New Thinking
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This is the presentation about how new thinking and how it will help you to engage people and organizations with new working and enterpreneurship.
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New Thinking
- 1. How to become non trivial and efficient in your business organization © 2011 by Andrew Issaenko
- 4. Leading Entrepreneurship New (Net)working Inspiration How do You Succeed
- 5. Leading
- 7. Leading: Level of Involvement Level Of Support Level Of Direction Level of involvement Supportive Coaching Delegating Directive
- 8. Leading: Good and bad practices Level Of Support Level Of Direction Moving from Directive to Delegating and back Supportive Coaching Delegating Directive
- 11. Integrity: Conditions and Responses Leads avoid “hey-you” of “those people” communication! Condition Response Personal deserved recognition Feeling as a personally rewarded Feeling personally reworded Personal interest in contribution Personal interest in contribution More trust, better and sincere relations Build trust and good relations in a time of peace Help in the time of “crisis” or “deadline”
- 13. Rewarding: Instruments Instrument Outcome Feeling of “doing important job” Motivates person to work harder to complete tasks Encouraging regular competitions within team with small gifts to mark “winning” Gains better results from tasks with increasing personal engagement Recognition of some personal strength externally Motivates personal interests to correct “weaknesses” elements in personal improvement process Have a clear vision of desired personal result for everyone The member is less motivated to leave the organization/team and knows what he works for.
- 14. Vicious to Virtuous transfer: System
- 23. Awareness: Perception of Opportunity Individual Perception of added value of opportunity Individual Perception of required resourcing Enthusiast “ We do it right now!” Planning and Manage “ Let us plan and track this” “ Only if we do not spend too much time on that” “ Penny in the bank of ideas”
- 24. Negotiation: Sharing awareness Individual Perception of added value of opportunity Individual Perception of opportunity risk Enthusiast “ We do it right now!” Planning and Manage “ Let us plan and track this” “ Not too much time!” “ Bank of ideas”
- 25. Opportunity: Increasing Awareness Individual Perception of added value of opportunity Individual Perception of opportunity risk Opportunity Awareness Enthusiast Planning and Manage “ Let us plan and track this” “ Not too much time!” “ Bank of ideas”
- 30. Opportunity: Leading of realization Stake Holder(s) Influence (Volume) Stake Holder(s) Interest in Opportunity Engaging with opportunity planned work activities Influence: Others Support Engaging by relevant results Influence: Others Support Influence: Others Support Target audience for and keeping engaged and informed Clients/investors Target audience to work directly on the opportunity activities Opportunity Evangelists (your “selling” network)
- 33. Opportunity: Leading by example Time for Realization of Benefits Required resources Engage your network to obtain first results faster. Plan selling the opportunity to them. Perceive with the consent of management as a part of business development plan for unit or organization Opportunity Activities to gain fast realization of benefits for influencing perception of opportunity Risky areas to consider carefully and engage management and your network into discussion
- 34. Realization: Managing expectations Expected Result Perceived Result Personal effort investment and personal marketing ( trust of people ) Dissatisfied , turning against the opportunity Insured in the opportunity “ I thought that we have already done that ” (but perceived as a part of daily tasks ) Becoming involved with the opportunity
- 36. New Networking: Building Partnership Entrepreneurial (New) Leadership (Active) Influencing (Classic)Leadership (Supporting) YOU People to coach and learn from ( strength your position with them ) People to work with ( your desired partners ) Working force ( supportive evangelists ) People to follow closely ( your desired clients )
- 38. Inspiring: What drives it?
- 40. Inspiring: Increase of business value Internal qualities External qualities How do I improve my strength with latest developments? Can known weakness be the source of opportunity for improvement? Strength Trends Weakness Opportunities
- 42. Internal qualities External qualities Inspiring: Using interplaying data YOUR VISION Selected Benchmark Data Global Development Analysis (Wolfram-Alpha) Lessons learned Data Systems of structuring the Operational Knowledge (SIGMA7,PRINCE2, ISEB, ASL)
- 44. Inspiring: Learn from your network People, who are interested in you How useful advise of people will be for the realization of opportunity? Engaging people with particular ideas interesting to you to get a fast feedback Partnership of ideas sharing and mutual work Observe changes of your network to see who might become interesting to you or who becomes interested in you Select carefully and think in advance what driving force could be for them to give you which feedback
- 46. Inspiring: Bridging of your network Your Network Possibly Interested for Them Their Network Interesting for You Think of own added value you could bring to the partnership between people and engage them with your network but do not be too much “ value centric ” Engage in mutual projects. Support network with regular engagement ( personal holiday greetings) Observe changes not only of personal networks, but networks of the companies and interesting domains to see latest development . Asking them for being engaged and coming with concrete business proposals to their people in whom you are interested. Learning those people beforehand.
