Australian Management Capability Index (AMCI)
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Wednesday 18 September 2013 |
"Management capability is about applying management competencies to achieve desired results within an organisation. Strong management capability contributes to the strong performance of organisations."
AMCI 2013 - published by AIM Qld, NSW, ACT, NT
Today I had the pleasure of hearing Dr Roger Collins (Professor Emeritus at the University of NSW, amongst much else) at the AIM breakfast in Sydney. It would be very hard to put in a few words what Roger said. But I like big picture, so I'll do it:
- You have a choice: do what must be done right now, or think about what must be done very soon - and that could be in a year or ten years, or much longer.
- How do you treat your people, are they stuck in today or do you listen to them about tomorrow - and today! Too many companies are caught in the 'response to threat' syndrome, not exploration of the 'response to opportunity'. They are not listening to their people.
- Organisational capabilities come from the uniting of the competencies of individuals. Can you bring groups/teams together to work on the opportunities of the future - i.e. develop the organisation's capabilities? It is from capabilities (not just competencies) that we get safety, corporate governance, foresight, innovation ... all the things we most want from organisations!
- Successful people succumb to arrogance. They no longer listen, they know! Put them on the streets with the NFPs and community groups who have to work with the problems we create. Build their social conscience and thoughtfulness about how they proceed - thinking beyond just profit as the bottom line.
- And throughout all of this is woven the thread of Leadership vs Management - merged and confused even in the Harvard Business Review! We must distinguish:
- Leadership is taking people into the future.
- Management is doing what has to be done today.
Can leaders forget about Management, are they too good for that? No!
Can managers forget about Leadership, that's not their job? No!
The answer is, everyone in an organisation should do both. And when it's not your job to do the management, it is your job to see it gets done!
- Doing Leadership and Management at every level is Distributed Leadership. When you achieve that, you have an entire organisation taking care of the job as specified, and offering thoughts, ideas, contributions and effort for the future. They love it.
Does that sum it up? Probably not, but it's a start. Want to see/hear more of Roger Collins? Click here.
Of course, Leaderskill has a lot to say along these lines, and how you can get there, Click here.
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posted by Dr Ron @ 17:50
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The Conversation - tune in!
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Friday 10 May 2013 |
Have you noticed that news is becoming more and more politicised? Do you ever feel that you can't get an unbiased view of what's happening - just opposing polarisations?
Well some people are doing something about it. They have gathered a group of well-qualified specialists to provide carefully prepared bulletins globally. They have had real support, even from the UN and from the UK government. Even newspapers - who can no longer pay for investigative journalism - are now taking up stories and spreading them widely! News like it used to be - and now is real again!
What is it? It's an Australian initiative. The Conversation. 'Listen' to it (better say see it!) at:
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| posted by Dr Ron @ 22:08
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Early birds for Thiagi!
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Friday 22 February 2013 |
The early bird price for Thiagi has been extended. Three days with the maestro! Well worth it.
(see previous post) |
| posted by Dr Ron @ 22:25
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Thiagi comes back!
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Friday 25 January 2013 |
Interactive Training Strategies
This 3-Day workshop by Dr. Thiagi practices what he preaches!
Be in a workshop that helps
you
design and conduct many different types of effective training games, simulations, and activities - learning by using these methods
Dr Sivasailam
(Thiagi) Thiagarajan has been the President of the North American Simulation and Gaming Association (NASAGA) four times, and of the International Society for Performance Improvement (ISPI) twice.
 Based on 30 years of
field research, these design formats enable
you to create training faster, cheaper and better. You
will receive a
hefty collection of
training games during
the workshop and
have
access
to 2000+ web pages with additional games, activities, and facilitation tips.
Learn how to engage learners by
“gamifying” learning tasks and challenges.
Who should attend
This workshop is designed for trainers, instructional designers,
facilitators, and performance consultants. The workshop helps a wide range of
practitioners, from newcomers to experienced specialists to master skills and
concepts related to different types of training games, simulations, and
learning exercises.
Web Designers, IT &
Groups
of trainers will find this workshop very helpful.(and
see Group Discount)
“Quite simply, Thiagi
is the most prolific and creative designer of games and simulations in the
world.”
– Glenn
Parker, author of Team Players and Teamwork
“Thiagi’s training
games are always ingenious, easy to conduct, and open to several learning
points.”
– Mel
Silberman, author of Active Training and 101 Ways to Make Training More Active
“When I want to create
a learning environment or produce a thoughtful discussion, I turn to Thiagi’s
games.”
