These slides contain a "snapshot" guide to 30 of the "better known" change models/methodologies. They have been created to provide you with an overview of each individual model/methodology. They are not intended to go into a definite amount of detail. There are two slides for each model/methodology: - Slide 1 provides details of the model and/or methodology creator with some additional high-level information. - Slide 2 provides a diagram of the model/methodology with some additional high-level supporting context. The 30 modes are McKinsey's 7-S Model, AIM Change Management Methodology, Beckhard and Harris Change Equation, Kotter's 8 Stage Model, Prosci's ADKAR Methodology, LaMarsh Global Change Methodology, Senge's Systemic Model, Kurt Lewin's Change Model, Bridge's Transition Model, The Kubler-Ross Curve, ChangeFirst PCI Model, GE Change Acceleration Process (CAP), Pritchetts's Change Management Model, Being First's Change Leaders Roadmap, Weisbord Six-Box Model, Burke & Litwin Model, Bullock and Batten Planned Change Model, Carnall's Change Management Model, Cummings and Worley's Model, Prochaska and DiClemente Model, Schein's Model of Change, Nadler and Tushman's Congruence Model, Cooperrider's Appreciative Inquiry (AI), Jick's 10-Step Tactical Change Model, Knoster's Model for Managing Complex Change, Lippitt, Watson and Westley Model, Edgar Huse's Seven Stage Model of Change, Hickman's Organisational Change Practices, The Four Rooms of Change, Mitre's Organisational Assessment Approach. Got a question about the product? Email us at firstname.lastname@example.org or ask the author directly by using the form to the right. If you cannot view the preview above this document description, go here to view the large preview instead.
This guide / training course is for senior CEOs, business executives and entrepreneurs, 50+ or 60+ or even 70+, male or female, of Fortune 500 companies, multinational companies and SMEs, anywhere on the planet. It is a comprehensive and strategic approach to rejuvenate senior executives, to counteract aging effects and even reverse them, and to boost their youthfulness, resilience and outlook. Moreover, to help senior executives resonate better with the rapidly changing world driven by new trends and disrupting innovations and social transformations. It is about developing renewed" bench strength" for greater corporate longevity. Objective is to give you as a senior executive the tools to reinvent and rejuvenate yourself physically, mentally and spiritually. The guide seeks to help you acquire EVERY YEAR high impact tools, skills and habits, and also technological gadgets and leading edge transformation techniques. It is loaded with some hundred new tips with refreshing perspective presenting many original methods that work immediately. It helps you push your inherent limits to even surpass the performance of younger executives. It does not only help you to catch up with the present fast changing business environment but to adapt to the even more important FUTURE landscape. Ample research has been performed for this guide to bring out the best available and from known international sources. The guide includes also a lot of visuals to prove the point and to stimulate thinking. The guide / training course has been jointly created by two senior business and management consultants, Stephen Sweid and John Gelmini and, with extensive international presence and involvement. Both consultants have a solid strategic perspective and are oriented towards transformation and quantum leaps on the professional and organizational levels. The senior authors are talking from their own international proven experience and tested methods, as a cumulative lifelong experience, presenting the creme of the creme. They are also reinforcing their inputs with research and empirical data, e.g. international statistics and various international surveys. JOHN GELMINI is an accomplished management consultant, troubleshooter, project manager and transformation leader who has travelled extensively, has an international pedigree and has operated in diverse environments with up to 55 different nationalities. Across a total of 60 different engagements all of them have been completed on time and to budget with full benefits realization using a mixture of Far Eastern, Western , proprietary and blended techniques to achieve the end result. Dr. STEPHEN M. SWEID is a senior business and management consultant, researcher, trainer and globetrotter with over 20 years consulting and research experience on the international scene, including Europe, USA, Middle East and Far East, covering a wide spectrum of industries. Stephen has contributed to numerous international