Making change stick in thirty days
1 like665 views
The document outlines a 5-step 30 Day Challenge process for making and sustaining change: 1) Set a goal, 2) Prepare, 3) Tell others, 4) Begin the challenge on day 1, 5) Celebrate completing the challenge on day 30. The challenge can be done solo or with others to turn one's life into a series of small, time-boxed experiments through continuous change over 30 days. The challenge provides an easily shared model for creating and sticking to changes at home, work, and play.
1 of 21
Download to read offline
Ad
Recommended
Making Change Stick by Tom Kealey
Making Change Stick by Tom Kealey Tom Kealey
油
This document discusses using a 30 Day Challenge to help make changes stick. It recommends setting a goal, preparing, telling someone, beginning the challenge, and celebrating at the end of 30 days. An example challenge discussed is cycling to work. The document also discusses using small, timed challenges with tips to make changes easier. It encourages being a role model by practicing what you preach.Echip286 110626160322-phpapp02
Echip286 110626160322-phpapp02lekytho
油
The document is a collection of pages uploaded by Hiphopboy and shared on Dangduc.info. Each page is numbered and contains the heading "Echip Th畛 6" along with the date of June 3, 2011 and a note attributing the upload to Hiphopboy.Changing hearts and minds paddy ladd steve emery_sarah hirons
Changing hearts and minds paddy ladd steve emery_sarah hironsSteve Emery
油
The document discusses a study aimed at changing attitudes towards deaf communities by presenting positive information to hearing individuals, particularly among students from various disciplines. The research involved a three-stage process, including questionnaires and group discussions, and aimed to measure any shifts in opinion regarding the genetics of deafness. Results indicated a notable movement towards more positive opinions about deaf individuals, although some negative shifts were also observed.ICWES15 - Workshop: Making Change Stick! - Systems for Sustaining Change. Pre...
ICWES15 - Workshop: Making Change Stick! - Systems for Sustaining Change. Pre...Engineers Australia
油
This workshop will provide an introduction to creating sustainable change through understanding organizational complexity. Participants will learn key concepts like organizational diagnosis, governance, accountability and managing reputation. They will explore these topics through discussion of examples and be encouraged to apply the frameworks to their own contexts. The goal is to understand how to implement change initiatives that achieve long-lasting, aligned transformations.The reversal of_attraction
The reversal of_attractionConfidential
油
The document discusses a survey of over 7,000 people about their experiences using the Law of Attraction. Key findings from the survey include:
- The top concern for most people is increasing wealth/financial security due to the struggling economy. Many are stressed about their personal finances.
- While the Law of Attraction principles are understood, applying them consistently to achieve goals like financial independence has proven difficult for some.
- Comments from survey participants show that while the Law of Attraction is believed to be powerful, tangible techniques and guidance may be needed to fully utilize it, especially during challenging economic times.Introducing & Sustaining Change - 2010 SEPG
Introducing & Sustaining Change - 2010 SEPGrhefner
油
This document provides an overview of a professional development workshop on introducing and sustaining change in an organization. The workshop will discuss the necessary ingredients for successful change, why people resist change, and practical approaches, tools and techniques for leading and sustaining change. It will address assessing an organization's capability to change, strategies for overcoming resistance to change, explaining the value of changes being introduced, gaining management support, and using influence without direct authority.Sustain Behavior Change - Thought Leadership Leverage
Sustain Behavior Change - Thought Leadership LeverageThoughtLeadership
油
This document discusses how content creators can sustain behavior change in their audience by tying their work to measurable business results. It recommends observing how people behave after engaging with content to see if it is working, and taking it a step further by connecting individual behavior changes to specific business outcomes like increased profits, employee retention or customer satisfaction. Linking content to measurable impacts on business results allows content creators to have strategic conversations that expand their reach and increase their value to clients.Watson analysis on social media
Watson analysis on social mediaKirti Gupta
油
The document compares Audi, Jaguar, and Mercedes based on social media reviews. It recommends getting the best of the three brands, Audi, and leaving the rest. A group labeled 3 is analyzing social media reviews related to Jaguar.How to create change that sticks and spreads
How to create change that sticks and spreadsNHS Horizons
油
This document discusses key concepts related to the diffusion, spread, and scaling of innovations in healthcare. It begins with definitions of diffusion, spread, and going to scale. It then discusses the importance of measuring success based on a program's ability to achieve large scale and be sustained over time. The document provides examples of large scale improvement programs in the NHS that achieved widespread adoption. It also discusses common patterns observed in pilot programs that attempt to spread, such as a lack of focus on spread during the pilot, failure to engage adopters in new contexts, and sustainability challenges. Overall, the document emphasizes the importance of engaging local stakeholders, understanding different adoption patterns, and taking an adaptive approach to spreading programs based on local needs and capabilities.Sustaining Employee Engagement & Performance - Why Well-being Matters
Sustaining Employee Engagement & Performance - Why Well-being MattersEngage for Success
油