- 47. How do You Achieve success?
- 49. Opportunities: Selection Expected Value of Achievements x Chance to succeed Required Resources to Pursue YOUR ENVIROMENT Private Consulting (Get the maximal value from your knowledge and experience ) Corporate Making (Not what can you do alone but get maximal value from your network ) Risky or Insignificant Opportunities “ Beyond possibilities ” opportunities
- 50. Success: Relations strategy Partnership with other parties Competing with other parties Cooperation (engaging in the close business relationships) Collaboration (business relations in the areas where you cooperate to stop them to act against you in the areas where you compete Engaging with the pursue of your personal opportunities Monitoring ( know them better and anticipate actions)
- 51. Bank of Opportunities vs. Risks Effect of movements to achieve personal opportunities Risks and readiness to consequences Take advantage of opportunities Come faster to the “market” take a niche and/or differentiate your brand Carefully Plan and Implement Different Risks Mitigation Strategies Opportunities/Risks Monitoring In the case if opportunity presents itself Risks Prevention Strategies Risk Prevention Strategies can be source of new opportunities
Hinweis der Redaktion
- I have started this presentation as an attempt to create an addition to my CV. The ordinary CV simply does state facts from your work experience, but it does not say how would you act in this or another practical situation, what are your aims at work besides having good salary and interesting work and what could you do besides the experience, which you already have. So the presentation “Who is Mr. Issaenko?” was born. Very soon with the feedback of some of my reviewers I understood that I need not only to express certain new ways as I and my work values as I see them but also bring more concrete content. So this presentation became not more about my self, but about visions and instruments I have developed in my work. Those visions and instruments I have developed gave also a vision to structure them into the system. In this presentation I am going to take you today on a journey through elements of those systems. I have heard about such concepts as new (net) working during the Introduction Webinar of Carrier Challenge 2011 . Those concepts came literally “to the heart” of my own vision of entrepreneurship and engaging people to achieve goals. After that Webinar I felt that I have even more motivation to complete my presentation of “You Can Change It” and share it through FD Carrier Challenge 2011 competition site. It helps me to make step closer to the realization one of my greatest personal opportunities- winning the major prize MBA Executive Education in the prestigious and business university of Nyrode with great traditions of business education. I believe that when following this education and after completing that I can contribute even more in creating business opportunities within my entire network.
- The knowledge of entrepreneurship and new net(working) is already within you. We will discover it together by supporting you in projecting your current experience onto the new maps of structuring and helping you to derive maximal value from your current experience. I hope that you will find “think-triggers” within this presentation very useful to get a value and derive new knowledge from this experience. This knowledge is already within you and your current experience and with use of elements of this presentation you can discover it.
- In the journey, which is ahead of us, there are 5 themes to discover.
- In the Leading theme we will look together on the aspects of coordinating your professional team and leading the whole team united in achieving your business goals. In the Entrepreneurship part you and I will look how you can create the entrepreneurship environment within your organization or team to help members act as an entrepreneurs, seeing and motivated to help the entire organization in achieving its business goals. New Net(working) goes about how you use your existing networking to help you in pursuing business opportunities. Business ideas, which are later transferred to the opportunities, shall be born somehow. You need an inspiration and information to create this. Where you can get this inspiration from? That is the content of the fourth part of this presentation. The last fourth part is not about doing it, it is about You , Mr/Mrs X , Your Success and how do you peruse your personal opportunities and achieve personal goals.
- Taking a lead is a very important step. You can not just be given a leadership by organization structure. You need to take this lead and carry this. How do you do this?
- Leading can be done in two forms Coaching and Directing, but it is very important to combine those forms in the correct proportions as well as knowing in advance, which level of your personal involvement leadership can be required from you under different circumstances.
- Level of involvement is defined by proportions of coaching and directive parts. Your level of involvement is not constant as well as leadership style. It needs to be adapted to be at right place at the right time .
