• Liked Stelio Verzera
    keyboard_arrow_down

    The (near) future of work: how you are going to work tomorrow.

    Stelio Verzera
    Stelio Verzera
    schedule 1 year ago
    Sold Out!
    20 mins
    Talk
    Beginner

    Generation after generation we humans devise and create what we need in order to evolve as a whole, as an adaptive system. We extend our bodies and consciousness in order to fly, to compute, to communicate, to be faster, to reach further, and so on. Good or bad is not of interest here. This is just how it works. This is how we have created all of our tools and technologies, or "media" as Marshall McLuhan would say. To extend ourselves.

    Nevertheless, tools and processes are the fastest layer in the evolution of a human system. If you observe and study them, it is very difficult that you'll understand where the future is headed. In times of concentrated change like the one we're living through, if you focus on tools and processes, you'll be observing the results of a change in people that has happened yesterday. It is, at best, the present of work. It might not be mainstream yet in some aspects, but from a systemic point of view, it is already all here.

    If you want to really have some sound insight of what the future of work holds, you have to look into people. Let's see how, and what this shows.

  • Ram Srinivasan
    Ram Srinivasan
    schedule 1 year ago
    Sold Out!
    90 mins
    Workshop
    Beginner

    What does John F. Kennedy's "We choose to go to the moon in this decade...", the recent organizational change that you had, and your latest update on social media have in common? Have you ever thought why well-intended, perfectly valid logical ideas fail to appeal to people?

    One of the best ways to communicate with people is through a story. Stories or narratives help you to connect with the hearts and minds of your audience. An emotionally engaging story affects more areas of the brain than rational, data-driven messages - meaning that they are far more likely to resonate with people you lead. Realizing this, the importance of storytelling as a tool has gained prominence in organizations.

    So what sort of stories can you tell in a business context? And an eloquent leader uses different narrative patterns of storytelling to achieve different outcomes. Learn about the skill of storytelling to communicate your vision, spark action, have people collaborate at work and transform your organization.

  • Liked Raj Karunakaran
    keyboard_arrow_down

    Building a Agile Culture - Our experience at Philips

    Raj Karunakaran
    Raj Karunakaran
    schedule 1 year ago
    Sold Out!
    45 mins
    Talk
    Intermediate

     

    At Philips, we have been focusing on shifting organizational mindset and behavior and incorporating an Agile mindset.

    It is a normal practice for organizations to adapt Agile by first conducting Agile training for teams, adapting Scrum ceremonies and mechanically applying Agile practices. The biggest challenge that an organization faces is on how to shift the mindset of the team and the leaders towards Agile. Moreover how to shift the people practices, that have been strongly aligned to traditional set up.

    It is important for organizations to understand that Agile is a cultural shift and additional interventions should be introduced to make this cultural shift. 

    At Philips we looked at various aspects to bring in a holistic shift in the culture, mindset and behaviors :-

    • The first step was towards building a purpose driven organization with a strong vision that intrinsically motivates people towards creating customer value – rather than being too focused on financial results and internal metrics.
    • Secondly, for Agile teams to be successful, focus is on mowing the ownership to the teams. This includes teams to not just acclimatize Agile values and principles but also to start driving the change. This involved creating change practices and interventions that facilitated this process.
    • A culture change is a transformation in team behavior and competence. The team should be able to adapt and give feedback to each other on these competencies. Feedback souk is now getting embedded as a regular ceremony.
    • To shift the ownership to the team, the traditional organization structure needs to change. Traditional hierarchical structures represent flow of control and authority that is top down. Lateral Career paths are making way to Career Lattice. Managers have started playing the role of facilitators and performance coaches. 
    • The people practices like hiring, performance management, learning and development, recognition practices, decision making process are getting transformed to allow a bottoms up approach.

    We are seeing that the real shift in culture happens when organization become truly external and customer  focused and shifts its focus from internal controls to more flexibility.

Sorry, no proposals found under this section.