The document discusses the importance of employee well-being as a key factor in driving engagement and sustainable organizational performance. It emphasizes that improved psychological well-being leads to better performance, lower absenteeism, and higher employee attachment to the organization. The content highlights the roles of leadership, supportive relationships, and well-designed work environments in enhancing employee well-being and engagement.Change management
Change managementKirti Gupta
油
Change management is an approach to transitioning individuals, teams, and organizations from their current state to a desired future state. It involves managing the people-side of change using processes, tools, and techniques to achieve business goals. The typical change management process contains three phases - preparing for change, managing change through implementation, and reinforcing change to ensure it takes hold. This case study will examine how Toyota used change management for the first launch of one of their new vehicle models.Organisation culture
Organisation cultureKULDEEP MATHUR
油
This document discusses organizational culture. It defines organizational culture as the underlying set of beliefs, assumptions, values and feelings shared by organizational members that is reflected in their actions and interactions. Organizational culture is influenced by the larger society, past experiences, and other organizations. It has physical manifestations like infrastructure and routines, as well as implicit elements like dominant values and philosophy. The document examines different types of organizational cultures and characteristics. It also discusses the importance of organizational culture and how leaders can shape and change culture over time.Appreciative inquiry
Appreciative inquiryMercedes Viola
油
The document discusses Appreciative Inquiry (AI) as a methodology and philosophy for organizational change, emphasizing the positive potential and strengths of human systems. It outlines key principles, assumptions, and questions that can promote constructive dialogue and transformational leadership within organizations. The document also highlights the 4D cycle of discovery, design, destiny, and dreaming to foster creativity and engagement among team members.Culture & Organisation
Culture & OrganisationRavitheja Oleti
油
This document discusses cultural dimensions that impact organizational structure and management styles. It summarizes findings from Hofstede on how culture influences power distance, individualism, masculinity and uncertainty avoidance. Countries are mapped into quadrants based on these dimensions. Additional concepts from Laurent are presented on political systems, role formalization and different management styles between Nordic, Latin American and Asian countries. Best practices emphasize participative management, adaptability, facilitating over directing, and a coaching leadership model.Trend analysis
Trend analysisMilan Verma
油
Trend analysis is a technique used in technical analysis to forecast future stock movements by evaluating historical performance data. It involves comparing time periods, geographic areas, and organizational performance, and employs methods such as moving averages and least squares for data analysis. This approach is essential for competitive intelligence, allowing businesses to make informed decisions that enhance revenue from core customers.Organization Culture, Change and Development
Organization Culture, Change and DevelopmentVasim Shaikh
油
The document discusses the concept of organizational culture, its origins, and characteristics, highlighting its influence on employee behavior and organizational change. It covers factors that contribute to organizational change, both internal and external, as well as the importance of creating a supportive culture for change. Additionally, it examines organizational development practices and the various types of innovation necessary for continuous improvement and adaptation.Change and Organisation Culture
Change and Organisation CultureGareth Edwards
油
The document outlines a comprehensive plan for creating an optimized, interactive, and customer-centric culture within a university environment to enhance the effective use of IT and AV resources. It emphasizes the iterative process of planning, executing, and evaluating cultural change through a structured approach (observation, planning, action, and checking) while considering challenges like resistance and subcultures. Ultimately, the goal is to support institutional business and promote a culture that is adaptable and focused on learning and improvement.Big Facilitation Skills Presentation
Big Facilitation Skills Presentationdmdk12
油
The document outlines the content of a facilitation skills development program. It discusses key topics such as the definition of facilitation, applications and benefits of facilitation, characteristics and competencies of effective facilitators, principles of quality facilitation, basics of understanding people and communication, and the anatomy of the facilitation process.Change Management
Change ManagementParas Kaushik
油
The document outlines the purpose, methodology, and levers of change management. The purpose is to change conditions from a previous state to a perceived better state. The methodology involves creating a project team, analyzing change needs, designing a game plan to execute change, and sustaining momentum. The key levers of change are leadership, involvement, communication, learning, measurement, and reinforcement to sustain behavior change over time.Make It Stick
Make It StickJH W
油
The document discusses change management, emphasizing that nearly 75% of change projects fail and presents Kotter's eighth step: making change stick through cultural adaptation. It highlights the need for visible success, reinforcement of new behaviors, and the importance of communicating effectively to ensure buy-in. Additionally, the document outlines strategies for managing change at Scania, including fostering urgency and empowering teams.Change Management In Organisations
Change Management In Organisationsthevirtualconsultancy.com
油
This document provides an overview of change management and the roles involved in facilitating change. It discusses:
1) How change begins with disconfirmation creating survival anxiety or guilt, which resistance to change aims to overcome by creating psychological safety.
