Costas Markides, Professor of Strategy and Entrepreneurship, presented on how the technologies of social era are changing the way we do business, at London Business School's flagship event, the Global Leadership Summit.
Learn more about what happened at #2014GLS: http://bit.ly/1tI2kNn
Learn more about the Global Leadership Summit: http://gls.london.edu
HR Webinar: HR Service Delivery in a Multi-Generational Workforce: One Workfo...Ascentis
Generational boundaries are usually determined based on fundamental, almost wrenching changes in a group of individuals’ collective behavior and motivations. Nowhere are these changes more in evidence than the average 36% of workers’ waking hours that are spent on the job. But how do smart HR professionals design a service delivery ecosystem that appeals to everyone, improves employment brand, and reinforces the twin Talent Management objectives of retention and engagement?
In this session, we will review the generational characteristics, service delivery modalities and its impact on employment brand and technology enablement for a geographically diverse workforce.
Science in the context of journals, Open, and the futureBenjamin Laken
The state of science, journals, peer-review, thoughts on Open Science, reproducibility, and Science 2.0.
Accompanying article at https://thewinnower.com/papers/open-evolution-and-revolution-in-science
The presenter discussed how social media and new technologies are changing healthcare marketing and communications. Some key points:
- Social media tools like Facebook, LinkedIn, blogs and videos are increasingly popular ways for people to get information and connect with each other.
- Younger generations, called "Net Gen", expect more freedom, customization, collaboration and speed in their work and daily lives. Healthcare marketers need to understand these changing expectations.
- Marketers should use social media to build relationships, boost their reputation and expertise, and engage customers in conversations to stay relevant in today's fast-changing environment.
- The first steps are to educate yourself on various social media tools, create online profiles, start
This document discusses how change is impacting everyone's lives and businesses. It provides tips for dealing with change, such as innovating continuously and integrating across communication channels. Key business leaders like Apple, Amazon, Nike and Walmart are used as examples of companies innovating to remain leaders. While technology provides opportunities, it can also be distracting. The future of mail and newspapers involves continuing declines in print that requires businesses to integrate across new platforms. The overall message is to embrace change and drive innovation and integration.
Visitors and Residents: useful social media in librariesNed Potter
A keynote for the Interlend 2015 Conference. Blog post explaining these slides in more detail at: http://www.ned-potter.com/blog/visitors-and-residents-useful-social-media-in-libraries.
The Digital Natives myth is readily accepted but ultimately damaging. As students (and staff) come into our higher education system, to make blanket assumptions about their abilities with or understandings of technology based only on their date of birth is to do them a disservice.
An alternative way to explore peoples' use of the net is the Visitors and Residents model from Le Cornu and White (first brought to my attention by Donna Lanclos). I find this a proplerly useful way of thinking, which can help us as libraries provide geniunely useful social media for our users, whether they are in Visitor mode or Resident mode.
This presentation explores why the Digital Natives theory is a bust, introduces V&R, looks at the use of YouTube, Instagram, Twitter and Blogs by libraries, and provides links to more detailed papers on Digital Natives, Visitors and Residents, and other insightful viewpoints.
Indiana Association of Realtors Presentation - Surviving and Thriving In A Di...Brad Bierwagen
A presentation I gave to the the Indiana Association of Realtors on Leadership in the Digital Age .
Too often in organizations, the paradigm and approach to Digital Technologies are off -base and lead to frustration rather than organizational growth. Learn the important distinctions in paradigm that those who are successful take.
What do today's restaurant workers really look for when looking for a job? Just how important are mobile and career mobility to keeping them happy? Where's the best place to start making changes?
Play our on-demand webinar to get exclusive insight into the minds and motivations of your newest workforce from leading HR/talent guru, Steve Boese, and to:
- Define Gen Y+Z workers and what's so different about how you need to manage them
-Find out when to prepare for talent surplus and talent scarcity over the next few years
- Learn which benefits have the biggest impact and where to focus your recruiting
- See examples from "Best Places to Work"-type companies and why they work so well
- Get specific recruiting and retention tips that'll cut costs and maximize guest satisfaction
The document discusses several trends related to the changing global landscape including the rise of hyper-connectivity, increasing amounts of information, democratization of content creation, growth of self-publishing, need for connectivity, skills gaps, development of abilities, importance of creativity and stories, failure and habits. Key themes are the need to constantly learn and adapt skills, think differently, develop a competitive advantage and stand out as average is over in today's world.
HR Webinar: HR Service Delivery in a Multi-Generational Workforce: One Workfo...Ascentis
Generational boundaries are usually determined based on fundamental, almost wrenching changes in a group of individuals’ collective behavior and motivations. Nowhere are these changes more in evidence than the average 36% of workers’ waking hours that are spent on the job. But how do smart HR professionals design a service delivery ecosystem that appeals to everyone, improves employment brand, and reinforces the twin Talent Management objectives of retention and engagement?
In this session, we will review the generational characteristics, service delivery modalities and its impact on employment brand and technology enablement for a geographically diverse workforce.
Science in the context of journals, Open, and the futureBenjamin Laken
The state of science, journals, peer-review, thoughts on Open Science, reproducibility, and Science 2.0.
Accompanying article at https://thewinnower.com/papers/open-evolution-and-revolution-in-science
The presenter discussed how social media and new technologies are changing healthcare marketing and communications. Some key points:
- Social media tools like Facebook, LinkedIn, blogs and videos are increasingly popular ways for people to get information and connect with each other.
