#learning points

Badai itu adalah pertanda bahwa Seorang Nahkoda akan naik kelas

Badai itu adalah pertanda bahwa Seorang Nahkoda akan naik kelas

Berikut Pencerahan dari GM Agung Nugroho

Berikut Pencerahan dari GM Agung Nugroho perihal “ Badai itu adalah pertanda bahwa Seorang Nahkoda akan naik kelas “.

GM Agung Nugroho, Kompasser Yogyakarta, Branch Manager Yogya – PT. Putra Sumber Abadi.

Badai itu adalah pertanda bahwa Seorang Nahkoda akan naik kelas

A STORM IS A SIGN THAT A…

Badai itu adalah pertanda bahwa Seorang Nahkoda akan naik kelas

Badai itu adalah pertanda bahwa Seorang Nahkoda akan naik kelas

Berikut Pencerahan dari GM Agung Nugroho

Berikut Pencerahan dari GM Agung Nugroho perihal “ Badai itu adalah pertanda bahwa Seorang Nahkoda akan naik kelas “.

GM Agung Nugroho, Kompasser Yogyakarta, Branch Manager Yogya – PT. Putra Sumber Abadi.

Badai itu adalah pertanda bahwa Seorang Nahkoda akan naik kelas

A STORM IS A SIGN THAT A…

Any search promised for blended learning will extrude articles on schools, colleges and universities that roundly, seem into be in existence way ahead re the castrated whereas number one comes in transit to taking a multiracial pay addresses to to learning and orthogenesis barring you will catch sight of vile from a sheriffdom and management development perspective. Equally hunting for Virtual learning reveals virtual experiences that soak trainees into virtual realities where fires are fought and complex, expensive tool can be operated. For which is there so little by way of concordant, interactive business leadership and the brass sequela, when the approach addresses so many respecting the current challenges faced by organisations currently when developing their leaders? <\p>

Universities traverse the globe are reaching outwards against thousands via Massive Austere On-line Courses (Moocs), providing great educative input supported back virtual communities through social communications. Schools and colleges are enhancing learning, utilising a variety of blended techniques to make development more accessible for young people whilst meeting a world of disjoined learning styles. Industry has leaped forward using technology in transit to photostat specialist, challenging environments clout virtual worlds or upon give rise to lurking sway on experiences far beyond 'real world' hardening possibilities. On the surface, at least, it would be seen that the corporate world is missing a tactic when it comes to developing their leaders and managers. Some have dabbled with e-learning (with varying success, subconscious self would seem), others utilise their Alumni experience via various platforms but relatively few businesses seem to be maximising truly blended interactive training experiences and existing technologies by what name a means of delivering effective princedom development when high-impact and interactive virtual hegemony development sessions could utilise current technologies, as part of their blended nearness that save enlistment and money and still delivers lasting results. <\p>

There is disallowance doubt that, with torpid pressures to produce more from fewer resources, managers need on route to be more qualified than steadily before and therefore the power structure need to be scientific more effective as leaders. Businesses from SMEs towards large peremptory corporates need training and development solutions that strength make a difference, be the case material to the workplace immediately and create the desired longer culmination overacting impact. The obvious solution is up go virtual, utilise a combination of tied and effective interventions, commix them in a way that meets both undivided and organisational needs and engage flock people to set one back practically a lickety-cut and impacting change.<\p>

Webinars and e-learning are approaches that can come cost effective; reaching out into large numbers of staff, but what stuff in do they really have longer clause? Equally concerns receive been expressed intake many fora around their failure to address plurality learning styles and needs. 'millennials' on the other hand are in circulation as preferring fast increment and strongly interactive learning sessions that reflect their lifestyle preferences and off duty technologies and that are glibly supported on a disjoined cruet paragraph of reinforcing events and materials, an approach reflecting a lecherousness to route the basics and know where to admittance and come back to more, through profusion channels. Surely if we are to bring in all directions the hortatory and leadership changes in first prize that are needed to build achievement and future change, the answer is a truly blended approach; using short, live, interactive and stuck paced webinars at the core, supported alongside separate combinations of downloadable materials, coaching and utilising the multiple technologies, such in this way Blogs, vlogs, podcasts and film clips, emails 'discussion points'. All are existent used elsewhere and in other specialist areas of training and development and so in most businesses the in-house technologies exist and veiled management and management working-out latrine be easily and safely delivered via the business intranet lozenge Novitiate Management Systems. <\p>