2) The roles of a change consultant in helping organizations through change by taking on expert, doctor, or process consultant roles focused on involvement, vision, and supportive environments.
3) The functions of a facilitator in preparing groups, assessing processes, managing conflicts, and concluding meetings using techniques like sorting fields and climate reports.
4) Tools for problem solving like Edward de Bono's Six Thinking Hats and exploring different levels of thinking, as well as concepts of mentalAppreciative Inquiry
Appreciative InquiryJohn Gray
油
This document provides an introduction to Appreciative Inquiry (AI), an approach to organizational change that focuses on strengths and successes rather than problems. It describes AI's key principles of focusing on what works well and envisioning a positive future. The document then outlines the 4D model of AI, which involves defining a topic, discovering strengths, dreaming of possibilities, and designing organizational change. Learners are prompted to reflect on examples of personal change and complete AI exercises to help understand and apply the approach.Organisation Culture
Organisation CultureShadiAR
油
This document discusses organizational culture. It defines organizational culture as a shared set of attitudes, beliefs, and behaviors within an organization. Organizational culture can influence structures, motivations, and take different forms like power cultures. The document notes that culture clashes can occur during events like mergers or acquisitions, and that changing organizational culture is a long process that involves changes to personnel, practices, and communication.Organization change mgmt models
Organization change mgmt modelsMaysoun Mohamed
油
The document discusses several common change management models:
- The ADKAR model focuses on individual change and how it must match organizational change.
- Kotter's 8-step model includes phases of unfreezing, changing, and refreezing an organization.
- Lewin's 3-phase model highlights the psychological differences between change and transition.
- The McKinsey 7S model offers a holistic approach to understand how rational and emotional components in an organization are interconnected.Employee engagement the evidence
Employee engagement the evidenceEngage for Success
油
This document summarizes research on the relationship between employee engagement and organizational performance. It finds that companies with higher employee engagement levels significantly outperform those with lower engagement across key metrics. Specifically, highly engaged organizations have twice the annual profit, 12% higher revenue growth, 18% higher productivity, 40% lower turnover, and better customer satisfaction, innovation, health and safety outcomes. The evidence demonstrates that improving employee engagement can substantially boost a company's financial and operational results.Hire the Best Crypto Recovery Experts for Fast Recovery in 2025: Puran Crypto...
Hire the Best Crypto Recovery Experts for Fast Recovery in 2025: Puran Crypto...henryywalker3
油
In 2025, crypto recovery is critical, with $140 billion in Bitcoin and other assets stranded. Puran Crypto Recovery, with a 94% success rate, is the best expert for fast, secure recovery. Their CCMB technology, success-based fees, and legal compliance ensure effective results, as seen in $1.2$4.2 million recoveries. Act within 48 hours, gather evidence, and contact Puran at www.puranonline.com or purancryptorecovery@contactpuran.co.site. While recovery is complex, Purans expertise offers hope, though preventionvia hardware wallets and vigilanceremains key.Rushi Manche | Blockchain Tech Company Co-Founder
Rushi Manche | Blockchain Tech Company Co-FounderRushi Manche
油
Rushi Manche has received recognition for his academic, entrepreneurial, and public service achievements at the state, national, and international levels. His contributions span a variety of disciplines, including finance, technology, and education.AX to Dynamics 365 Finance and Operations in USA.pdf
AX to Dynamics 365 Finance and Operations in USA.pdfTrident information system
油
Upgrading from Microsoft Dynamics AX to Dynamics 365 Finance & Supply Chain Management (D365 F&O) is not just a technology upgradeits a strategic move to transform your business. At Trident Information Systems, a trusted Microsoft Gold Partner, we specialize in Upgrade AX to D365 F&O implementations. With decades of ERP expertise, we ensure your migration journey is smooth, efficient, and delivers maximum ROI. Whether youre transitioning from AX to D365 F&O, we are here to make your digital transformation seamless and impactful.
_Naver Accounts in 2025 Unlocking Smart Access to South Koreas Digital Wor...
