Building a championship team ihrm
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This document discusses how to build high-performing teams. It identifies four types of team members - the committed competent, uncommitted competent, committed incompetent, and uncommitted incompetent. It also lists 12 characteristics of high-performing teams, including having a common goal, winning culture, strong leader, and hiring passionate people. Additionally, the document outlines reasons why people resist change and how to inspire unity in a team through democratic seating and allowing appropriate turn-taking in discussions.
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CRED is an Indian fintech platform that primarily rewards users for making timely credit card payments.Ross Chayka: AI in Business: Quo Vadis? (UA)
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Ross Chayka: AI in Business: Quo Vadis? (UA)
Kyiv AI & BigData Day 2025
Website https://aiconf.com.ua/kyiv
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Why AI is Needed Procurement and Supply ChainsUniversity of Hertfordshire
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This presentation was delivered to a mixed sector industrial audience to provide a balanced view of why AI is necessary in many working environments, and further, how it can advantage the individual and organisation. It also dispels the widely held (media) view that AI will destroy jobs and displace people on a socially damaging scale. The really serious threat scenarios actually remain the domain of human players, and not as depicted by some Hollywood dystopian machines take over nightmare!
Primarily seeing AI as a downsizing opportunity is to miss the key point: by empowering employees it is the biggest growth agent!
The nonsensical nature of AI v human supremacy arguments also distract from the symbiotic relationships we are forging. This is especially evident when confronted by complexity beyond our natural abilities. For example: procurement and supply chains may now see >>60 independent variables (features and parameters) with many requiring real time control. Humans can typically cope with 5 - 7, whilst our mathematical framework fails at 5. This primal limiter also compounds the risks involved in designing for:
optimisation v brittleness v resilience
In this context, the digitisation process is largely regarded as an event instead of a continuum and this greatly exacerbates the risks involved. This is illustrated against the backdrop of several past tech-revolutions and the changes they invoked. Two ongoing revolutions are also included with projections for likely futures/outcomes.
The closing remarks remind the audience of just one observation that we all need to keep in mind:
Things that think want to link
and
Things that link want to think
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Norman Cooling founded N.L. Cooling Strategic Consulting LLC where he serves as President. A man of faith and usher for Wesley Memorial Methodist Church, he lives with his wife, Beth, in High Point, North Carolina. Norm is an active volunteer, serving as a Group Leader for Enduring Gratitude since 2019 and volunteering with the Semper Fi Fund.Will-Skill Matrix PowerPoint Template and Guide
Will-Skill Matrix PowerPoint Template and GuideAurelien Domont, MBA
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The Will-Skill Matrix is an essential framework for managers and consultants aiming to optimize team performance. This model divides employees into four quadrants based on their levels of motivation (Will) and competencies (Skill):
1.Contributors (Guide): High Will, Low Skill
2.High Performers (Challenge): High Will, High Skill
3.Low Performers (Direct): Low Will, Low Skill
4.Potential Detractors (Motivate): Low Will, High Skill
This PowerPoint presentation is only a small preview of our content. For more details, visit www.domontconsulting.com 
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Building a championship team ihrm
- 1. BUILDING A CHAMPIONSHIP TEAM How to create, build and inspire high performance team!! Ashwin.B 16382017
- 4. 4 TYPES OF TEAM MEMBERS
- 5. 1. THE COMMITTED COMPETENT THE STARS IMPOSSIBLE TO REPLACE CAN OVERLOADED AND THEN THEY SNAP
- 6. 2. THE UNCOMMITTED COMPETENT VERY DANGEROUS ATTITUDE IS NON-COMMITTAL, EVEN NEGATIVE BEST TO EXIT, AS ITS ATTITUDE ISSUE
- 7. 3. THE COMMITTED INCOMPETENT TRAIN THEM MOVE THEM TO ANOTHER DEPARTMENT
- 8. 4. THE UNCOMMITTED INCOMPETENT GET RID OF AS SOON AS POSSIBLE
- 9. 12 CHARACTERISTICS OF HIGH PERFORMING TEAM
- 10. #1 COMMON GOAL #2 WINNING CULTURE #3 STRONG LEADER #4 100% INVOLVEMENT #5 SUPPORT THE STARS #6 FLAT SALARIES=FLAT PERFORMANCE #7 SIMPLE INCENTIVE PROGRAM #8 SUPPORT RISK TAKING #9 TRAIN THEM IN ALL AREAS #10 JOB DESCRIPTIONS #11 HIRE PASSIONATE PEOPLE #12 MAKE YOUR BUSINESS A PEOPLE MAGNET
- 11. 8 BEST SIGNALS TO CREATE UNITY
- 12. 1) Democratic seating (round table is best) 2) Equal eye contact with the entire team 3) Smiles 4) No smirks or private glance with individuals 5) Allowing appropriate turn talking 6) Direct body orientation to team member who is speaking 7) Energetic vocal tone 8) Small but vigorous gestures.
- 13. REASONS WHY PEOPLE RESIST TO CHANGE
- 15. FEAR OF FAILURE
- 18. TRADITION AND HABITS OF THE PAST
- 19. HOW WE REACT TO CHANGE
- 20. Uncomfortable Self conscious Will feel alone Will think what they have to give up Can handle only so much Not enough resources to make the change
- 21. 5 THINGS GREAT LEADERS DO
- 22. CHALLENGE THE PROCESS MODEL THE WAY INSPIRE THE SHARED VISION ENABLE OTHERS TO ACT ENCOURGE FROM HEART
- 23. THANK YOU