- You may need to change the style of your leadership depending on circumstances and one fact, that people need to understand not only what you want from them but also understand why do you want it from them and be sufficiently motivated in trying to achieve the end result. Very many Offshore or Outsourcing IT projects are not as successful as they could be, if the leadership style and relations between both onshore and offshore sides were formed in the right way from the beginning. You may have less or more personal involvement in the begin, but if you begin working with new people or new supplier, the Direction part of your leadership shall be strong. People may not need to understand why you want to do certain things in the certain way, but they shall know what you want from them, in which form and be committed to that. Further, when need in the direction of team reduces and team is able to follow certain procedures, you may spend more time on explaining the essence of their tasks from you and listen if they have questions or suggestions how to improve this locally. It is necessary, during improvement phase to keep you level of direction sufficient enough to make sure that team does not focus on improvement only, but keep their foots on the land and remain aware from demands from you. You do Coaching of your team or supplier as you lead them. When your relations with the team or supplier are mature enough, you can reduce directing part, allowing people to choose locally most efficient ways to achieve goals, which you provide by going to Supporting type of leading. Eventually, if business goals are not changed frequently or change insignificantly, you may go to Delegating type of leading. Relations in this part need regular monitoring and control to gain indication when your team or supplier needs increase of Support or Direction . Very many projects in IT Outsourcing which had a good start, later suffer fails, because the level of involvement decreased, when team under strong Direction shown good results. You can NOT go directly from Direction type of relationships to Coaching unless you intend to formalize every aspects of your professional relationships and know for sure that formal procedures, which you set, are understood in the same way by you and your team/supplier. When you are in Delegating type of the relationships, you need to be absolutely sure in the Team Integrity on your own or/and supplier side .
- What does team integrity in your case mean and why it is important? The answer is very simple. You can NOT achieve any productive result if some members of your team are moving in different directions and have goals, different that goals of the team.
- That is why team integrity means that goals and ambitions of everyone in the team shall be correlated with goals of the entire team. Also it is important for you as a leader to have a strong vision of what are you trying to achieve, besides normal caring day to day tasks. Having this vision allows you to clarify required environment to implement this vision. Based on that vision, you can assign everyone a place in this environment, his/her own important job . The kind of this job shall allow a person to get a deserved recognition. You can achieve giving recognitions by structuring motivation and enthusiasm of your team. So that you can put their actions in the right way to achieve the maximal positive effect in their contributing to the work of the entire team.
- Here you may see, how feeling of personal recognition and reword leads to the feeling of trust between you and the member of your team. Always try to know everyone of your team in person: what drives him/her , what his/her personal and professional ambitions and what is the best reward does he/she truly want from her work ? Having a feeling of trust helps you so much, when the time of crisis comes and you need to perform with your team above normal or there is no time for discussion and you just want that your team relies on you. And never, never address people as “hey you” or refer to them as “those people”.
- Feeling of doing the own important piece of the common job unities people. They work in cooperation each with other. However, members of your team are like stars. Some brighter, others are dimmer. And like in sport there is a plenty space for friendly completions between those stars within your daily routine. Competitions, which make dimmer stars brighter and may turn bright stars to supernovas.
- As it was mentioned before, people need to be reworded or better to say to have feeling of being personally reworded. The post necessary aspect of that feeling is a feeling of doing “important job”. Never say to your people “Well, someone needs to carry those tasks” or “It shall be done anyway, so please do that instead of discussion”. Instead you need to give person a picture of importance those tasks for the team related success. If you have tasks, which you personally consider to be waist of the time, how could you convince anyone about importance of their work on those tasks? Instead, you shall be involved with your management in discussing those tasks and if they are necessary. But let us say, you have a total picture of vision for the team work and there are no “waist time” tasks in this vision, so every task has its own unique importance. Besides that, everyone in your team is assigned to the tasks, understand their importance and motivated to carry them on. How would you choose how exactly everyone shall be reworded for his/her work and how. The best way to do that is to allow someone becomes better that he is. You may encourage competition between your team members on how gains maximal measurable result of the certain kind from similar type of task. For maximal efficiency you need to drive them on a regular basis, so everyone eventually gets a chance to win and tries to win. We all have memories. There are memories, which are pleasing us as we recall them. It is very important to recall positive emotions, when we have clashes and fallbacks in our daily work and life. Memories in our mind have certain doors which lead us to recall those memories. Having a gift at which you often look is one of those doors. When person is reworded and feels that you have the professional trust in him or her, you may use that to make person accept the certain positive critics which would help him/her to improve own contribution to the work of entire team/organization. You may help him or her with activities to achieve that and set up the plan or personal improvement process aimed to achieve desired personal result. If you agree with team member which desired personal result for the nearest future could be, then he/she knows what to work for and also less motivated to change his job.
- Dealing if the team member makes it hard for you is not easy. But it is very important for you to understand cause in this case. You wil also need a flexible system.