– Steve
Sugar, author of Games That Teach
“Thiagi’s
games make me look good.” –
Bill Matthews
Course Dates in MARCH 2013
Melbourne: 6th, 7th & 8th
Seasons Botanic Gardens
348 St Kilda Rd
Sydney: 12th, 13th & 14th
Clifton's new Venue
60 Margaret St
Brisbane: 19th, 20th &21st
Clifton's 288 Edward Street
9am start and conclude
at 4.30pm each day
Course Fee
Standard fee for 3 days $1485.00
Early Bird before February 18th (Brisbane before Feb 25th)
$1100.00
All fees shown include GST
Group Discount: Register 3 or more participants at the same time – as a group –
And receive an additional 10% Group Discount.
Labels: Appreciative Inquiry, Communication, facilitation, performance |
| posted by Dr Ron @ 22:15
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Making Change EASY!
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Monday 22 October 2012 |
FAST CHANGE THAT LASTS!
Making Change EASY!
S O A R
With Appreciative Inquiry (AI)
A one day Workshop with AI/SOAR Facilitator
John Loty
Strengths / Opportunities / Aspirations / Results
And Enjoy Every Minute!
Sydney one-day workshop - 14th November 2012
Melbourne one-day workshop - 16th
November 2012
Can you ‘make change easy’? ... In a
word. ‘YES!’
Can you ‘make change last’? ... ‘YES again!’ And fast, and enjoyable!
A
process that is people-centred and involves the 'whole system', is engaging and
enduring. People who feel good about themselves and others in their group
commit to one another. Leave behind the ‘us vs them’ and generate the ‘we’.
Participants will share their
experiences as they learn how new and better, strengths-based, ways of leading
change are spreading throughout the business world. As many are now experiencing,
an exciting strengths-based model of positive change puts something powerful
and full of life deep inside the heart of business and organisational
change. It’s been called the ‘strengths revolution’, a new way to make
change happen.
Appreciative
Inquiry (AI) and
SOAR have sparked a movement that
has profound implications for everyone keen to lead with hope and optimism, and
manage sustainable, successful change initiatives – to win the future through
the highest engagement of human strengths!
AI is a body of work that
focuses on developing an organization's positive core to inspire collaborative
action for strength-based organisational change.
AI has been recognized as the
most innovative approach in Organizational Development in more than a decade.
SOAR utilises the appreciative whole
system approach to build strategic capacity. SOAR provides a structured focus on
Strengths, Opportunities, Aspirations and Results.
At the conclusion of this
interactive one-day energizing session you will be equipped with new tools, new
mindsets, and stories from the field that will make a difference in your work –
and in your life.
What you learn in one day can change everything.
“John
Loty has a passion for bringing out the best in human systems in ways that not
only link to the latest research findings in the world, but also provides
specific and concrete tools that work for organizations, communities, and
positive personal change ...”
David Cooperrider (co-originator of AI)
Fairmount
Minerals Professor of Social Entrepreneurship
and
Faculty Director Fowler Center for Sustainable Value
Weatherhead School of Management
Case Western
Reserve University
“John Loty is a source of inspiration and insight, delving into
how to make a positive impact through applying Appreciative Inquiry and SOAR
framework to your life and those lives that you lead in organizations ...”
Dr. Jacqueline M. Stavros (co-originator of SOAR)
Associate Professor
DBA Program Director
College of Management
Lawrence Technological University
View
by location:
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| posted by Dr Ron @ 16:19
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Effective Parenting
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Monday 8 October 2012 |
“When
people are accepted, when they are free to express themselves and can
participate in making decisions that affect them, they enjoy greater
self-esteem, are more self-confident, and lose a sense of powerlessness
that’s always present in autocratic families.”
Dr Thomas Gordon, 2000
I have quoted this directly from the Effectiveness Training Institute of Australia website as a neat summary from the master as to why we should aim to create families that will provide the very best for our children. The ETIA training is not difficult - how to really listen (most people don't), how to be assertive (not aggressive, and most people aren't assertive either), and how to work out Win-Win agreements with children of all ages (and mostly we don't do that!)
And if you think it's just for parents, think again. Works great in the office or any workplace, or with friends, relatives... It's better human relations, and that means greater success and happiness in life. Worth it? Certainly is. It was Parent Effective Training (PET) that started me on my way, and the same with my children. Low cost, huge return. And you will find bits of it in all of our work. Best wishes to you.