_Naver Accounts in 2025 Unlocking Smart Access to South Koreas Digital Wor...usashopsmm.com
油
If You Want more Information, Just Contact us now:
Telegram: @usashopsmm
WhatsApp: +1 (202) 7739239
Email: usashopsmm@gmail.com
Visit Our Website: https://usashopsmm.com/
More Related Content
Viewers also liked (17)
How to create change that sticks and spreads
How to create change that sticks and spreadsNHS Horizons
油
This document discusses key concepts related to the diffusion, spread, and scaling of innovations in healthcare. It begins with definitions of diffusion, spread, and going to scale. It then discusses the importance of measuring success based on a program's ability to achieve large scale and be sustained over time. The document provides examples of large scale improvement programs in the NHS that achieved widespread adoption. It also discusses common patterns observed in pilot programs that attempt to spread, such as a lack of focus on spread during the pilot, failure to engage adopters in new contexts, and sustainability challenges. Overall, the document emphasizes the importance of engaging local stakeholders, understanding different adoption patterns, and taking an adaptive approach to spreading programs based on local needs and capabilities.Sustaining Employee Engagement & Performance - Why Well-being Matters
Sustaining Employee Engagement & Performance - Why Well-being MattersEngage for Success
油
The document discusses the importance of employee well-being as a key factor in driving engagement and sustainable organizational performance. It emphasizes that improved psychological well-being leads to better performance, lower absenteeism, and higher employee attachment to the organization. The content highlights the roles of leadership, supportive relationships, and well-designed work environments in enhancing employee well-being and engagement.Change management
Change managementKirti Gupta
油
Change management is an approach to transitioning individuals, teams, and organizations from their current state to a desired future state. It involves managing the people-side of change using processes, tools, and techniques to achieve business goals. The typical change management process contains three phases - preparing for change, managing change through implementation, and reinforcing change to ensure it takes hold. This case study will examine how Toyota used change management for the first launch of one of their new vehicle models.Organisation culture
Organisation cultureKULDEEP MATHUR
油
This document discusses organizational culture. It defines organizational culture as the underlying set of beliefs, assumptions, values and feelings shared by organizational members that is reflected in their actions and interactions. Organizational culture is influenced by the larger society, past experiences, and other organizations. It has physical manifestations like infrastructure and routines, as well as implicit elements like dominant values and philosophy. The document examines different types of organizational cultures and characteristics. It also discusses the importance of organizational culture and how leaders can shape and change culture over time.Appreciative inquiry
Appreciative inquiryMercedes Viola
油
The document discusses Appreciative Inquiry (AI) as a methodology and philosophy for organizational change, emphasizing the positive potential and strengths of human systems. It outlines key principles, assumptions, and questions that can promote constructive dialogue and transformational leadership within organizations. The document also highlights the 4D cycle of discovery, design, destiny, and dreaming to foster creativity and engagement among team members.Culture & Organisation
Culture & OrganisationRavitheja Oleti
油
This document discusses cultural dimensions that impact organizational structure and management styles. It summarizes findings from Hofstede on how culture influences power distance, individualism, masculinity and uncertainty avoidance. Countries are mapped into quadrants based on these dimensions. Additional concepts from Laurent are presented on political systems, role formalization and different management styles between Nordic, Latin American and Asian countries. Best practices emphasize participative management, adaptability, facilitating over directing, and a coaching leadership model.Trend analysis
Trend analysisMilan Verma
油
Trend analysis is a technique used in technical analysis to forecast future stock movements by evaluating historical performance data. It involves comparing time periods, geographic areas, and organizational performance, and employs methods such as moving averages and least squares for data analysis. This approach is essential for competitive intelligence, allowing businesses to make informed decisions that enhance revenue from core customers.Organization Culture, Change and Development
Organization Culture, Change and DevelopmentVasim Shaikh
油
The document discusses the concept of organizational culture, its origins, and characteristics, highlighting its influence on employee behavior and organizational change. It covers factors that contribute to organizational change, both internal and external, as well as the importance of creating a supportive culture for change. Additionally, it examines organizational development practices and the various types of innovation necessary for continuous improvement and adaptation.Change and Organisation Culture
Change and Organisation CultureGareth Edwards
油
The document outlines a comprehensive plan for creating an optimized, interactive, and customer-centric culture within a university environment to enhance the effective use of IT and AV resources. It emphasizes the iterative process of planning, executing, and evaluating cultural change through a structured approach (observation, planning, action, and checking) while considering challenges like resistance and subcultures. Ultimately, the goal is to support institutional business and promote a culture that is adaptable and focused on learning and improvement.Big Facilitation Skills Presentation
Big Facilitation Skills Presentationdmdk12
油
The document outlines the content of a facilitation skills development program. It discusses key topics such as the definition of facilitation, applications and benefits of facilitation, characteristics and competencies of effective facilitators, principles of quality facilitation, basics of understanding people and communication, and the anatomy of the facilitation process.Change Management
Change ManagementParas Kaushik
油
The document outlines the purpose, methodology, and levers of change management. The purpose is to change conditions from a previous state to a perceived better state. The methodology involves creating a project team, analyzing change needs, designing a game plan to execute change, and sustaining momentum. The key levers of change are leadership, involvement, communication, learning, measurement, and reinforcement to sustain behavior change over time.Make It Stick
Make It StickJH W
油
The document discusses change management, emphasizing that nearly 75% of change projects fail and presents Kotter's eighth step: making change stick through cultural adaptation. It highlights the need for visible success, reinforcement of new behaviors, and the importance of communicating effectively to ensure buy-in. Additionally, the document outlines strategies for managing change at Scania, including fostering urgency and empowering teams.Change Management In Organisations
Change Management In Organisationsthevirtualconsultancy.com
油
This document provides an overview of change management and the roles involved in facilitating change. It discusses:
1) How change begins with disconfirmation creating survival anxiety or guilt, which resistance to change aims to overcome by creating psychological safety.