- Younger generations, called "Net Gen", expect more freedom, customization, collaboration and speed in their work and daily lives. Healthcare marketers need to understand these changing expectations.
- Marketers should use social media to build relationships, boost their reputation and expertise, and engage customers in conversations to stay relevant in today's fast-changing environment.
- The first steps are to educate yourself on various social media tools, create online profiles, start
This document discusses how change is impacting everyone's lives and businesses. It provides tips for dealing with change, such as innovating continuously and integrating across communication channels. Key business leaders like Apple, Amazon, Nike and Walmart are used as examples of companies innovating to remain leaders. While technology provides opportunities, it can also be distracting. The future of mail and newspapers involves continuing declines in print that requires businesses to integrate across new platforms. The overall message is to embrace change and drive innovation and integration.
Visitors and Residents: useful social media in librariesNed Potter
A keynote for the Interlend 2015 Conference. Blog post explaining these slides in more detail at: http://www.ned-potter.com/blog/visitors-and-residents-useful-social-media-in-libraries.
The Digital Natives myth is readily accepted but ultimately damaging. As students (and staff) come into our higher education system, to make blanket assumptions about their abilities with or understandings of technology based only on their date of birth is to do them a disservice.
An alternative way to explore peoples' use of the net is the Visitors and Residents model from Le Cornu and White (first brought to my attention by Donna Lanclos). I find this a proplerly useful way of thinking, which can help us as libraries provide geniunely useful social media for our users, whether they are in Visitor mode or Resident mode.
This presentation explores why the Digital Natives theory is a bust, introduces V&R, looks at the use of YouTube, Instagram, Twitter and Blogs by libraries, and provides links to more detailed papers on Digital Natives, Visitors and Residents, and other insightful viewpoints.
Indiana Association of Realtors Presentation - Surviving and Thriving In A Di...Brad Bierwagen
A presentation I gave to the the Indiana Association of Realtors on Leadership in the Digital Age .
Too often in organizations, the paradigm and approach to Digital Technologies are off -base and lead to frustration rather than organizational growth. Learn the important distinctions in paradigm that those who are successful take.
What do today's restaurant workers really look for when looking for a job? Just how important are mobile and career mobility to keeping them happy? Where's the best place to start making changes?
Play our on-demand webinar to get exclusive insight into the minds and motivations of your newest workforce from leading HR/talent guru, Steve Boese, and to:
- Define Gen Y+Z workers and what's so different about how you need to manage them
-Find out when to prepare for talent surplus and talent scarcity over the next few years
- Learn which benefits have the biggest impact and where to focus your recruiting
- See examples from "Best Places to Work"-type companies and why they work so well
- Get specific recruiting and retention tips that'll cut costs and maximize guest satisfaction
The document discusses several trends related to the changing global landscape including the rise of hyper-connectivity, increasing amounts of information, democratization of content creation, growth of self-publishing, need for connectivity, skills gaps, development of abilities, importance of creativity and stories, failure and habits. Key themes are the need to constantly learn and adapt skills, think differently, develop a competitive advantage and stand out as average is over in today's world.
This document discusses the future of libraries and how they must change and adapt to remain relevant. It argues that libraries need to shift their focus from books to becoming knowledge portals that emphasize learning, discovery, and community. Libraries should expand their social media programs and digital offerings while also improving their understanding of users through analytics. Specific strategies proposed include reorganizing libraries' front and back rooms, branding in key areas like education, and emphasizing quality online content and resources over physical books. The document advocates for libraries to take a more user-centric, socially-focused, and innovative approach to remain vital institutions in the 21st century.
The document discusses the core purpose of libraries and how they can remain relevant. It highlights that libraries provide economic, educational, and social benefits to communities. It also provides strategies for libraries to better understand user needs and engage with users through innovative services and programs.
Lowell, WA-Hoyt, and other North Tacoma schools were invited to participate in a parent workshop on Digital Citizenship. Links in slides are to resources shared.
Soccnx10 Man versus Machine – A Story About Embracing Innovation Femke Goedhart
Presentation as given on June 7th in Toronto by Francie Tanner & Femke Goedhart:
Technology and innovation impacts every industry, line of business and profession in ways we could not imagine even 50 years ago. While IT is meant to make things more efficient, the pace of IT evolution makes it hard to think of the future as being “easier”. History shows that companies which are unable to innovate are driven out of the market, which leaves adoption as a central key to dealing with that new social platform, CRM and other innovation. But how do you get people to embrace change? Some people claim that adoption is a purely human affair where it’s all about people, while others believe that adoption should be technology driven and enforced in an automated way. Join Femke Goedhart and Francie Tanner and learn all about adoption tools, methods and strategies that will help you make any new deployment a measurable success.
What comes after higher education? A road map of the non-traditional pathways university graduates follow to fulfill their dreams; and what this means for tomorrow's higher education industry in the context of the greater economy.
20 quotes from Larry Page...Just analyzing Larry Page’s quotes from the past ten years is a guidebook for “billion person success” and for personal success.