donor organizations, such as UNDP, UNIDO, World Bank, and European Commission and to many multinationals, such as Siemens, IBM, Nikon and Toshiba, but also to many SMEs in different countries. Consultant specializes in quantum leap strategy and innovation. He started in 2010 the Linkedin group "50+ Quantum Leapers," which is still active. The guide can be used as a training course too. Authors can also deliver this whole material or individual topics as consulting, or as an in-house presentation or as a training course. >>> THIS IS NOT A MEDICAL OR HEALTH GUIDE TABLE OF CONTENTS About the authors Objective of the guide About this guide Background and justification Demographic Statistics 50+ and 60+ Senior CEOs in USA and other countries Statistics about millionaires and companies Stats of small businesses and startups and age Examples of Entrepreneurs after 60 Comparative advantages of 50+ and 60+ Thinking and habits of wealthiest people Self audit after 50 and 60 Issues of time for senior executives Optimal Performance Style for Senior Executives Secrets of Longevity from the Blue Zones Transformation issues as senior executive Quantum leap change for senior CEOs Pushing limits and constant motion The Push factor Fitness for leaders Issues of calculated risk for senior CEOs Role of a strong willpower and never giving up Tips by Richard Branson and Warren Buffet New measures and skills to add The role of new gadgets and technology Technology freak Learning and experiencing new things Your senses Indirect research and research skills Recalibrating forecasting The two secrets of success Coping with a new environment Habits of numerous famous senior executives Magic Keys to improved performance Combating stress for senior executives Synergizing with Your Organization People and collaboration issues Coaching Changing the world Mixing with people The power of the spoken word The international dimension Prioritizing for senior CEOs Advanced strategic thinking Magic of daily achievements The WOW concept and approach Testing ideas first Memory boosters Creativity boosters Iterative convergence method Innovative organizations Suggested training courses Got a question about the product? Email us at email@example.com or ask the author directly by using the form to the right. If you cannot view the preview above this document description, go here to view the large preview instead.
The Kirkpatrick Model is the worldwide standard for evaluating the effectiveness of training. It considers the value of any type of training, formal or informal, across four levels. Created by Dr. Donald Kirkpatrick, the model is applied before, during and after training to both maximize and demonstrate the value of training to the organization. Understanding and using the model is important not just to HRD professionals but also to managers and individuals who play a critical role in ensuring that training programs can be improved and applied to create positive impact to the organization. LEARNING OBJECTIVES 1. State why evaluation of training programs is critical to you and your organization 2. Apply Kirkpatrick's four levels of evaluation to your training programs 3. Use guidelines for developing evaluations 4. Implement various forms and approaches to evaluation CONTENTS 1. Introduction to the Kirkpatrick Model - Introduction to the Kirkpatrick Model - Frequent Questions Asked by HRD Professionals on Training Performance - Quantitative or Qualitative Measures? - Ten Factors of Developing Training Programs - Eight Factors to Consider for Improving Training Programs - Reasons Why Many Companies Do Not Gather Feedback for Improving Training Programs - Kirkpatrick's Four-level Training Evaluation Model 2. The Four Levels - Level 1: Reaction - Level 2: Learning - Level 3: Behavior - Level 4: Results Got a question about the product? Email us at firstname.lastname@example.org or ask the author directly by using the form to the right. If you cannot view the preview above this document description, go here to view the large preview instead.
This is a 24-slide PowerPoint. This document details cost reduction opportunities across the Value Chain (as defined by strategist Michael Porter). Cost reduction initiatives are categorized in the areas of *Enterprise-wide Opportunities (includes Share Services, Outsourcing, Product Innovation ideas) *Asset Management Opportunities *Function Specific Opportunities (includes IT/MIS, Finance & Accounting, HR, Procurement/Sourcing, Product Development, Logistics & Fulfillment, Sales & Marketing, Operations, Services) Over 45 cost reduction initiatives identified. For each initiative, specific examples are provided, along with projected potential savings.