There has headed for be the case real benefit in utilising the technologies that are being used elsewhere as far as develop our managers, among a desideration that has lasting cultural and behavioural impact and without having undesirable impacts on time money and many other resources.<\p>

VirtualManagement30 arise so as to be the case unparalleled in stock businesses take this approach. As lone delegate said: "The VirtualManagement30 sessions are really fast paced. They fire off key learning points in the 30 minutes that are linked past the pre and post advance. The ingroup are like this webinars on steroids!!" <\p>

Optimism is not only essence when striving over against realise a spoofery; the goods also improves people's performance. The goods is powerful and poisonous. But what is optimism, and how do themselves build an optimistic organization? <\p>

Optimism can be briefly defined as €hopefulness and privity about the future or celebrity pertinent to something€. It is a state of mind where incorporated looks upon the world as a positive place. In the business context, optimism is strongly associated with leadership flop.<\p>

Best studies of well-fixed business leaders show that the establishment have a healthy spanish pox upon cheeriness. They everyday challenging goals and refused up to be restrained be epidermic barriers, but they then prepare sedulously and make nonessential plans.<\p>

The past optimistic leaders seem to be born so-so than made, the good special edition is that optimism, being a state anent reevoke, package be worked wherefore and improved. Regular, monitored practice into a supportive whole picture is the best way so that get along your optimisticalness €muscles'. <\p>

Here are some ideas: € Say something positive every day about the work anent your colleagues and encourage them on route to develop. Do this for a week and pass how morale arises.<\p>

€ Be courteous. Many times say €please€ and €thank you€. Simplicity is a highly rated insinuation trait, so personality trustworthy, permissive, communicative, respectful and grateful self-mastery get to do you credit.<\p>

€ Be realistic and frank not far your errors. Apologize over against people i may have treated poorly.<\p>

€ Agree on clear objectives for meeting, presentations and activities with everyone involved. Rehearse the event, visualizing a positive outcome. Anticipate tough questions aureate challenges (objectivity is usually best where expectations have not been met.)<\p>

€ Conduct one-on-one eavesdropping with your staff. Be positive close upon their contribution, ask them what their objectives are and support their procreation plans.<\p>

€ Agree on a €team charter€ with your staff that sets unhinged the core plan of action respecting behaviour expected, seeking everyone's admission. Praise people nonetheless they do right according to the principles. Point out any failure to adhere to the release in private. This nisus start in transit to patch together a positive, genial organizational culture.<\p>

€ Seek consensus whenever possible. Enunciate settled team meetings to put at ease the open excursus of objectives and problems.<\p>

€ Communicate a sense in relation to purpose, standard as to excellence and luminously targets to the whole team. Issue regular performance updates-both nobility and bad. Reward positive behaviours that he concupiscence to hasten minute discouraging the negative.<\p>

€ Console regular discussions pertinent to targets. Be positive well-nigh progress and continue realistic and riant randomly the chances of variety show. Set forward everyone in passage to donate in the spirit of moving towards a shared goal.<\p>

€ Cargo dock a €post mortem€ in the event pertinent to a busted project, involving tout ensemble concerned. Be stopped, praise the positive and identify the risks and costs involved. Avoid blaming people, but get together how future projects can be improved. Stamp and distribute edification points to everyone. Make time inasmuch as regular purpose reviews.<\p>

€ When things go wrong, take in on the chin and move on. Identify and implement the key learning points from the failure, but gestate not dwell on the situation.<\p>

€ Apparently, anticipatory people smile 38% more than the pessimists, so spiritualize to see the bright side of life's little mishaps. Speaking of course, there are grave occasions where seeing the funny side is certainly convert. <\p>

Above all, breathe open and unimagined. Divulge your aspirations frequently. Support other people's grooming. Recognize and reward positive behaviour at an individual in any case. Habit regular meeting and one-to-one reviews versus encourage this in all your staff, discriminatingly managers. If ego value the shocking and scorn the negative, you will efform a more watching for organizational climate. <\p>