Stephen Abram presented on how libraries must change strategies to prepare for the future. He discussed how users, learning, mobility, and government have all changed significantly with technology advances. Abram argued that libraries need to focus on discovery, ideas, and being emboldened to create the future, rather than feeling like victims of change. He suggested strategies like knowledge portals, focusing on learning outcomes, and understanding new formats like e-books and streaming media. Abram concluded by urging libraries to attempt ambitious new strategies without fear of failure.
Millennials are not waiting for you to get your act together... If your processes and tools and communication are not simple and fast... They'll make them so, without you!
The document discusses how libraries and education must change strategies to adapt to 21st century needs. It notes the shift from physical collections and buildings to digital content access and online communities. Transliteracy skills are emphasized over basic reading. Mobility and ubiquitous broadband access are changing user expectations and behaviors. Ebooks and e-readers are discussed as part of the transition from printed books. Strategic use of analytics and understanding user experiences are presented as ways to improve virtual library services and ensure learning and discovery are occurring for users. An emphasis is placed on partnerships and embracing change rather than relying on past strategies.
Pp social media knowledge sharing inholland 29jan13misscomm
- 2/3 of professionals keep knowledge close while 1/4 do not share at all
- The document discusses knowledge sharing within organizations and how using social media can help improve knowledge sharing. It provides data on social media usage among Dutch professionals and Inholland employees.
- Several hypotheses are proposed about how increased social media usage can positively impact finding information, finding experts, sharing with external contacts, and sharing tacit knowledge, which can ultimately improve performance as a knowledge worker. The key is that social media usage should be actively encouraged and integrated within organizations to maximize its benefits for knowledge sharing.
Bob Sutton author of "Scaling Up Excellence" & “Good Boss Bad Boss” says. “But, if you want to see real innovation, often you have to hire defiant rule-breakers who don’t think much of corporate culture.”
How to cultivate Positive Deviants in your organization who can drive the change and innovation you need to keep your business ahead in the market.
“When it comes to the future, there are three kinds of people: those who let it happen, those who make it happen, and those who wonder what happened.”
-- John M. Richardson, Jr.
The rate of change that both customers and businesses have to deal with today, is nothing short of phenomenal. Now imagine the world that the children of today and your customers of tomorrow are going to grow up in…
Delving into the Net Generation and the Next Net Generation, this keynote is a trip into the future, through the eyes of the children that will grow up in it. Part inspiring, part scary - Future Kids Future Customers is an in-depth examination of how our culture will become affected by the technology around us and the social and market changes it is causing. It will make you re-look at your business model, re-examine your customer service strategy, re-invent your products and re-convene your strategy team.
The future waits for no one. Better to be prepared.
The document discusses how social networking and the internet are changing recruitment strategies. It notes that people are more mobile and able to find jobs across borders due to new technologies. Companies need to develop competitive advantages to attract talent from a wider pool online through creative sourcing strategies and developing a strong employer brand on the internet and social media. The recruitment landscape is shifting from traditional job boards to a more social model as networking sites continue growing in importance and connectivity.
This document summarizes The Data Science Handbook, which contains interviews with 25 leading data scientists. It provides career advice and insights into data science. The foreword discusses how data science has grown from a niche field to one with global impact. It introduces some of the data scientists interviewed in the book who helped establish the field. Their stories provide guidance for others looking to enter data science.
Teaching information: from Google Search to Big DataMartin Patrick
The Internet is the biggest store of information the world has ever known and will be more and more central to eco- nomic activity in the future. All this information and activity comes at a price: surveys routinely show that employers are underwhelmed by young people’s information skills. In this session we will explore web-based resources that can help students better master information technology and skills us- ing resources freely available online. Together we will talk about ideas to use these resources to augment curricula, and
briefly explore the next big thing in information: Big Data.
The document summarizes key events from the //oneweek conference at Microsoft in 2015. It discusses Satya Nadella's Q&A where he emphasized fostering innovation and focusing on what makes Microsoft unique. It also describes various products and speakers presented at the conference, including the Windows 10 launch, startup ideas, and how playing video games can benefit people's well-being. Overall it highlights a shift towards a growth mindset at Microsoft to empower employees and deliver meaningful innovations.
This document summarizes Stephen Abram's presentation on the changing nature of libraries and information needs. He discusses how everything related to libraries is changing, including books, media, collections, and the roles of librarians. Technology is advancing rapidly, with impacts like ebooks, mobile devices, and broadband access changing how users interact with information. Abram emphasizes that libraries must adapt to these changes and focus on meeting evolving user needs to remain relevant into the future.
Rabobank reported net profit of EUR 1,080 million for the first half of 2014, a decrease of 3% compared to the same period in 2013. Net profit increased in all business lines except Rabo Real Estate Group. Bad debt costs increased 7% to EUR 1,188 million but remained moderate at 54 basis points of average risk-weighted assets. Capital ratios remained at comfortable levels above requirements with a Common Equity Tier 1 ratio of 12.6% and a Total Capital Ratio of 19.7%.
Strategy execution requires measurable actions and key performance indicators (KPIs). The document discusses translating strategy into actions through 6 best practices: skilled managers, engaged people and culture, strategy focus, individual objectives, support for managers, and performance-related pay. It emphasizes that strategy execution is an ongoing process that requires continuous measurement and attention to ensure the strategy is effectively implemented.
Storytelling is crucial to communicate a strategy. Here's a review from of The Execution Shortcut, reproduced by kind permission of the Institute of Internal Communication.