If you have already downloaded my Comprehensive Guide to Change Management or my Comprehensive Guide to Change Management and ERP Implementations then most of what is in these slides is already covered in them. If you are one of the now nearly 1000 people who have downloaded my FREE Practical Framework Approach to Change which gave you a flavour of my own developed approach to "change" then these slides are for you. They have been competitively priced given the potential number of customers. I have taken the original high-level document and added details of each component of my approach as follows. Sponsorship - describes the key elements of Sponsorship in the change process including the need for a Sponsor, IBM Making Change Work survey, personal attributes of a Sponsor, the ABC/123 of Sponsorship, different types of Sponsor, Roles of a Sponsor, Sponsorship Checklist. Stakeholder Analysis & Management - provides the key steps for conducting Stakeholder Analysis and Management to support Change Communication and Engagement activity. The document structure includes What is Stakeholder Management, Benefits of Stakeholder Management, the four Stages of Stakeholder Management (Identify, Define, Engage and Plan) and the key to Stakeholder Management. Communication - describes the key elements of Communication with the context of change including Communication Guidelines, Creating Awareness, Different Messages, Channels for Building Awareness, a simple 4-stage Communication Framework Measuring Business Readiness & Adoption - describes the key elements of setting up Business Readiness/Adoption Measurement including What is Adoption/Business Readiness, Procsi's ADKAR, the 6 key Set-up Stages, What can be Measured, Agree Question + Examples, Agree Survey Participant, Agree Scoring Criteria and Target, Agree Survey Tool, Survey Input/Analysis/Actions. Training & Education - contains the key elements of managing necessary training in the context of a change initiative and include The Importance of Training, Overall Training Considerations, Training Needs Analysis, Logistical Considerations, Training Aligned to Roll-out (inc. example), Numbers to be Trained (inc. Example of Scheduling), Training Delivery Options, Training Documentation (inc. Example of Process), Training Logistics, Training Evaluation (inc. example). Managing Business Benefits - contain a "snapshot" guide to Managing Business benefits and include using a Structured Approach, What is a Benefit, What is Benefits Management, Why is Benefits Management important, Who is Responsible/Involved, Role of the Business Change Manager, Linking Benefits with the Business Case, About the Business Case, Business Case Development, The Business Case Process, The Benefits Management Process, Identifying and Structuring Benefits, Planning for Benefits, Realisation and Tracking of Benefits, Benefits Evaluation, Post Implementation Review (Why/What/When, Key Principles, How, Activities to Include, The Report. Continuous Improvement - describes the key elements of the Plan, Do, Check, Act (PDCA) cycle including Plan (Identify/Analyse the problem and what Tools to use), Do (Develop/Implement the Solution and what Tools to use), Check (Evaluate the Results, Achieve Goals and what Tools to use), Act (Implement the Solution and what Tools to use). Got a question about the product? Email us at email@example.com or ask the author directly by using the form to the right. If you cannot view the preview above this document description, go here to view the large preview instead.
This training presentation teaches the techniques to generate good quality ideas. A good quality suggestion is not only implementable, but also increases customer satisfaction, improves productivity and enhances employee motivation and enthusiasm. Learn effective approaches to motivate employees to submit suggestions. You can also find numerous examples of ideas for improvement which could be adopted or adapted directly for various functions in your organization ranging from Sales and Administration to Operations and Technology. LEARNING OBJECTIVES 1. Understand the basic concepts of a suggestion system 2. Learn effective approaches to motivate employees to submit suggestions 3. Describe the five techniques for developing creativity 4. Review various categories of examples of ideas for improvement 5. Familiarize with the checklist for improvement to look for problems 6. Learn how to develop \"Kaizen Eyes\" CONTENTS 1. Introduction & Basic Concepts of a Suggestion System 2. Examples of Effective Procedures 3. Techniques for Developing Creativity 4. Examples of Ideas for Improvement for Production and non-Production Functions 5. Checklist for Improvement 6. Ways to Develop "Kaizen Eyes" Got a question about the product? Email us at firstname.lastname@example.org or ask the author directly by using the form to the right. If you cannot view the preview above this document description, go here to view the large preview instead.
