http://www.leadershipmadesimple.com/
Where we as managers/leaders focus our attention and energy has a huge impact on the results we get through others – the point of management and leadership. It also impacts our own personal results, as this video will clarify.
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Websites to check out:
http://www.leadershipmadesimple.com
http://www.enleadership.com
http://www.facebook.com/edoakley
http://www.twitter.com/edoakley
History of Enlightened Leadership Solutions
The best place to begin is where we got our name.
The Allied Forces had just won a quick and decisive victory in the first Gulf War. The efficiency and the effectiveness of the forces were notable. One of our principals was watching CNN interview one of the Generals in Saudi Arabia .
The General who shared his observations and analysis on why the Allied Forces were so successful commented: The chain of command has empowered the armed forces in the field to get the job done. Decisions are being made at the battle front, not by the brass in Washington . Now thats enlightened leadership.
Three years later, the book was published by Simon & Schuster. The book is in its 31st printing and has sold over 230,000 copies worldwide.
What weve learned is a profound demonstration about the power of human capital, and unleashing that power is at the very core of our work.
Philosophy of Enlightened Leadership Solutions
We believe that people are the cornerstone to success. People are the single biggest opportunity to realize performance gains without expending or investing in additional resources.
Attitude, alignment, communication, focus and commitment are critical differentiators between those who thrive and those who just survive. We consistently find that individuals, teams, and organizations who execute these areas well, out-perform those who may have more technical knowledge or talent.
We believe that what makes people tick doesnt change much from company to company. The behavior that is driven by management philosophy, culture, process, systems, procedures, and structure is unique to each organization. Research has concluded that cultural alignment is a significant factor behind failed mergers and executive retention. Much of the knowledge we have gained over the years will impact individual performance. Organizational performance is further dependent on what, how, and when that knowledge is applied to those unique organizational factors.
We also believe that innovation and knowledge transference is critical and that the greatest measure of our success is how fast organizations integrate and apply the capabilities that we initially provide them. Our goal is to create independence, not dependence on us for success. We are a catalyst and guide for change, not the holder of the process. The more organizations are accountable for success, the greater and more sustaining the performance improvements. Developing that accountability is an important part of our work.
Best regards,
Ed Oakley
Duration : 0:4:34
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Agile Estimating and Planning” author, and Agile Alliance co-founder, Mike Cohn, provides detailed, proven techniques for estimating and planning any Agile project.
Agile Estimating and Planning supports any agile, semiagile, or iterative process, including Scrum, XP, Feature-Driven Development, Crystal, Adaptive Software Development, DSDM, Unified Process, and many more. It will be an indispensable resource for every development manager, team leader, and team member.
Mike Cohn’s Books/eBooks: http://www.informit.com/authors/bio.aspx?a=5abfea5e-9af6-4f4f-8ac8-db2d9b98cdbd
Get All OnSoftware Vidcasts FREE: http://www.informit.com/podcasts/channel.aspx?c=dadf92ca-3bdc-484e-9cd8-cbfe0cfc0de6
www.informIT.com/podcasts
Duration : 0:10:53
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http://www.enleadership.com/blog Employee Engagement is top of mind in most organizations today and should be. Ed Oakley best selling author, speaker, CEO and leadership expert, discusses the importance of looking at engagement as a business leader and how to utilize your leadership skills to positively impact the engagement of your associates.
Duration : 0:4:23
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http://www.leadershipmadesimple.com/
When we do management and leadership development, we like to invite the managers involved, as well as employee leaders, to look at extremes of leadership styles. The process also distinguishes somewhat between management and leadership.
Please rate and comment this video. Give us feedback on its value.
Have to have it? Subscribe!
Websites to check out:
http://www.leadershipmadesimple.com
http://www.enleadership.com
http://www.facebook.com/edoakley
http://www.twitter.com/edoakley
History of Enlightened Leadership Solutions
The best place to begin is where we got our name.
The Allied Forces had just won a quick and decisive victory in the first Gulf War. The efficiency and the effectiveness of the forces were notable. One of our principals was watching CNN interview one of the Generals in Saudi Arabia .
The General who shared his observations and analysis on why the Allied Forces were so successful commented: The chain of command has empowered the armed forces in the field to get the job done. Decisions are being made at the battle front, not by the brass in Washington . Now thats enlightened leadership.
Three years later, the book was published by Simon & Schuster. The book is in its 31st printing and has sold over 230,000 copies worldwide.
What weve learned is a profound demonstration about the power of human capital, and unleashing that power is at the very core of our work.
Philosophy of Enlightened Leadership Solutions
We believe that people are the cornerstone to success. People are the single biggest opportunity to realize performance gains without expending or investing in additional resources.
Attitude, alignment, communication, focus and commitment are critical differentiators between those who thrive and those who just survive. We consistently find that individuals, teams, and organizations who execute these areas well, out-perform those who may have more technical knowledge or talent.