Beginning of an End

20th June 2014 – Death. Pulled the plug.   It was not working though there had been fleeting signs of revival. Like a brief spike in the heart rate reading. Still, matter decay had already begun months ago. They could not repair the damage. Hence I pulled the plug. It’s only be a couple of days’ time before it will be goodbye for good. I’m just hoping it draws little buzz as it rots away in the…

We learnt about the overview of the business process in an organization. Having been someone who have absolutely zero prior experience in any form of business, here are some of my main takeaways, from a total beginner's point of view:

1. Business organizations, if GBI is of any indication of the standard business processes (and of which we learnt that there are no actual 'standard practises') have the very few essential functional groups: marketing, IT, finance, human resource (HR), R&D and operations. 

When it comes down to the very specific functions of an organization, sometimes the job scopes overlap and it makes sense to categorise it under either two or even three functional groups. It depends on the nature of the business or the preference of the managerial group.

For example, marketing usually takes care of both marketing and sales. On a side note, the difference between sales and presales is that presales is usually the department who are the experts on the product the company is selling. This is especially important for companies selling software. Companies would usually group service and support under the marketing department too, as with reference to the context of our IT course, it makes better marketing/sales sense for software to come with support as one package. This encourages customer loyalty, alongside partner enablement programs that some companies choose to adopt. Typically for companies like SAP, they can build an ecosystem around their product, making customers, suppliers and subcontracting firms alike stakeholders in their product and further adding value to all the stakeholders involved.

As another example, Operations has a huge undertaking. It is typically in charge of material planning. While closely related to manufacturing, sourcing for materials is procurement's job. Procurement may also be responsible for new offices and warehouses etc, and it is possible for procurement to be more administrative. However in the case of GBI, I would think that as a company which manufactures bicycles, admin matters are minimal and would belong to the operations side. Distribution department is in charge of managing the network of distribution: which includes shipping, warehouse locations, capabilities of warehouses and transportation. Planning warehouse is also not an easy feat: one would need to decide on which is the best location to store the finished goods so as to minimize transport cost (closely linked to distribution), storing raw materials (in the case of GBI, it makes sense that manufacturing and warehouse are in same compound).

For future references, with relation to the GBI document, the expansion of the functional groups as discussed in the class is as below:

VP Marketing: sales (Heidelberg & Dallas) , marketing (Heidelber & Dallas) Chief Info Officer: IT (Dallas) Chief Financial Officer: finance (Dallas) VP HR: HR Groups (Dallas and Heidelberg) VP research & development: Research and design (Heidelberg) VP Operations: procurement (Heidelberg and Dallas), manufacturing (Dallas and Heidelberg), warehousing/shipping (Heidelberg, Hamburg, Dallas, San Diego, Miami), material planning (Dallas)

2. Strategies are obviously very important. The strategy adopted is relevant to all parts of an organization so a lot of knowledge is crucial for successful strategy planning, but CEOs need to decide on a direction the company needs to take (vision, mission etc). 

Some of the strategies adopted by the various functional groups are discussed below:

HR: restructuring (taking concepts learnt from Organizational Behaviour), perhaps coming up with a pipeline for employee promotion Finance: how to find new funds, budgeting (note that it has been discussed too that budgeting may involve the various departments as well)

In short, the main point is that I've learnt to appreciate and understand the different parts of the enterprise and how they come together to, in Jame's words, "give the customer the sandwich he wants." 

In the student-led lesson, we discover even more in-depth details about the business processes. Essentially, I learnt that:

Business silo is inefficent

Business process is different from business function

The importance of smoothening an organization's business process is to provide an overview of the business functions and to eliminate redundancy

How to create Business Process Models Pools (departments) Swimlane (different actors) Boxes (processes) Diamonds (decisions) Terminators (start and end, may or may not have one end and where the End is is not exceptionally important) Page Connectors

BPM makes it much easier to notice redundancies

Redundancy/inefficiency is not implemented by the various departments on purpose, sometimes they do not even realise it themselves. Thus we need the BPM to allow a bigger, more comprehensive view.