This document discusses the future of libraries and how they must change and adapt to remain relevant. It argues that libraries need to shift their focus from books to becoming knowledge portals that emphasize learning, discovery, and community. Libraries should expand their social media programs and digital offerings while also improving their understanding of users through analytics. Specific strategies proposed include reorganizing libraries' front and back rooms, branding in key areas like education, and emphasizing quality online content and resources over physical books. The document advocates for libraries to take a more user-centric, socially-focused, and innovative approach to remain vital institutions in the 21st century.
The document discusses the core purpose of libraries and how they can remain relevant. It highlights that libraries provide economic, educational, and social benefits to communities. It also provides strategies for libraries to better understand user needs and engage with users through innovative services and programs.
Lowell, WA-Hoyt, and other North Tacoma schools were invited to participate in a parent workshop on Digital Citizenship. Links in slides are to resources shared.
Soccnx10 Man versus Machine – A Story About Embracing Innovation Femke Goedhart
Presentation as given on June 7th in Toronto by Francie Tanner & Femke Goedhart:
Technology and innovation impacts every industry, line of business and profession in ways we could not imagine even 50 years ago. While IT is meant to make things more efficient, the pace of IT evolution makes it hard to think of the future as being “easier”. History shows that companies which are unable to innovate are driven out of the market, which leaves adoption as a central key to dealing with that new social platform, CRM and other innovation. But how do you get people to embrace change? Some people claim that adoption is a purely human affair where it’s all about people, while others believe that adoption should be technology driven and enforced in an automated way. Join Femke Goedhart and Francie Tanner and learn all about adoption tools, methods and strategies that will help you make any new deployment a measurable success.
What comes after higher education? A road map of the non-traditional pathways university graduates follow to fulfill their dreams; and what this means for tomorrow's higher education industry in the context of the greater economy.
20 quotes from Larry Page...Just analyzing Larry Page’s quotes from the past ten years is a guidebook for “billion person success” and for personal success.
Stephen Abram presented on how libraries must change strategies to prepare for the future. He discussed how users, learning, mobility, and government have all changed significantly with technology advances. Abram argued that libraries need to focus on discovery, ideas, and being emboldened to create the future, rather than feeling like victims of change. He suggested strategies like knowledge portals, focusing on learning outcomes, and understanding new formats like e-books and streaming media. Abram concluded by urging libraries to attempt ambitious new strategies without fear of failure.
Millennials are not waiting for you to get your act together... If your processes and tools and communication are not simple and fast... They'll make them so, without you!
The document discusses how libraries and education must change strategies to adapt to 21st century needs. It notes the shift from physical collections and buildings to digital content access and online communities. Transliteracy skills are emphasized over basic reading. Mobility and ubiquitous broadband access are changing user expectations and behaviors. Ebooks and e-readers are discussed as part of the transition from printed books. Strategic use of analytics and understanding user experiences are presented as ways to improve virtual library services and ensure learning and discovery are occurring for users. An emphasis is placed on partnerships and embracing change rather than relying on past strategies.
Pp social media knowledge sharing inholland 29jan13misscomm
- 2/3 of professionals keep knowledge close while 1/4 do not share at all
- The document discusses knowledge sharing within organizations and how using social media can help improve knowledge sharing. It provides data on social media usage among Dutch professionals and Inholland employees.
- Several hypotheses are proposed about how increased social media usage can positively impact finding information, finding experts, sharing with external contacts, and sharing tacit knowledge, which can ultimately improve performance as a knowledge worker. The key is that social media usage should be actively encouraged and integrated within organizations to maximize its benefits for knowledge sharing.
Bob Sutton author of "Scaling Up Excellence" & “Good Boss Bad Boss” says. “But, if you want to see real innovation, often you have to hire defiant rule-breakers who don’t think much of corporate culture.”
How to cultivate Positive Deviants in your organization who can drive the change and innovation you need to keep your business ahead in the market.
“When it comes to the future, there are three kinds of people: those who let it happen, those who make it happen, and those who wonder what happened.”
-- John M. Richardson, Jr.
The rate of change that both customers and businesses have to deal with today, is nothing short of phenomenal. Now imagine the world that the children of today and your customers of tomorrow are going to grow up in…
Delving into the Net Generation and the Next Net Generation, this keynote is a trip into the future, through the eyes of the children that will grow up in it. Part inspiring, part scary - Future Kids Future Customers is an in-depth examination of how our culture will become affected by the technology around us and the social and market changes it is causing. It will make you re-look at your business model, re-examine your customer service strategy, re-invent your products and re-convene your strategy team.
The future waits for no one. Better to be prepared.
The document discusses how social networking and the internet are changing recruitment strategies. It notes that people are more mobile and able to find jobs across borders due to new technologies. Companies need to develop competitive advantages to attract talent from a wider pool online through creative sourcing strategies and developing a strong employer brand on the internet and social media. The recruitment landscape is shifting from traditional job boards to a more social model as networking sites continue growing in importance and connectivity.
This document summarizes The Data Science Handbook, which contains interviews with 25 leading data scientists. It provides career advice and insights into data science. The foreword discusses how data science has grown from a niche field to one with global impact. It introduces some of the data scientists interviewed in the book who helped establish the field. Their stories provide guidance for others looking to enter data science.