We believe that what makes people tick doesnt change much from company to company. The behavior that is driven by management philosophy, culture, process, systems, procedures, and structure is unique to each organization. Research has concluded that cultural alignment is a significant factor behind failed mergers and executive retention. Much of the knowledge we have gained over the years will impact individual performance. Organizational performance is further dependent on what, how, and when that knowledge is applied to those unique organizational factors.
We also believe that innovation and knowledge transference is critical and that the greatest measure of our success is how fast organizations integrate and apply the capabilities that we initially provide them. Our goal is to create independence, not dependence on us for success. We are a catalyst and guide for change, not the holder of the process. The more organizations are accountable for success, the greater and more sustaining the performance improvements. Developing that accountability is an important part of our work.
Best regards,
Ed Oakley
Duration : 0:8:41
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(visit www.jamkhed.org for more information)
The Village Health Worker (VHW) acts as the local agent of positive health and social change. She is selected by her community and receives training in health, community development and organization, communication skills, and personal development from CRHP. Her primary role is to freely share the knowledge she obtains with everyone in the community, to organize community groups and to facilitate action, especially among women, the poor and marginalized. At the outset, many of these VHWs were often illiterate women from the untouchable (Dalit) caste. The concept and utilization of the VHW has been internationally recognized and often emulated for its dramatic positive impact on public health at the community level.
VHW training was designed to empower these often oppressed women by increasing their knowledge, building skills, and demystifying medicine so as to truly put health in the people’s hands. The initially high rates of diseases and premature deaths in the area were primarily linked to malnutrition, water-borne diseases resulting in diarrhea and infections, untreated communicable diseases, lack of family planning, and harmful superstitious beliefs and practices. The training these women received opened a doorway for effective, locally-managed and relatively simple interventions to halt this vicious cycle that was causing so much pain and suffering.
The VHWs, working entirely as volunteers, became empowered by learning skills with which to earn a living through micro-enterprise. As community acceptance and trust in these VHWs began to grow so did the health of their villages. As individual villages dramatically improved their quality of life and overall level of health, other villages came forward asking to participate.
Several of the Village Health Workers trained by CRHP have been invited to address international conferences on public health. An example is Muktabai, who became an exemplary health worker and had an opportunity to speak at an international conference held in Washington DC, USA. A bit of her experience is given below: In a huge conference hall in Washington DC, over a thousand participants listen with rapt attention to Muktabai Pol, a village health worker from Jamkhed, India. The listeners include officials from WHO and UNICEF, ministers of health, health professionals and representatives of universities from many parts of the world. Muktabai shares her experience of providing primary health care in a remote Indian village. She concludes her speech by pointing to the glittering lights in the hall. “This is a beautiful hall, and the shining chandeliers are a treat to watch,” she says. “One has to travel thousands of miles to come to see their beauty. The doctors are like these chandeliers, beautiful and exquisite, but expensive and inaccessible.” She then pulls out two wick lamps from her purse. She lights one. “This lamp is inexpensive and simple, but unlike the chandeliers, it can transfer its light to another lamp.” She lights the other wick lamp with the first. Holding up both lamps in her outstretched hands, she says, “I am like this lamp, lighting the lamp of better health. Workers like me can light another and another and thus encircle the whole earth. This is Health for All.” The audience rises to its feet in a standing ovation.
Duration : 0:7:12
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http://www.1we.com As a Bengali boy of five or six years old he ran away from home. He ended up on the street for nearly two years where he learned to fend for himself as a street child. After he was adopted by a Dutch couple he vowed to one day open his own orphanage in his home country. Today Motalib Weijters has not one but two orphanages, the Nel and Willem Homes named after his deceased adoptive parents. In addition to this he started a hospital and some other health care projects within his foundation SLOPB, a Dutch initiative with a Bengali flavor. My dream to do something for my country of birth has come true. With relatively few means you can make a huge difference here. Motalib returned, he saw and he conquered.
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‘Your own Slum Shop in the slums of Dhaka’
Give a family in Bangladesh a future! Check it out:
http://www.1we.com/web/show/id=61314/langid=42
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‘My Second Car is a Rickshaw’
Give a family in Bangladesh a future! Check it out:
http://www.1we.com/web/show/id=59754/langid=42
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Give us your helping hand. Support 1We and the projects
http://www.1we.com/web/show/id=58969/langid=42
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Duration : 0:11:50
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Dr. Lesley Morrow details her work in early literacy development and the role of parents and teachers in educating the child.
Dr. Morrow is a professor at Rutgers University’s Graduate School of Education where she is coordinator of the literacy program. Her area of research deals with early literacy development, and the organization and management of Language Arts Programs. Her research is carried out with children and families from diverse backgrounds.
Duration : 0:4:45
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http://www.enleadership.com/ This video in our Experiment in Leadership Development series addresses how we see management and leadership and their importance to each other. It might be familar to Enlightened Leadership clients, but the example story might be new to you.
