure to
industrial automation was achieved through practical exercises in Programmable Logic Controllers (PLCs) using Siemens TIA software and direct operation of industrial robots
utilizing teach pendants. The principles and practical aspects of Computer Numerical Control
(CNC) technology were also explored. Complementing these manufacturing processes, the
internship included extensive application of SolidWorks software for design and modeling tasks. This comprehensive practical training has provided a foundational understanding of
key aspects of modern manufacturing and design, enhancing the technical proficiency and readiness for future engineering endeavors.
Process Parameter Optimization for Minimizing Springback in Cold Drawing Proc...
Process Parameter Optimization for Minimizing Springback in Cold Drawing Proc...Journal of Soft Computing in Civil Engineering In tube drawing process, a tube is pulled out through a die and a plug to reduce its diameter and thickness as per the requirement. Dimensional accuracy of cold drawn tubes plays a vital role in the further quality of end products and controlling rejection in manufacturing processes of these end products. Springback phenomenon is the elastic strain recovery after removal of forming loads, causes geometrical inaccuracies in drawn tubes. Further, this leads to difficulty in achieving close dimensional tolerances. In the present work springback of EN 8 D tube material is studied for various cold drawing parameters. The process parameters in this work include die semi-angle, land width and drawing speed. The experimentation is done using Taguchi’s L36 orthogonal array, and then optimization is done in data analysis software Minitab 17. The results of ANOVA shows that 15 degrees die semi-angle,5 mm land width and 6 m/min drawing speed yields least springback. Furthermore, optimization algorithms named Particle Swarm Optimization (PSO), Simulated Annealing (SA) and Genetic Algorithm (GA) are applied which shows that 15 degrees die semi-angle, 10 mm land width and 8 m/min drawing speed results in minimal springback with almost 10.5 % improvement. Finally, the results of experimentation are validated with Finite Element Analysis technique using ANSYS.
Development of MLR, ANN and ANFIS Models for Estimation of PCUs at Different ...
Development of MLR, ANN and ANFIS Models for Estimation of PCUs at Different ...Journal of Soft Computing in Civil Engineering Passenger car unit (PCU) of a vehicle type depends on vehicular characteristics, stream characteristics, roadway characteristics, environmental factors, climate conditions and control conditions. Keeping in view various factors affecting PCU, a model was developed taking a volume to capacity ratio and percentage share of particular vehicle type as independent parameters. A microscopic traffic simulation model VISSIM has been used in present study for generating traffic flow data which some time very difficult to obtain from field survey. A comparison study was carried out with the purpose of verifying when the adaptive neuro-fuzzy inference system (ANFIS), artificial neural network (ANN) and multiple linear regression (MLR) models are appropriate for prediction of PCUs of different vehicle types. From the results observed that ANFIS model estimates were closer to the corresponding simulated PCU values compared to MLR and ANN models. It is concluded that the ANFIS model showed greater potential in predicting PCUs from v/c ratio and proportional share for all type of vehicles whereas MLR and ANN models did not perform well.
Lidar for Autonomous Driving, LiDAR Mapping for Driverless Cars.pptx
Lidar for Autonomous Driving, LiDAR Mapping for Driverless Cars.pptxRishavKumar530754 LiDAR-Based System for Autonomous Cars
Autonomous Driving with LiDAR Tech
LiDAR Integration in Self-Driving Cars
Self-Driving Vehicles Using LiDAR
LiDAR Mapping for Driverless Cars
IntroSlides-April-BuildWithAI-VertexAI.pdf
IntroSlides-April-BuildWithAI-VertexAI.pdfLuiz Carneiro ☁️ GDG Cloud Munich: Build With AI Workshop - Introduction to Vertex AI! ☁️
Join us for an exciting #BuildWithAi workshop on the 28th of April, 2025 at the Google Office in Munich!
Dive into the world of AI with our "Introduction to Vertex AI" session, presented by Google Cloud expert Randy Gupta.
Compiler Design_Lexical Analysis phase.pptx
Compiler Design_Lexical Analysis phase.pptxRushaliDeshmukh2 The role of the lexical analyzer
Specification of tokens
Finite state machines
From a regular expressions to an NFA
Convert NFA to DFA
Transforming grammars and regular expressions
Transforming automata to grammars
Language for specifying lexical analyzers
some basics electrical and electronics knowledge
some basics electrical and electronics knowledgenguyentrungdo88 This chapter discribe about common electrical divices such as passive component, the internaltional system unit and international system prefixes.
15th International Conference on Computer Science, Engineering and Applicatio...
15th International Conference on Computer Science, Engineering and Applicatio...IJCSES Journal #computerscience #programming #coding #technology #programmer #python #computer #developer #tech #coder #javascript #java #codinglife #html #code #softwaredeveloper #webdeveloper #software #cybersecurity #linux #computerengineering #webdevelopment #softwareengineer #machinelearning #hacking #engineering #datascience #css #programmers #pythonprogramming
Process Parameter Optimization for Minimizing Springback in Cold Drawing Proc...
Process Parameter Optimization for Minimizing Springback in Cold Drawing Proc...Journal of Soft Computing in Civil Engineering
Development of MLR, ANN and ANFIS Models for Estimation of PCUs at Different ...
Development of MLR, ANN and ANFIS Models for Estimation of PCUs at Different ...Journal of Soft Computing in Civil Engineering
Introducing Kaizen
- 1. Introducing Kaizen FP IT Teams
- 2. What is Kaizen? The Japanese word "kaizen" means change (kai) to become good (zen). Kaizen means improvement. Improvements without spending much money, involving everyone from managers to employees, using much common sense. Kaizen is on-going and never-ending improvement process.
- 3. Speak with data ● Kaizen is a problem solving process. ● The problem must be understood and recognized. ● Solving a problem without data is not a scientific or objective approach. ● Collecting, verifying and analyzing data for improvement is vital.
- 4. What are “kaizen eyes”? "Kaizen eyes" means observing everything to identify something that you could improve.
- 5. Working environment ● Skills and motivation are fundamental to success. ● We have to strive to maintain a working environment in which all people can thrive and have the opportunity to meet their potential.
- 6. The Adriano Olivetti way ● The focus of each one is on the motivational drive and sense of belonging. ● The benefit to the whole and the individual will become one in the long run.
- 7. Kaizen culture (1) In kaizen culture the workforce is empowered. Individuals feel free to take action; free to do the right thing. They spontaneously swarm on problems, discuss options, and implement fixes and improvements. In a kaizen culture, the workforce is without fear. The underlying norm is for management to be tolerant of failure if the experimentation and innovation was in the name of process and performance improvement.
- 8. Kaizen culture (2) In a kaizen culture, individuals are free (within some limits) to self-organize around the work they do and how they do it. Visual controls and signals are evident, and work tasks are generally volunteered for rather than assigned by a superior. Source: David Anderson