Teaching information: from Google Search to Big DataMartin Patrick
The Internet is the biggest store of information the world has ever known and will be more and more central to eco- nomic activity in the future. All this information and activity comes at a price: surveys routinely show that employers are underwhelmed by young people’s information skills. In this session we will explore web-based resources that can help students better master information technology and skills us- ing resources freely available online. Together we will talk about ideas to use these resources to augment curricula, and
briefly explore the next big thing in information: Big Data.
The document summarizes key events from the //oneweek conference at Microsoft in 2015. It discusses Satya Nadella's Q&A where he emphasized fostering innovation and focusing on what makes Microsoft unique. It also describes various products and speakers presented at the conference, including the Windows 10 launch, startup ideas, and how playing video games can benefit people's well-being. Overall it highlights a shift towards a growth mindset at Microsoft to empower employees and deliver meaningful innovations.
This document summarizes Stephen Abram's presentation on the changing nature of libraries and information needs. He discusses how everything related to libraries is changing, including books, media, collections, and the roles of librarians. Technology is advancing rapidly, with impacts like ebooks, mobile devices, and broadband access changing how users interact with information. Abram emphasizes that libraries must adapt to these changes and focus on meeting evolving user needs to remain relevant into the future.
Rabobank reported net profit of EUR 1,080 million for the first half of 2014, a decrease of 3% compared to the same period in 2013. Net profit increased in all business lines except Rabo Real Estate Group. Bad debt costs increased 7% to EUR 1,188 million but remained moderate at 54 basis points of average risk-weighted assets. Capital ratios remained at comfortable levels above requirements with a Common Equity Tier 1 ratio of 12.6% and a Total Capital Ratio of 19.7%.
Strategy execution requires measurable actions and key performance indicators (KPIs). The document discusses translating strategy into actions through 6 best practices: skilled managers, engaged people and culture, strategy focus, individual objectives, support for managers, and performance-related pay. It emphasizes that strategy execution is an ongoing process that requires continuous measurement and attention to ensure the strategy is effectively implemented.
Storytelling is crucial to communicate a strategy. Here's a review from of The Execution Shortcut, reproduced by kind permission of the Institute of Internal Communication.
The document summarizes a presentation by Jeroen De Flander given at an annual conference on March 29, 2011. The presentation focused on (1) defining strategic innovation and strategy execution, (2) identifying common problems with strategy execution, and (3) explaining why "Strategy Execution Heroes" are needed to close the gap between strategy development and implementation. It also provided insights and recommendations for improving an organization's strategy execution abilities.
Strategy_Execution_as_a_competitive_advantage:_slides_Egypt_event_Jeroen_De_F...Jeroen De Flander
These are my 70+ slides from the Egypt event "Next generation Strategy". Speakers are Roger Martin, Costas Markides, Michael Porter and Jeroen De Flander.
Backbase Webinar: Next Level Mobile Banking Backbase
This document discusses next level mobile banking and contextual customer engagement. It promotes pursuing an omni-channel delivery model to provide seamless customer experiences across any device. This requires moving from separate "channel islands" to an integrated omni-channel platform with dynamic forms and processes. The document also stresses designing for instant customer journeys and contextual engagement through understanding customer context with rules and artificial intelligence. The goal is creating win-win experiences for customers and banks.
London Business School - senior executive programmeJeroen De Flander
This document discusses strategy execution and provides tips for improving it. It emphasizes that a strategy is only as good as its execution, and that successful execution requires setting up an organizational environment that aligns with and drives the strategy. This includes focusing on structure and processes, culture and values, people, and measurements and incentives. It also stresses the importance of effectively communicating the strategy to build knowledge and engagement throughout the organization.
The Strategy Execution Barometer is the largest strategy implementation benchmark in the world. It offers actionable, fact-based information to improve the strategy execution approach. This document offers an introduction.
Strategy Morning with Jeroen De Flander in Dubai 2013Pedro S. Pereira
Jeroen De Flander is a seasoned international strategy execution expert, top executive coach, seminar leader and highly regarded keynote speaker. He helped more than 21,000+ managers in 30 countries master the necessary execution skills, including the USA, Brazil, Venezuela, Malaysia, Spain, Italy, Chile, Jordan, Russia, Estland, the Netherlands, France, the UK, Germany, China, Dubai, Peru, Kuwait, Croatia, Norway, Korea and Belgium. He shared the stage with strategy gurus like Michael Porter, Costas Markides and Roger Martin, three of the world’s top 50 thinkers.
This document discusses agricultural finance and risk management. It provides examples of different agricultural finance structures like emerging farmer finance schemes, value chain finance, warehouse receipt finance, and crop promissory receipt finance. It also discusses key risks in agriculture like weather, pests, and price/market risks. Mitigation strategies are described like production contracts, futures, options, and intermediaries that provide price risk management services. Enabling conditions for agricultural finance are outlined like the legal framework, infrastructure, skills, and value chain organization.
Strategy quotes are great to spice-up your presentations. Here's a list of 54 strategy and strategy execution quotes you can use. Check out more at jeroen-de-flander.com
Strategy Execution is more important then ever. This ebook will help you identify the 7 most common strategy execution hurdles (execution villains) and shows you how to combat them.
strategy execution, strategy, jeroen de flander, kaplan and norton, the balanced scorecard, strategy execution heroes, strategy execution training, the institute for strategy execution
Rabobank: Case Studies in Mobile Banking & Payments Development: November 201...Dan Armstrong
A brief presentation on mobile banking and payments developments within Rabobank Nederland and Rabobank International; as well as some case studies of how Rabo Development uses these lessons learned in developing countries.
