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People change when it is too late or almost too late:Most people will not change until they face disaster, catastrophe or certain peril. Be inclusive, seek buy in, embrace collaboration but in the end change anyway: Ideally change will come as the result of everyone in the organisation feeling ownership for the change process and will give it 100 % support and buy in.
Expert advice, ideas, innovation and inspiration for all sports coaches and team managers - from 'grass roots' through to elite and high performance levels. Waynes coaching, thinking and teaching have influenced some of the World’s leading athletes, coaches and teams. Studies estimate that if project management improved, time and cost could plummet 25% or more, thereby driving HUGE profits to the company’s bottom-line. The reason this never happens is the result of many companies dropping the ball in these three vitally important areas. Assuming that the corridor of information between estimating and project management is a freeway for the flow of information when in fact it is crippled with landmines, barriers and speed bumps designed to stop an armor truck. Assuming profit breaking potholes of late completion or cost over-runs on projects are the costs of doing business. Ignoring AND uncovering the signs of transition planning deficits that are sucking the life out of the company’s true profit potential. Current studies also show that most problems in the field of estimating and project management are not just behavioral but also technical especially in your informational corridor. That means that equipping estimators and project managers with high-tech tools and software does nothing to improve performance.
How to recognize and snuff the life out of the risks and mitigation strangleholds that are lurking around every project. The FOUR Key Elements to project control and profitability, if you don’t have them or know them you are throwing money away! They’ll discover efficient, productive ways to organize and structure their projects far more productively than before!
They’ll rid themselves of the negative perspective of how they perceive doing their job! They’ll be the HIGHLY TRAINED and EFFECTIVE business tool you need for your company and its future success! This Training Is Your Leverage Point and the ONLY Way You Can Equip Your Estimators & Project Managers With the Specific Tools and Skills They Need In Increasing Your Bottom-Line Potential! To register by check or FAX you can easily download our registration form in PDF format by clicking here! We will e-mail and mail your confirmation once payment has been accepted by our system. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. This presentation was held at the Marketing Information Event 2010 by me and our client Air Cargo Netherlands.
Click here for an example of one teachers comprehensive, four component behavior management system. Click here to go to a page that provides 20 ideas to consider implementing if your behavior management system isn't working as well as you would like. This abstract reflects some of the practical challenges organizations undergoing business and information technology (IT) transformations face in today’s rapidly changing environment. Now that OCM has a consistent place at the table, the microscope is focused on the value it adds. Is OCM a game changer or just another nice to have—something organizations begrudgingly know they should do? LeeAnne Klein is an organizational change management professional with more than 10 years of experience leading cross-functional teams, teaching, training, conducting research and analysis, re-engineering processes, and implementing and leading change initiatives. Deepak Babbar is a management consultant and organizational change management specialist with global experience in leading and executing large-scale change initiatives.