The format of this one is VERY DIFFERENT. Please give us your perspectives on it!Please rate and comment this video. Give us feedback on its value.
Have to have it? Subscribe!
Websites to check out:
http://www.leadershipmadesimple.com
http://www.enleadership.com
http://www.facebook.com/edoakley
http://www.twitter.com/edoakley
History of Enlightened Leadership Solutions
The best place to begin is where we got our name.
The Allied Forces had just won a quick and decisive victory in the first Gulf War. The efficiency and the effectiveness of the forces were notable. One of our principals was watching CNN interview one of the Generals in Saudi Arabia .
The General who shared his observations and analysis on why the Allied Forces were so successful commented: The chain of command has empowered the armed forces in the field to get the job done. Decisions are being made at the battle front, not by the brass in Washington . Now thats enlightened leadership.
Three years later, the book was published by Simon & Schuster. The book is in its 31st printing and has sold over 230,000 copies worldwide.
What weve learned is a profound demonstration about the power of human capital, and unleashing that power is at the very core of our work.
Philosophy of Enlightened Leadership Solutions
We believe that people are the cornerstone to success. People are the single biggest opportunity to realize performance gains without expending or investing in additional resources.
Attitude, alignment, communication, focus and commitment are critical differentiators between those who thrive and those who just survive. We consistently find that individuals, teams, and organizations who execute these areas well, out-perform those who may have more technical knowledge or talent.
We believe that what makes people tick doesnt change much from company to company. The behavior that is driven by management philosophy, culture, process, systems, procedures, and structure is unique to each organization. Research has concluded that cultural alignment is a significant factor behind failed mergers and executive retention. Much of the knowledge we have gained over the years will impact individual performance. Organizational performance is further dependent on what, how, and when that knowledge is applied to those unique organizational factors.
We also believe that innovation and knowledge transference is critical and that the greatest measure of our success is how fast organizations integrate and apply the capabilities that we initially provide them. Our goal is to create independence, not dependence on us for success. We are a catalyst and guide for change, not the holder of the process. The more organizations are accountable for success, the greater and more sustaining the performance improvements. Developing that accountability is an important part of our work.
Best regards,
Ed Oakley
Duration : 0:10:56
Read the rest of this entry »
Leadership and Change Management have an Evolutionary scale. Where is YOUR Corporate Culture at?
http://directivecommunication.com/corporate_culture_organisational_development.php
Duration : 0:5:37
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http://www.leadershipmadesimple.com/
When we do management and leadership development, we like to invite the managers involved, as well as employee leaders, to look at extremes of leadership styles. The process also distinguishes somewhat between management and leadership.
Please rate and comment this video. Give us feedback on its value.
Have to have it? Subscribe!
Websites to check out:
http://www.leadershipmadesimple.com
http://www.enleadership.com
http://www.facebook.com/edoakley
http://www.twitter.com/edoakley
History of Enlightened Leadership Solutions
The best place to begin is where we got our name.
The Allied Forces had just won a quick and decisive victory in the first Gulf War. The efficiency and the effectiveness of the forces were notable. One of our principals was watching CNN interview one of the Generals in Saudi Arabia .
The General who shared his observations and analysis on why the Allied Forces were so successful commented: The chain of command has empowered the armed forces in the field to get the job done. Decisions are being made at the battle front, not by the brass in Washington . Now thats enlightened leadership.
Three years later, the book was published by Simon & Schuster. The book is in its 31st printing and has sold over 230,000 copies worldwide.
What weve learned is a profound demonstration about the power of human capital, and unleashing that power is at the very core of our work.
Philosophy of Enlightened Leadership Solutions
We believe that people are the cornerstone to success. People are the single biggest opportunity to realize performance gains without expending or investing in additional resources.
Attitude, alignment, communication, focus and commitment are critical differentiators between those who thrive and those who just survive. We consistently find that individuals, teams, and organizations who execute these areas well, out-perform those who may have more technical knowledge or talent.
We believe that what makes people tick doesnt change much from company to company. The behavior that is driven by management philosophy, culture, process, systems, procedures, and structure is unique to each organization. Research has concluded that cultural alignment is a significant factor behind failed mergers and executive retention. Much of the knowledge we have gained over the years will impact individual performance. Organizational performance is further dependent on what, how, and when that knowledge is applied to those unique organizational factors.
We also believe that innovation and knowledge transference is critical and that the greatest measure of our success is how fast organizations integrate and apply the capabilities that we initially provide them. Our goal is to create independence, not dependence on us for success. We are a catalyst and guide for change, not the holder of the process. The more organizations are accountable for success, the greater and more sustaining the performance improvements. Developing that accountability is an important part of our work.
Best regards,
Ed Oakley
Duration : 0:7:0
Read the rest of this entry »