Dan Armstrong
IIR Mobile Payment Services
Prague, Czech Republic
02 November 2010
Shared Value - the next big thing in strategic innovation20110617 keynote gdf...Jeroen De Flander
1. Jeroen De Flander discusses the concept of strategic innovation and shared value, which involves finding ways for businesses to create economic and social value.
2. He emphasizes moving beyond traditional trade-off thinking where business and social goals are seen as competing, and instead finding ways they can be mutually reinforcing through the value chain.
3. De Flander provides examples of companies that have successfully created shared value and encourages changing mindsets to promote behaviors that lead to strategic innovation such as questioning assumptions and looking outside the industry for ideas.
Why social organisations get more social change from social media. How traditional campaigning organisations will have to adapt, if they want to stay relevant in a world of distributed networks, collective expertise and open-source collaboration.
Smart cities aim to empower communities and citizens to help shape and improve their cities through new technologies and approaches. Traditionally, cities have been managed in a top-down manner without much citizen input, but smart cities seek to change this by facilitating new ways for citizens, government, and other groups to communicate and collaborate. Making this transition will be difficult as old systems decline but new tools like social networks and crowdfunding can help engage communities and support grassroots innovation.
Our changing world: Four trends set to impact how we lead in the future. A presentation by Futurist Adam Jorlen for the Holos Group Real Leadership Program in Melbourne, Australia July 2012.
Kanban India 2022 | Sudipta Lahiri |Humanizing work - using Kanban thinking a...LeanKanbanIndia
This document discusses humanizing work by focusing on the human elements of growth, collaboration, creativity, and impact. It notes that while technologies like Kanban aim to optimize work, they often design work without considering the human context. The effects of remote work due to COVID-19 like increased burnout, isolation, and loss of belonging are discussed. To humanize work, the document recommends focusing on empowering workers, unleashing their interests and passions to align with organizational needs. It suggests moving from process optimization to focusing on work outcomes and flow. Creating a phygital workplace, building a sense of connection to work and organization, and harnessing technologies to identify and unleash human potential are also recommended to humanize work.
This document provides an overview of social media and how businesses can utilize it. It defines social media and discusses popular tools like YouTube, Facebook, LinkedIn, and Twitter. It provides statistics on social media usage and discusses how businesses can use it for purposes like PR, customer service, and talent attraction. The document recommends that businesses define their social media strategy and start by listening, engaging in conversations, and promoting their brand on these platforms. It also lists additional resources for learning more about using social media.
I Was A Guest Lecturer at Yeditepe University MBA Program in TurkeyFahri Karakas
Dr. Gulzhanat Tayauova has invited me to her MBA class at Yeditepe University.
I presented on "Creativity, Imagination, and Innovation". It was an intense lecture, a bit long, but I ended up covering a lot of topics from blockchain to Metaverse.
You can find the slides of this presentation.
Enjoy!
The document discusses how the future of work is changing due to factors like technological advances, skills mismatches, and geographic mismatches between workers and jobs. It proposes a vision called "ProFile" that would create an open data skills profile for individuals to own and control, allowing for more flexible work exchanges between people and organizations. ProFile would be built on an open data architecture and platform to connect websites, organizations, and mobile apps, with the goals of increasing economic and social mobility through greater transparency of skills and opportunities. It outlines the business model, implementation approach, and potential impacts of ProFile.
Social Media Citizenship: Please leave your cell phone on! How People with D...Aaron Johannes
The document provides an overview of using social media for social change and advocacy. It discusses various social media platforms like Facebook, Twitter, and LinkedIn and how they can be used to spread messages and engage with elected officials and causes. Specific tips are provided for using hashtags, sharing content, and building relationships online. The document also discusses internet safety and creating social media plans for both individuals and organizations.
Hyper-Social Organization Canada Book TourHuman 1.0
The document discusses how to build "hyper-social organizations" by understanding human behaviors and leveraging social processes. It argues that organizations should think of customers as members of tribes or networks rather than market segments. Successful companies turn business processes into social processes by tapping into human traits like reciprocity. The document outlines nine ways for organizations to think differently, such as breaking down walls between the company and people, fixing divides between departments, and prioritizing culture and trust over technology.
From Seven-Figure Loss to Industry Leader: This Century-Old NPO Prioritized i...Sachin Doshi
The key to employee-driven impact is an employee-first culture – the mantra is echoed by the likes of Richard Branson and Kip Tindell but is often (falsely) regarded as a significant financial burden or implemented as a list of superficial fringe benefits. A truly integrated employee-first philosophy promises significant ROI in the form of decreased turnover, increased engagement and productivity, improved mission outcomes – and in the case of Mental Health America, a seven-figure turnaround and industry-leading impact.
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The New Future | 2014 Global Leadership Summit
1.
2. The New Future: How the Technologies
of the Social era are Changing the Way
we do Business
Professor Costas Markides
London Business School
3. Lots of Changes:
• The technologies of the social era are changing our employees as people.
• They are also changing how our employees work.
• They are also changing our customers as people and how they shop.
• They are changing how we can market to them.
• They are changing the internal processes of the organisation.
