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The Influence Model - Communication Skills Training from MindTools The Influence Model - Communication Skills Training from MindTools Using Reciprocity to Gain Influence (Also known as the Cohen-Bradford Influence Model) Do you have influence? © iStockphoto/shironosov Have you ever tried to get something – perhaps advice, support, or a key piece of information – from someone who didn't want to help you? Sometimes, it can be extremely difficult to get people's help, especially when we have no authority over them. This is where an approach such as the Cohen-Bradford Influence Model can help us identify what other people value. In this article we'll examine the Influence Model in detail, and discuss how you can use it when you need help from other people. About the Model The Influence Model, also known as the Cohen-Bradford Influence Model, was created by Allan R. Cohen and Bradford believe that authority can be problematic. The Influence Model is based on the law of reciprocity – the belief that all of the positive and negative things we do for (or to) others will be paid back over time. Using the Model 1. 2. 3. 4. These are: a.
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What do we mean by stakeholders and their interests?Why identify and analyze stakeholders and their interests?Who are potential stakeholders?When should you identify stakeholders? The Community Tool Box is a big fan of participatory process. What do we mean by stakeholders and their interests? Stakeholders are those who may be affected by or have an effect on an effort. One way to characterize stakeholders is by their relationship to the effort in question. Primary stakeholders are the people or groups that stand to be directly affected, either positively or negatively, by an effort or the actions of an agency, institution, or organization. While an interest in an effort or organization could be just that – intellectually, academically, philosophically, or politically motivated attention – stakeholders are generally said to have an interest in an effort or organization based on whether they can affect or be affected by it. Stakeholders’ interests can be many and varied. Economics. Identifying and Analyzing Stakeholders and Their Interests Identifying and Analyzing Stakeholders and Their Interests
Stakeholder Management

Say What? 5 Ways to Get Students to Listen Ah, listening, the neglected literacy skill. I know when I was a high school English teacher this was not necessarily a primary focus; I was too busy honing the more measurable literacy skills -- reading, writing, and speaking. But when we think about career and college readiness, listening skills are just as important. So how do we help kids become better listeners? Strategy #1: Say it Once Repeating ourselves in the classroom will produce lazy listening in our students. Of course you don't want to leave distracted students in the dust so for those few who forgot to listen, you can advise them to, "ask three, then ask me." Strategy #2: Turn and Talk One way to inspire active listening in your students is to give them a listening task. Strategy #3: Student Hand Signals Asking students to pay full attention and indicating that they will follow this with a non-verbal signal is a wonderful tool for sharpening those listening skills. Strategy #4: Pay Attention, Pause, Paraphrase Say What? 5 Ways to Get Students to Listen
The 5 Biggest Misconceptions About Teens With ADHD | Grace Friedman Recently, I met a new friend at my college, the University of Puget Sound, and during the course of our brief introduction he learned that I had ADHD. Almost without thinking he declared that ADHD does not exist and that it is not a "real condition." Naturally, I was confused by his reply and quite taken aback. For those of you following my blog here on the Huffington Post, you already know that I am a vocal advocate for millions of young people diagnosed with ADHD. For those thousands of you who have downloaded and read my free digital guide Embracing Your ADHD, you already know that teens and young adults with ADHD often feel social stigma about their condition. My mission and purpose is simple: we ADDYTeens, the term I coined for our community of young people with ADHD worldwide, need more resources, more understanding, more acceptance and less stigma. Let's explore what his comment represents. Myth #1: ADHD is not real. Speaking of Dr. Manage your ADHD, or it may manage you. The 5 Biggest Misconceptions About Teens With ADHD | Grace Friedman
30 Techniques to Quiet a Noisy Class One day, in front 36 riotous sophomores, I clutched my chest and dropped to my knees like Sergeant Elias at the end of Platoon. Instantly, dead silence and open mouths replaced classroom Armageddon. Standing up like nothing had happened, I said, "Thanks for your attention -- let's talk about love poems." I never used that stunt again. After all, should a real emergency occur, it would be better if students call 911 rather than post my motionless body on YouTube. Most teachers use silencing methods, such as flicking the lights, ringing a call bell (see Teacher Tipster's charming video on the subject), raising two fingers, saying "Attention, class," or using Harry Wong's Give Me 5 -- a command for students to: Focus their eyes on the speaker Be quiet Be still Empty their hands Listen. There is also the "three fingers" version, which stands for stop, look, and listen. Lesser known techniques are described below and categorized by grade bands: Late Elementary and Middle Grade Attention Getters 30 Techniques to Quiet a Noisy Class