This is a 29-slide PowerPoint presentation. All businesses face the challenge of achieving sustainable growth. Growth is commonly inhibited by a lack of breakthrough ideas, balancing cost-out and margin trade-offs, and execution challenges. This business framework document discusses growth strategy. It includes business concepts and analysis models utilized by top tier management consulting firms. It frames the various horizons of the "growth challenge," and dives into various strategy frameworks for growth--from Porter's Five Forces to Blue Ocean. This detailed document also includes case examples, a full growth strategy initiative breakdown, and tabulation of key growth strategy work products. Topics breakdown: Growth challenges Traditional strategy thinking (e.g. Porter's Five Forces) Modern strategy thinking (e.g. Blue Ocean Strategy) A growth strategy project initiative (project approach, design, frameworks & analytics, deliverables) Case examples
This is a 25-slide PowerPoint. This document introduces a framework for entrepreneurs to use when building and navigating their business from a nascent, startup state to an enterprise with a global footprint. This framework is based on the fact that all businesses experience common problems that arise at similar stages in their development. Familiarity with the Five Stages of Business Growth allows the business owner and business consultant to develop invaluable insights, including: Knowing what to focus on at what stage Appropriate management style at each stage Anticipation of key challenges at various points Critical success factors through the company's progression Involvement of owner at various stages Evaluation of impact from governmental regulations and policies This presentation also includes case examples.
This is a 32-slide PowerPoint presentation with an accompanying Excel business case model. The Business Case is an instrumental tool in both justifying a project (requiring a capital budgeting decision), as well as measuring the project's success. The Business Case model typically takes the form of an Excel spreadsheet and quantifies the financial components of the project, projecting key metrics for making any important business decision: e.g. Net Present Value (NPV), Return on Investment (ROI), Payback Period, Cost of Investment. If a project has been justified by the Business Case (both financially and non-financially) and receives the go-ahead from executives, the Business Case model is then continuously maintained and adjusted to track the project's progress against the initial financial projections and assumptions. This model then becomes a working document used during the project management process. This toolkit will detail the process of creating a robust Business Case. It also includes a working sample Business Case model (in Microsoft Excel).
This is a 210-slide PowerPoint. BENEFITS OF DOCUMENT Implement a strategy and mechanism to generate a constant flow of ideas. Simplify the evaluation system to speed up the suggestions feedback process. Learn effective approaches to develop creativity and improve participation rates. DOCUMENT DESCRIPTION A staff suggestion system is a formalized mechanism which encourages employees to contribute constructive ideas for improving the organization in which they work. The overall aim is to gather, analyze and implement ideas in order to create results that have a positive impact on the business and/or deliver new value to customers. An effective staff suggestion system improves one's own work and the working environment, creates ownership and trust, builds teamwork, improves profitability and last but not least, enhances communication between employees and management. With this presentation, you will learn how to put in place a lean and effective employee suggestion system that generates a constant flow of good quality ideas. LEARNING OBJECTIVES 1. Understand the key elements of a suggestion system 2. Define how to plan and launch an effective suggestion system 3. Describe how to set up a strategy and mechanism to generate ideas, capture quality ideas, evaluate ideas and sustain a constant flow of ideas 4. Explain how to develop employees to identify opportunities for improvement and write good quality ideas 5. Define success factors for sustaining a suggestion system CONTENTS 1. Introduction to Kaizen 2. Introduction & Basic Concepts of a Suggestion System 3. Scope of Suggestions 4. Goals of a Suggestion System 5. Planning & Launching a Suggestion System 6. Roles & Responsibilities 7. The Suggestions Process 8. Evaluation & Award Systems 9. Examples of Effective Procedures 10. Techniques for Developing Creativity 11. Examples of Ideas for Improvement 12. Points for Improvement 13. Ways to Develop "Kaizen Eyes" 14. How to Sustain a Suggestion System
These slides include Reference material sourced from the web about other people?s views of, and recommended use of Change Champions in a change initiative (People Attributes/Benefits and Setting up a Change Champion Network) and Examples of how the author used Change Champions in some previous assignments with details of how they were used and their roles & responsibilities. Got a question about the product? Email us at email@example.com or ask the author directly by using the form to the right. If you cannot view the preview above this document description, go here to view the large preview instead.