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| posted by Dr Ron @ 16:15
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Corporate Ecocide
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Thursday 15 September 2011 |
Polly Higgins, international human rights lawyer, is encouraging the UN to acknowledge the fifth crime against peace - ecocide. Ecocide? Yes, killing the environment/ecology. When this happens, in most cases it leads to war. Once this is recognised as an international crime, it will be possible to indict the individuals concerned and make them uncomfortable. My recent outburst against the destruction of Australia's water through the mixing of it with pollutants from coal seam gas and fracking would fit very neatly as ecocide, unfortunately. Unfortunate because it's our 'Eco' that would be dead.
To avoid the horrors of Ecocide and still make money - try Mega Planning.Labels: Mega Planning, Sustainability, Vision |
| posted by Dr Ron @ 13:02
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A widely held view
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Sunday 31 July 2011 |
There seems to be a widely held view that Corporate Social Responsibility (or CSR) is about sacrificing earnings in order to be 'a good corporate citizen'.
There is another view that ought to be heard more: it's about how organisations can thrive in a rapidly changing world. How far are we prepared to look into the future to guarantee our profits long-term?
It’s a fact of life that new restrictions are continuously placed on organisations, whether by obligations to the workforce or to society or the environment. We have the choice of seeing these as obstacles or as opportunities. As obstacles, we try to get around them or postpone them - until eventually we get hit by some new law - like a price on carbon (oh dear, we thought we could keep dumping the carbon down the sky drain!)
As opportunities, we can involve our whole workforce, our clients, our suppliers, all of our stakeholders in how to have less impact on the ecology - and achieve a new round of profitability.
That's Mega Planning. Start from the future you want (it will surely include no-pollution, won't it?) and plan to operate that way in the shortest time possible. Once the decision is made, the effort to fight off the needs of the future is eliminated and you are free to put your creative energy into new ways, more profitable ways, to change.
Any feedback on this?
Labels: Mega Planning, Vision |
| posted by Dr Ron @ 22:08
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Do you have a customer?
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Saturday 26 March 2011 |
Doesn't every manager have a customer or two, whether inside or outside of the organisation? The 360 Leader/Manager Surveys™ are loved for the way they encourage managers and their teams to get together and deal with the issues confronting them. But these questionnaires don't necessarily cover the interests of clients, especially external. Usually, the manager doesn't meet regularly with them. Many of the things managers do just don't apply. How then do we get their view as part of the 360 degree feedback?
To get the customer's view, we add on to the L/M questionnaire some more questions - perhaps 10, perhaps more - that capture the essence of what the customer wants. Now we have a full picture of manager and team working together - and supporting their mutual customers!
For many managers, this is a very useful extension of the Leader/Manager Model™
Contact us if you would like more details.
[more]Labels: 360 feedback, Collaboration, Customer, Questionnaire |
| posted by Dr Ron @ 20:02
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Cause of Queensland Floods
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Saturday 15 January 2011 |
Not so Happy this New Year so far. The news, of course, concentrates on the devastation and and great rescue effort - and all power to them for keeping us informed. But how did we let this happen? Please let's start to think ahead.
As usual, there are the sceptics desperately trying to deny that we are seeing Global Warming in action. A really nice short article that clarifies this for anyone (other than a 'sceptic') from University of California at San Diego shows how climate warming puts more water into the system. Well worth reading at:
Proof of Global Warming
A little more support and detail from University of New South Wales is at: Climate change link
The other issues behind this are around our risk-taking behaviour (motivated by financial gain) and our unwillingness to realise that '100-year' weather events must now be expected more frequently. That's Global Warming again.
Risk-taking: we build housing on flood plains where it's only a matter of how soon, how much. And we deforest the surrounding hills so that the majority of rainfall now becomes run-off - which becomes flooding.
The solution: it's very long-term, hence not popular with politicians of the populist variety. We need education. Help people to understand, then they will elect politicians who dare to tackle the problem.
It's complex. We have created an economic system that keeps expanding to infinity - well not quite. You could say the bubble grows till it pops, over and over. And we are dependent on its growth for livelihood and well-being. It's Catch 22, no one offers a solution...
Except Mega Planning. Everything becomes possible once you factor in the future. Start everything you do from a Vision of the future. It's not hard to plan this way. It doesn't negate the planning you've been doing, but it give you a framework to evaluate it and find a better way forward. And it doesn't cost much - a lot of the material is open-source.
People are gradually wiseing up and asking for this forward-looking approach. Get in ahead with Mega Planning and lead the way. Especially in the re-building phase in Queensland. Let's not build the whole catastrophe over again and wait for it to happen! Because it won't be 100 years. Much less.
Wishing you the very best of all possible futures
[more]Labels: Mega Planning, Sustainability, Vision |
| posted by Dr Ron @ 11:30
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