• They are changing the nature of competitive advantage
• They are allowing the emergence of several new business models
• And so on…
4. The First Change:
The new technologies are changing our
employees as people: how they think, how
they behave, how they work, what
motivates them, what their values are…
5. Your Employees Are Now:
• Less attentive
• More Informed
• Less Loyal
• More Connected
• Less Patient
• More Demanding
7. For Example: Research by Professor Gary
Small, UCLA
1. Surfing the internet can physically rewire our neural pathways
2. Just 5 hours of exposure to the net is enough to change the structure of
our brain.
3. The internet is altering our brains:
• Cursory reading
• Hurried and distracted thinking
• Superficial learning
• Attention span reduced to seconds
8. Less “Loyal”:
1. Survey done at London Business School on
young executives (avg. age 30).
2. Q: How long do you anticipate staying with your
current employer?
10. The Results #2:
• 90% of them intend to stay with their
current employer for no more than 5
years.
11. Similar Results from the USA:
• The US Department of Labor estimated
that today’s learners (that is 18-year
olds) will have 10-14 jobs…
12. Less Loyal:
• The US Department of Labor estimates
that today’s learners will have 10-14 jobs
by the age of 38.
13. There is no question:
• Talent is now “less loyal”, more mobile, less
constrained and more willing to “jump ship”
• The Elephant (= our parents) versus the fleas (=
Generation Y)
14. Despite This:
• People keep asking the wrong (20th
century) question: “How can I attract the
best talent to my organisation?”
15. It’s the Wrong Question:
• The key is not “how to attract the best talent”?
• The key is “how do I retain the best
talent?”
16. Therefore:
• How do you retain the best talent?
• Sumantra Ghoshal: “tear up this
envelope”
17. It Gets Worse:
• Today’s employees are not only “less loyal”.
• They are also more connected, more informed, more
mobile, more global, more “out of control”…
25. More Informed:
• It’s been estimated that one week’s worth
of NY Times contains more information
than you got in your entire lifetime in the
18th century.
26. More Informed:
• In 2006, there were 2.7 billion searches
on Google every month.
27. More Informed:
• In 2006, there were 2.7 billion searches
on Google every month.
• In 2012, the number was 31 billion (every
month)
28. More Global Citizens:
• Get to learn what is happening around the world
fast…
• More likely to engage in a “cause” far away from
home.
• Have become more sensitive to other cultures…
29. Less patient: The “Now” Era
• Instant Messaging
• Instant Feedback
• Instant Gratification
• Instant Information
30. A New Employee
• I could go on here…
• But the key point is: You are now dealing with
employees (and customers) that are
fundamentally different from us or our
parents.
31. Therefore, to Repeat:
• Change #1: The new technologies are changing
your employees as people: how they think, how
they behave, how they work, what motivates
them, what their values are…
32. Your Employees Are Now:
• Less attentive
• More Informed
• Less Loyal
• More Connected
• Less Patient
• More Demanding
33. The Second Change:
• Not only are the new technologies
changing our employees as people, but
they are also changing how they work.
35. Work All the Time:
• 72% of Europeans take their mobile phones or iPads
to bed!
• The last thing they see before falling asleep and the
first thing they check when they wake up is news…
37. Interestingly:
• 93% of executives take their blackberries on
vacation.
• 47% tell their partners that they left it at
home.
38. The Hierarchy is Dead:
• Decentralised: Work from home, at the
airport, at Starbucks…
39. For Example:
• In 2009, it was estimated that over 50 million US workers
(40% of the working population) worked from home at least
part of the time.
• The forecast is that this number will jump to more than 75%
by 2020.
40. The Hierarchy is Dead:
• Decentralised: Work from home, at the airport, at
Starbucks…
• Virtual Teams, Geographically-dispersed giving rise
to the Network Organisation…
41. The Hierarchy is Dead:
• Decentralised: Work from home, at the airport, at Starbucks…
• Virtual Teams, Geographically-dispersed giving rise to the Network
Organisation…
• From employees to Co-Creators: working with outsiders (non-
employees) on common projects
42. The Implications:
• We now have to deal with people who have
different expectations, behave differently
and work in decentralised and networked
environments…
43. Two Questions:
• How do we motivate these people?
• How do we “control” these people?
44. Possible Answers?
• I don’t pretend to have all the answers but I
know one thing for sure…
45. How to Motivate Gen Y:
• Increasingly, we will have to rely less and less on
money to motivate people and more on
“emotional” rewards:
• A motivating sense of purpose
• A unique and special culture
46. For Example:
• According to research at Princeton University,
more than 85% of young people claim that the
No. 1 thing they look for in their job is…
47. What is it they want?
• Meaning and a sense of purpose.
• Why am I working here?
48. Therefore:
• Organisations will have to rely more and more on a
strong and shared Sense of Purpose to attract and
galvanize the best people to the organisation.
49. For Example:
• Facebook: Give People the power to share and make
the world more open and connected.
• Apple: We will change the way people think of
computers (or music or TV or news…)
50. But Please Note:
• It is “strong” because you actively sold this
purpose or vision to them and won their
emotional commitment.
51. Similarly:
• The same thing applies to the question:
“How do we control these people?”
52. The Wrong Thing to Do:
• You cannot “control” the new employee…[for example, how do
you know if they are working or are “wasting time” on
Facebook?]
• And you certainly cannot “control” them with rules and
regulations.