This is a 202-slide PowerPoint. In today's increasing complexity of modern technology and modern business, customers are increasingly choosing products and services based on the quality of the experiences they have with them. To help meet these challenges, an approach known as "Design Thinking" is playing a greater role in finding meaningful pathways - it is increasingly common in Lean Six Sigma processes and in organizational innovation initiatives. Industry practitioners of Design Thinking include Uber, AirBnB, IDEO, Apple, Nike, Procter & Gamble, SAP, Singapore Airlines and DBS Bank. Design thinking is a human-centered, iterative problem-solving process of discovery, ideation, and experimentation that employs various design-based techniques to gain insight and yield innovative solutions for virtually any type of organizational or business challenge. This method combines both analytical and creative approaches to generate solutions. In this training guide, you will learn how to solve problems by building empathy through ethnographic research, generating ideas, prototyping and testing new concepts before final implementation. NOTE: This training presentation comes with Design Thinking templates in Powerpoint format. LEARNING OBJECTIVES 1. Acquire a deep understanding of the Design Thinking principles, process and tools. 2. Apply the Design Thinking methodology and tools to generate breakthrough ideas and co-create an improved customer experience journey. 3. Improve personal effectiveness by becoming a more empathetic service provider. CONTENTS 1. Key Concepts & Principles of Design Thinking What is design thinking? What design thinking is not Some applications of design thinking Benefits of design thinking Framework of design thinking 2. Five Action Phases of Design Thinking Empathize - understand your customers/users Define - define clear project/business objectives Ideate - explore ideas and solutions Prototype - build and visulaize ideas and solutions Test - review and decide 3. Design Thinking Mindsets, Tools & Templates Think users first Ask the right questions Believe you can draw Commit to explore Prototype to test
This is a 111-slide PowerPoint. This 110+ slide deck is not intended to provide you with the "be all and end all" about Digital Transformation. It has been created from an amount of research into the subject to provide you with the latest thinking from numerous "key players" in the Digital Transformation space. The information should be used for reference purposes because every organisation and situation is different. The slides sections are as follows: What is Digital Transformation? What drives Digital Transformation? What are the benefits of Digital Transformation? What Industry Sectors are impacted? What Digital Technologies are there? What are the components of a Digital Business? How do you start your Digital Transformation journey? What hurdles are there to Digital Transformation? Who should lead Digital Transformation? Is it all about Customer Experience? How do you assess Digital Readiness? What Digital Transformation Frameworks are there? What do you need to Change? Who needs to be involved? How do you manage your talent? Examples of successful Digital Transformation. Hopefully the slides will enhance your understanding of what is currently a very ?hot topic? but you need to reflect on the information provided and use it to align with your own research and understanding to make best use of the information.
A paper describing the key elements of Communication with the context of change including Communication Guidelines, Creating Awareness, Different Messages, Channels for Building Awareness, a simple 4-stage Communication Framework, examples of Communication Models, examples of the use of Existing Internal Communication Channels, examples of Communication problems, examples of Measuring and Tracking Communication effectiveness. Got a question about the product? Email us at firstname.lastname@example.org or ask the author directly by using the form to the right. If you cannot view the preview above this document description, go here to view the large preview instead.
These slides contain the key elements of managing necessary training in the context of a change initiative and include The Importance of Training, Overall Training Considerations, Training Needs Analysis, Logistical Considerations, Training Aligned to Roll-out (inc. example), Numbers to be Trained (inc. Example of Scheduling), Training Delivery Options, Training Documentation (inc. Example of Process), Training Logistics, Training Evaluation (inc. example), Example of Training Strategy and Training Roadmap. Got a question about the product? Email us at email@example.com or ask the author directly by using the form to the right. If you cannot view the preview above this document description, go here to view the large preview instead.
Visual management is an integral part of a Lean management system. Visual management uses displays, metrics and controls to help establish and maintain continuous flow, and giving everyone a view of the work along the value stream. It includes a set of techniques that make operation standards visible so that people can follow them more easily. These techniques expose waste so that it can be prevented and eliminated. LEARNING OBJECTIVES: 1. Understand that visual management is an integral part of Lean transformation 2. Familiarize with the common visual tools such as red tagging, activity boards, A3 storyboards, mistake-proofing, one-point lessons, standard work, kanban, etc. 3. Gain knowledge on how to apply visual tools to add structure and stability to operations, reducing variation and increasing efficiency CONTENTS: Introduction 5S - The foundation for a visual workplace Types of visual management Visual displays Visual metrics Visual controls Mistake-proofing Andons Warning sensors Common visual tools Red tagging Activity board A3 storyboard One-point lesson Standard work chart Takt time versus actual cycle time Kanban Got a question about the product? Email us at firstname.lastname@example.org or ask the author directly by using the form to the right. If you cannot view the preview above this document description, go here to view the large preview instead.