Compello Blog PPI Capacity Planning Portfolio Planning application helps the enterprises to optimize their portfolios according to their resource capacities. For such optimization, organizations are forced to overcome two challenges : The first one is the task of identifying the best-fit resources based on skill, availability, role etc. The second challenge is how to track the resource capacity and utilization for Project- and non-project works. The PPI Capacity Planning report allows you to implement resource allocations, which can accurately reflect your Project- and proposal priorities and schedulings in detail. usage. Compello has specifically developed capacity planning for Resource Managers, PMO Managers and Portfolio Managers, who make important Project- /proposal-commitment decisions, analysing the prevailing limitations of resources or capacity information. The Capacity planning report provides the following advantages to the management : - Portfolio Management - Demand Management PPI Capacity Planning PPI Capacity Planning
Get better visibity into your projects and program PPI's Project Analytics solution provides a comprehensive environment to perform reporting and analysis of your projects and programs. Project Analytics is pre-integrated to automatically collect and consolidate relevant data from HP PPM (Project & Portfolio Management), then centralize this data into an integrated reporting datamart where analysis can be performed. Why Project & Portfolio Intelligence (PPI) for HP PPM?  Reduce reporting errors  Help successfully deliver and execute large scale projects.  Do better planning and forecasting of the projects.  Better manage resources across the projects.  Maximize revenue and profits across projects.  Better manage the supplier performance. Any good reporting solution begins with the data. (Project Management Data) Shutdowns, turnaround and outages are projects. One of the many report formats available are tabular reports. PPI includes a graphical report designer. What We Solve What We Solve
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Why change is good for your company Why change is good for your company © Time Inc. All rights reserved. Fortune.com is a part of the Time.com network of sites. Powered by WordPress.com VIP Email address or Password is incorrect Forgot Password? Want the Full Story? Privacy Policy Thank you for your interest in licensing Fortune content. 1.
MPW Insider is an online community where the biggest names in business and beyond answer timely career and leadership questions. Today’s answer for: How do you lead a team during a time of transition? is written by Kathy Bloomgarden, CEO of Ruder Finn. With so many industries experiencing transitions — from changing business models, to operational spinouts and acquisitions, to new customer engagement models and portfolio changes — we are in a period of constant and accelerated change. In this environment, engaging your workforce is critical to success. Focus on the mission Change brings negative feelings. Collaborate and communicate relentlessly Consensus building and creating opportunities for employee involvement is a key part of fostering an engaged workforce, especially during times of transition. Be the rallying force Be the inspiring energy that ignites change. The Chinese character for crisis includes both danger and opportunity. Why you need to start embracing change at work Why you need to start embracing change at work
MPW Insider is an online community where the biggest names in business and beyond answer timely career and leadership questions. Today’s answer for: How do you lead a team during a time of transition? is written by Kathy Collins, CMO of H&R Block. Change can be scary. It’s usually associated with some level of risk, and there are no guarantees with risk. In some ways, we all love the stability associated with sameness, until that sameness takes us down a path of complacency, or even worse — lack of relevancy. Help employees step outside their comfort zones How do we, as leaders, sell change or transition to our teams? Be open and honest Change is a must. Don’t ever think professionals — regardless of level — can’t handle the truth. Keep smiling Stay positive, stand shoulder to shoulder with your team, and lead. Read all answers to the MPW Insider question: How do you lead a team during a time of transition? Why it's important to embrace change Why it's important to embrace change
Quality management

Las emociones y el arte de la negociación Por Isabel Carrasco González Alison Wood Brooks, profesora de negociación en Harvard Business School, en la edición de diciembre de Harvard Business Review, plantea que los negociadores normalmente se centran en la estrategia, las tácticas, las ofertas y contraofertas y no prestan la suficiente atención a cómo las emociones van a influir en lo que ocurre en la mesa de negociación. Hasta hace poco tiempo eran escasos los investigadores que se preocupaban por analizar el papel de las emociones en las negociaciones, por ejemplo cómo los sentimientos en la forma en la que las personas abordan el conflicto, llegan a acuerdos y crean valor mientras negocian con la otra parte. En la última década, sin embargo, los investigadores han empezado a examinar cómo emociones específicas como la ira, la tristeza, la desilusión, la ansiedad, la envidia, el nerviosismo y el remordimiento pueden afectar el comportamiento de un negociador. En algunas ocasiones el enfado puede conducir a mejores resultados.