53. How Then?
• Exactly how you “control” your children…
• Strong shared values as the “control” mechanism
(rather than rules and regulations).
54. But Note:
• They are strong because you actively “sold” these
values to them and won their emotional
commitment.
• Move your values from the wall to people’s hearts.
55. A Key Question in all of this:
• Do we have the right people for this?
• Gen X leaders trying to manage Gen Y
employees using “emotional” benefits?!
56. The Third Change:
• The same changes are affecting our customers.
• They too are becoming less attentive, more
demanding, less loyal, more connected, more
informed.
• As a result…
57. As a result:
• Not only are the new technologies changing our
consumers as people, but they are also changing
how they shop, how they buy and what they expect
from you and your products.
58. For Example:
• Digital Natives: More and more online
shopping (which is killing the high-street).
59. Online Shopping
• Companies have of course noticed this trend
towards online shopping.
• They have therefore tried to make the online
shopping experience easier—further fuelling its
growth.
65. Sub
title
The Result: A New Organisation Needed
Yesterday’s Functions Today’s Functions
• Sales Manager • eCommerce Manager
• Field people • Social Media Manager
• Trade Marketing Manager • Content Manager
• Promotion Manager • Web Designer
• POS Manager • Online Promotion Manager
• SEO & SEM Specialist
66. Not only online but mobile as well:
1. More and more online shopping (which is
killing the high-street).
2. More and more mobile shopping
67. Are you a Mobile Shopper?
• Percent of people who have done mobile shopping
on smart phone or tablet (USA, 2012)
Yes: 79 %
No: 21%
68. Sub
title
Web Traffic for a German Online Retailer
Jan- Feb 2013 Jan – Feb 2014 %
PC 4.1 m 3.6m -13%
Tablet 0.7 1.2 +71%
Smartphone 0.7 1.6 +130%
Tablet and
Smartphone as a %
of total
25% 44%
69. Digital, Online and Fully Informed
• More and more online shopping (which is killing the
high-street).
• More and more mobile shopping
• Much more informed consumers
70. A Helping Hand
• (US smartphone owners who have used their device
to find a better price while shopping in store)
• 2009: 15%
• 2010: 40%
• 2011: 59%
71. Where do Consumers search first?
Q2 2009 Q2 2012
Amazon 13% 30%
Google 24% 18%
72. More Informed and more Agile:
• More and more online shopping (which is killing the
high-street).
• More and more mobile shopping
• Much more informed consumers
• Using technology to aid shopping
73. Search One Way, Buy Another (Oct 2011)
• Search on the PC and then buy in the store: 57%
• Search in store, buy online: 38%
• Search on Mobile, buy on the pc: 26%
• Search on Mobile, buy in store: 24%
74. Reliant on Word of Mouth:
• More and more online shopping (which is killing the high-street).
• More and more mobile shopping
• Much more informed consumers
• Using technology to aid shopping
• More reliant on social media and recommendations from
strangers
75. Sub
title
How do You Buy Now?
Generation X Generation Y
I rely on recommendations from friends and
family
66% 49%
I rely on reviews by strangers and chatter
on social media
62% 79%
76. More Demanding, Less Forgiving:
1. More and more online shopping (which is killing the high-
street).
2. More and more mobile shopping
3. Much more informed consumers
4. Using technology to aid shopping
5. More reliant on social media
6. More vocal
77. The Implication:
• Every single interaction with a customer has the potential to be
either a global PR disaster or a PR triumph for us.
• How do we ensure that every employee (not just Marketing
people) deliver excellent customer service, anytime, anywhere,
all the time?
78. The Only Way Forward:
• Customer-centric behaviors have to be
institutionalised in the culture of the
organisation…
79. The Fourth Change:
• Not only are the new technologies changing
our customers as people, and how they shop
but they are also changing how we market to
them.
88. Changing Our Processes:
• From internal R&D to Open Innovation…
• From centralised financing to Crowdfunding…
89. Changing Our Processes:
• From internal R&D to Open Innovation…
• From centralised financing to Crowdfunding…
• From fixed pricing to dynamic pricing…
90. Changing Our Processes:
• From internal R&D to Open Innovation…
• From centralised financing to Crowdfunding…
• From fixed pricing to dynamic pricing…
• From top-down strategy to democratic strategy…
91. The Sixth Change
• The new technologies are making
competitive advantages less sustainable
(and more easily imitated).
93. An academic study on creativity by
Professor George Land
• Who has the ability to think in a creative way?
• Anybody who scores 10/10 is called a genius in
creativity
96. How Creative?
• 3-5 year old kids: 98% score as genius
• 8-10 year olds: 32%
97. How Creative?
• 3-5 year old kids: 98% score as genius
• 8-10 year olds: 32%
• 13-15 year olds: 10%
98. How Creative?
• 3-5 year old kids: 98% score as genius
• 8-10 year olds: 32%
• 13-15 year olds: 10%
• 2,000 adults 25+ year old: 2%
99. Implying:
• Continuous innovation is the only source of
advantage.
• But only those companies that find ways to
“unleash” the “imprisoned” creativity of their people
will succeed.
100. Lots of Changes!
• I do not want to give the impression that the
new technologies will change everything!
• Some things will stay the same…
101. It’s a new World
• Not everything will change…
• But hopefully I have challenged you enough to
start thinking about the many things that YOU
need to change in your organisations.