This is a 160-slide PowerPoint with accompanying Excel workbook. Value Stream Mapping (VSM) is a practical and highly effective way to learn to see and resolve disconnects, redundancies, and gaps in how work gets done. This team-based methodology is the missing link in business management and, used effectively, has the power to address many business problems and develop a customer-centric culture. In this training powerpoint, you will learn the meaning and benefits of value stream mapping, prepare for a value stream mapping activity, identify a product/service family, document a current state value stream map, analyze value and waste, design the future state value stream, and finally create an implementation plan. NOTE: This Powerpoint training presentation comes with Excel templates comprising VSM Charter, Results Table, Implementation Plan and Common VSM Icons. LEARNING OBJECTIVES 1. Create a value stream map for both the current and future states 2. Develop a data collection plan for the value stream map 3. Conduct end-to-end assessment of value-added versus non-value-added activities 4. Scope opportunities by framing project problem statements based on identified waste 5. Prioritize kaizens/projects based on strategic objectives 6. Develop action plan to achieve the future state CONTENTS 1. Overview of Lean Thinking 2. Introduction to Value Stream Mapping 3. Identify a Product/Service Family 4. Create a Current State Value Stream Map 5. Analyze Value & Waste 6. Assess Opportunities 7. Create a Future State Value Stream Map 8. Develop an Implementation Plan
Value stream mapping is a practical and highly effective way to learn to see and resolve disconnects, redundancies, and gaps in how work gets done. This VSM project template helps you and your project team to put together a "storyboard" for effective presentation to your key stakeholders. It includes four key phases: 1) Define and pick product/service family 2) Create a current state map 3) Develop a future state map 4) Develop an implementation plan Note: This document consists of a VSM project template in Powerpoint format and a set of Excel templates comprising VSM charter, Results table, Implementation Plan and common VSM icons. Got a question about the product? Email us at email@example.com or ask the author directly by using the form to the right. If you cannot view the preview above this document description, go here to view the large preview instead.
This is a 16-slide PowerPoint. Developed by Michael Porter, Value Chain Analysis is business management framework used to analyze the processes and key activities performed by a business or industry. This framework illustrates where value is created within an industry or company.
Set of PowerPoint and Word templates. The TWI program has proven to be effective in providing shopfloor supervisors and team leaders with the skills they need to engage people in Lean activities. This is a collection of TWI diagrams, pocket cards and templates for Job Instruction (JI), Job Methods (JM), Job Relations (JR), Job Safety (JS) and Problem Solving (PS). These tools and templates are useful for organizations who are preparing or implementing TWI programs. To get the most out of the tools and templates, they are best used together with the TWI four-step process. (NOTE: If you had purchased our TWI Program training program, all the diagrams, pocket cards and templates listed here were already included in the package and you need not purchase them again.) THIS TWI FRAMEWORKS COLLECTION INCLUDE: 1. TWI Frameworks (PowerPoint format) 2. Job Instruction Breakdown Sheet (Word format) 3. Job Instruction Training Timetable (Word format) 4. Job Methods Breakdown Sheet (simple) (Word format) 5. Job Methods Breakdown Sheet (8.5x11) (Word format) 6. Job Methods Breakdown Sheet (8.5x14) (Word format) 7. Job Methods Improvement Proposal Sheet (Word format) 8. Job Relations Situation Analysis Sheet (Word format) 9. Job Safety Breakdown Sheet (Word format) 10. Problem Solving Problem Analysis Sheet (Word format) 11. Problem Solving Causation Analysis Sheet (Word format) 12. JI Pocket Card (PowerPoint format) 13. JM Pocket Card (PowerPoint format) 14. JR Pocket Card (PowerPoint format) 15. JS Pocket Card (PowerPoint format)