Cómo lograr un cambio significativo en tu organización. Por David Criado. Iniciativa Vorpalina. En la pasada edición de los Cannes Lions -los más prestigiosos premios de creatividad en el mundo- el controvertido Amir Kassaei, Director Global de Creatividad de DDB, volvió a agitar y menear la mente de los gafapastas y trendies globales con una ponencia titulada DO THIS OR DIE que te recomiendo ver. “Nos queda mucho más que hacer que ver en la televisión cómo el mundo se acaba” - Vetusta Morla (Mapas, 2011) La idea fundamental de Kassaei es que el problema de la publicidad y del marketing actuales es que son completamente incoherentes y hablan de marcas e imágenes vacías que no llegan a los usuarios que cada mañana se levantan con esfuerzo a trabajar y ganarse el pan. Para leer este artículo muy breve, necesitas pararte, cerrar al menos el 50% de pestañas simultáneas que tu cerebro está asimilando ahora, y focalizar -verbo ya casi extinto- tu atención en las próximas palabras. David Criado: Cómo lograr un cambio significativo en tu organización. 7 claves.
Modern Agile - Industrial Logic Have you ever seen someone using an older laptop and just felt bad for them? That's how I feel when I see most people practicing agile these days. We've advanced so far beyond where agile was in the mid 1990s, yet so many teams practice agile like it's 1999! Meanwhile, agile/lean pioneers and practitioners have identified common failures, experimented with newer approaches and found better ways of working. Today's agile resembles a modern laptop: lighter, safer, simpler, sturdier, more powerful and pleasant to use. Since it looks and feels quite different from traditional agile, is modern agile for advanced practitioners only? No, no more than a modern laptop is for advanced computer users. Reinventing Agile A few years back, I remember feeling a sense of loss when I realized that my new Apple laptop no longer had a built-in DVD/CD drive. And as the months passed, I found that I didn't miss it. Modern agile simplifies and streamlines traditional agile processes while making them sturdier.
Today’s widespread ranking- and ratings-based performance management is damaging employee engagement, alienating high performers, and costing managers valuable time.Only 8 percent of companies report that their performance management process drives high levels of value, while 58 percent said it is not an effective use of time.Leading organizations are scrapping the annual evaluation cycle and replacing it with ongoing feedback and coaching designed to promote continuous employee development. Traditional performance management —the annual process of rating employees’ performance and ranking them against their colleagues—is widely considered to be broken. These “forced curve” evaluations became popular under the influence of the GE model during Jack Welch’s tenure, but they were originally conceived around the turn of that century—the turn of the 19th to the 20th century, that is. Today, more than 70 percent of all employees work in service or knowledge-related jobs. Bottom line Performance management is broken: Replace “rank and yank” with coaching and development
How New Performance Management Trends will Make a Big Impact - Engage for SuccessEngage for Success Performance management is the talk of the business world right now with top companies overhauling their strategies in line with new trends. One such company is General Electric, infamous for their dreaded “rank and yank” system, in which managers were required to rank employees, then fire the bottom 10% during annual reviews. Now, performance management strategies are opting to focus on achieving goals instead of meeting grades. Changing the focus Instead of identifying key issues and reviewing progress, performance reviews were focused on what went wrong and culling the weakest employees. Goals that work Goal setting is something that always elicits groans from managers and employees. Goals should hit all five of the following points of the SMART acronym: Specific: to the job role and skills of individual employees.Measureable: what will success look like and how will it be measured? Simplifying the system An ongoing process Article by: Stuart Hearn, CEO of Clear Review
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