Pam Brandt is a communications specialist who has been part of many organizational initiatives in the corporate, not-for-profit and governmental sectors. There is a natural energy to change and people will embrace it and become part of it if they understand it. But, in the end, if you are a leader, a senior manager or someone who is accountable for the success of the organisation, you have to change anyway.
No content can be copied, re-printed or used for any purpose without the expressed written consent of the copyright holder. He is an inspirational speaker and presenter who is able to educate, entertain, challenge and engage audiences of all ages. This is because of the lack of a fully developed system that takes the project from estimate to completion.
For the most part, too many in this industry have never received the right training or they have ‘lost’ their focus and are spending their entire day attempting to extinguish the very fires they are starting themselves as a result of an ill-equipped project operations system! You pay ONLY $1297 for the first person, and $497 (you save $200) for the second or more person(s) from the same company. Guarantee your spots in this dynamic business-building by enrolling and paying your investment fee today. One of the biggest reasons employees jump ship is because their current employee is too cheap to provide the tools and training necessary so they can excel at their job. Training will help your estimating & project management staff to advance and specialize thereby making you more money!
Your estimating & project management staff will acquire a valuable skill set that will continue to pay HUGE dividends years from now.
We expect this class to be filled within a short period of time just with our Golden Hard Hat member’s operations personnel alone.
It describes how games can be used as a tool to help convince parties within the logistic chain around Schiphol to cooperate more and share information.
Allen Mendler, a currently popular author in the area of behavior management, conducted a survey of kids, asking them what would be the #1 rule they would apply to their teachers.  What do you think the most common answer was? How would you operationalize the rather vague rules in 2a?  What specific examples might you give?  What role plays might you devise to help students better understand the concepts? Devise possible rules for use in your classroom (or reconsider the ones you already have in place). Mutner's rulesRestate each of her rules in a positive manner, identifying the behaviors that she probably wants to see displayed.
When organizations embark on these large-scale initiatives, increasingly they are adding organizational change management (OCM) to the mix. It is not uncommon for OCM to be invited late to the game—brought in when a project hits a wall for a quick save. If you don’t have that in place, save yourself time, resources and frustration and stop right there. Can they create a vision for where the project will take the organization and what success looks like? Working in silos when designing solutions means you might not have the right people engaged at the right time. Let the people doing the job or using the solution tell you what’s important and meaningful to them. Fluffy high-level statements don’t mean anything to people doing the actual work and it often does more to turn them off than tune them in. Chances are it’s an indication the solution is complicated and cumbersome too—and no amount of training is going to make it simple, straightforward and successful. As noted earlier, OCM is finding its groove—and when it works, there is no doubt it contributes to more successful outcomes. It helps if they are good communicators and allow you to work with them directly rather than relying on other conduits.


Communicate or train too early and you might be asking for a redo; too late (after design and development are done) and you’ll have a hard time getting people caught up. You’ll lose credibility and get resistance if you make up stories, use too many big words and exaggerate benefits.
A confirmation will be forwarded to you by e-mail and snail mail containing all the hotel information once your payment has been accepted by our system. All which directly benefits you and your company when they discover how to drive more profit to your bottom-line!
You need to register today to insure the number of seats you want for your office personnel.
The goal of the game is to improve speed, reliability and safety within the process of sending goods from A to B (airfreight). RESPONSIBILITY: Do my actions meet the expectation to take care of myself and be a dependable member of the group? This is, perhaps, an acknowledgement that previous initiatives have not met the mark because the people side of change was underestimated or not factored in. And when a project goes sideways, it can be one of many things that gets in the way of people adopting and driving a solution. And when we say in place, we mean onboard, excited, committed and ready to look you in the whites of the eye to do what needs to be done to rally the troops across the finish line. It’s not uncommon for longer projects to change scope due to technical or organizational constraints.
Engage them early, often and well and you’re creating some early supporters who may be critical to bringing other less enthusiastic folks along. Keeping them engaged throughout the process means you’re developing realistic use cases that drive the design. These often untapped resources can provide insight and support from start to finish—if we invited them in and make them part of the process. OCM can be a game changer if organizations see it more broadly than communications and training.
This course is a smart investment in employee retention since it will equip your employees with the powerful tools that will enable them to do 10 times more work in less time and make more money for you while doing it!
COURAGE: Am I resisting peer pressure or directions that might hurt others?  Am I doing the right thing? It’s not uncommon for sponsors to scapegoat OCM for a project’s failure because of a lack of communications or training. Ask them what it would take to make training on the solution a priority for themselves and their co-workers.
If OCM has a mandate to get key stakeholders aligned and engaged early in the journey, people will be part of the change.
COURTESY: Do my actions help to make this place a positive learning climate where people feel welcome and accepted?  Do my actions show consideration for myself and others? Experience shows sponsorship succeeds when the OCM or communications specialists have direct access to the sponsor. Instead of endless email chains or backdoor chatter, invite people for coffee a candid conversation. The sooner you know where the project might stumble, the sooner you can develop mitigating strategies.



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