Scenario analysis. Scenario analysis is a process of analyzing possible future events by considering alternative possible outcomes (sometimes called "alternative worlds").
Thus, the scenario analysis, which is a main method of projections, does not try to show one exact picture of the future. Instead, it presents consciously several alternative future developments. Consequently, a scope of possible future outcomes is observable. Not only are the outcomes observable, also the development paths leading to the outcomes. In contrast to prognoses, the scenario analysis is not using extrapolation of the past. ORAPAPA - Decision-Making Skills Training From MindTools.com. A Checklist for Making Better Decisions © iStockphototommasolizzul How often have you seen people make a really bad decision?
Perhaps they evaluated it from a financial perspective, but didn't think about how people would react to it. PEST Analysis - Strategy Tools From MindTools.com. Identifying "Big Picture" Opportunities and Threats (Also Known as PESTLE, PESTEL, PESTLIED, STEEPLE, SLEPT and LONGPESTLE) Learn how to use PEST Analysis to identify the threats and opportunities in your business environment.
Changes in your business environment can create great opportunities for your organization – and cause significant threats. For example, opportunities can come from new technologies that help you reach new customers, from new funding streams that allow you to invest in better equipment, and from changed government policies that open up new markets. Threats can include deregulation that exposes you to intensified competition; a shrinking market; or increases to interest rates, which can cause problems if your company is burdened by debt.
PEST Analysis - Strategy Tools From MindTools.com. Susan Colantuono: The career advice you probably didn’t get. How to be a great leader. Sheikh Mohammed bin Rashid explains new ministerial posts in open letter. Sheikh Mohammed bin Rashid, Vice President and Ruler of Dubai, has elaborated on the significance of appointing ministers of state for happiness, tolerance, the future and youth earlier this month, in what was deemed the largest overhaul of the federal Government in its history.
On February 8, Sheikh Mohammed announced on Twitter the names of eight new ministers, including 22-year-old Minister of State for Youth Shamma Al Mazrui, Minister of State for Tolerance Sheikha Lubna Al Qasimi, and Minister of State for Happiness Ohood Al Roumi. The Minister of State for Cabinet Affairs post will now incorporate future planning. In his letter explaining the appointments, published on Saturday, Sheikh Mohammed addressed unrest in the Middle East related to lack of opportunities for young people, the regional events which led to the creation of the tolerance portfolio, the importance of happiness for productivity and economic development, plus the country’s need to prepare for a post-oil future.
The Paradox of Leadership. Michael Shinagel by Michael Shinagel, former dean of continuing education and University extension, senior lecturer on English at Harvard University, and instructor of Leadership and Decision Making.
According to a recent survey, there are more than 15,000 books on leadership in print. Articles on leadership number in the thousands each year. The obvious conclusions we can draw from these facts are that there are more books and articles on leadership available than we can ever hope to read and that leadership clearly is a crucial and abiding topic of interest to countless women and men in society. Despite the popularity of the topic, leadership remains a paradox. First of all, leaders are not born but evolve into that role. Made to stick. Decoding leadership: What really matters. Telling CEOs these days that leadership drives performance is a bit like saying that oxygen is necessary to breathe.
Over 90 percent of CEOs are already planning to increase investment in leadership development because they see it as the single most important human-capital issue their organizations face. And they’re right to do so: earlier McKinsey research has consistently shown that good leadership is a critical part of organizational health, which is an important driver of shareholder returns. A big, unresolved issue is what sort of leadership behavior organizations should encourage. Is leadership so contextual that it defies standard definitions or development approaches? Should companies now concentrate their efforts on priorities such as role modeling, making decisions quickly, defining visions, and shaping leaders who are good at adapting?
Exhibit Four kinds of behavior account for 89 percent of leadership effectiveness. Enlarge Solving problems effectively. The Four Truths of the Storyteller. I’m in the business of creating compelling stories.
As a filmmaker, I need to understand how stories touch audiences—why one story is an instantly appealing box office success while another fails miserably to connect. The Four Truths of the Storyteller by Peter Guber (article), Harvard Business Review Dec 2007 page 53. The 10 Most Important Work Skills in 2020. Dysfunctional group. Leadership and Personal Development. (by George Telfer) "Personally, I'm always ready to learn, although I don't always like being taught.
" (Winston Churchill) Developing leaders at every level is vital for any organisation attempting to gain competitive advantage. Increasingly viewed as fundamental to an organisation’s success, it has become integral to many training and development portfolios. However, the degree to which leadership can be taught remains limited.
The first step in developing any organisational learning initiative is to determine the essential needs within the organisation. Etherpad. Trello. Appendix A: Debriefing the Activity. One of the most important skills that a facilitator can offer the group is the ability to help the group learn from and through the activity, and this is done through a “debriefing” process.
The goal of debriefing is to empower the group. Empowerment involves gradually turning over the responsibility for direction and support to the group. Empowering also means helping teams develop their skills and knowledge while supporting them to use their talents. You will never have an empowered, self-directed group unless you are willing to share control. Www.bankofideas.com.au/Newsletter/July10/downloads/GB-Team-Building. Annie McKee Discusses Toxic Bosses.