2) The roles of a change consultant in helping organizations through change by taking on expert, doctor, or process consultant roles focused on involvement, vision, and supportive environments.
3) The functions of a facilitator in preparing groups, assessing processes, managing conflicts, and concluding meetings using techniques like sorting fields and climate reports.
4) Tools for problem solving like Edward de Bono's Six Thinking Hats and exploring different levels of thinking, as well as concepts of mentalAppreciative Inquiry
Appreciative InquiryJohn Gray
油
This document provides an introduction to Appreciative Inquiry (AI), an approach to organizational change that focuses on strengths and successes rather than problems. It describes AI's key principles of focusing on what works well and envisioning a positive future. The document then outlines the 4D model of AI, which involves defining a topic, discovering strengths, dreaming of possibilities, and designing organizational change. Learners are prompted to reflect on examples of personal change and complete AI exercises to help understand and apply the approach.Organisation Culture
Organisation CultureShadiAR
油
This document discusses organizational culture. It defines organizational culture as a shared set of attitudes, beliefs, and behaviors within an organization. Organizational culture can influence structures, motivations, and take different forms like power cultures. The document notes that culture clashes can occur during events like mergers or acquisitions, and that changing organizational culture is a long process that involves changes to personnel, practices, and communication.Organization change mgmt models
Organization change mgmt modelsMaysoun Mohamed
油
The document discusses several common change management models:
- The ADKAR model focuses on individual change and how it must match organizational change.
- Kotter's 8-step model includes phases of unfreezing, changing, and refreezing an organization.
- Lewin's 3-phase model highlights the psychological differences between change and transition.
- The McKinsey 7S model offers a holistic approach to understand how rational and emotional components in an organization are interconnected.Employee engagement the evidence
Employee engagement the evidenceEngage for Success
油
This document summarizes research on the relationship between employee engagement and organizational performance. It finds that companies with higher employee engagement levels significantly outperform those with lower engagement across key metrics. Specifically, highly engaged organizations have twice the annual profit, 12% higher revenue growth, 18% higher productivity, 40% lower turnover, and better customer satisfaction, innovation, health and safety outcomes. The evidence demonstrates that improving employee engagement can substantially boost a company's financial and operational results.Recently uploaded (20)
Hire the Best Crypto Recovery Experts for Fast Recovery in 2025: Puran Crypto...
Hire the Best Crypto Recovery Experts for Fast Recovery in 2025: Puran Crypto...henryywalker3
油
In 2025, crypto recovery is critical, with $140 billion in Bitcoin and other assets stranded. Puran Crypto Recovery, with a 94% success rate, is the best expert for fast, secure recovery. Their CCMB technology, success-based fees, and legal compliance ensure effective results, as seen in $1.2$4.2 million recoveries. Act within 48 hours, gather evidence, and contact Puran at www.puranonline.com or purancryptorecovery@contactpuran.co.site. While recovery is complex, Purans expertise offers hope, though preventionvia hardware wallets and vigilanceremains key.Rushi Manche | Blockchain Tech Company Co-Founder
Rushi Manche | Blockchain Tech Company Co-FounderRushi Manche
油
Rushi Manche has received recognition for his academic, entrepreneurial, and public service achievements at the state, national, and international levels. His contributions span a variety of disciplines, including finance, technology, and education.AX to Dynamics 365 Finance and Operations in USA.pdf
AX to Dynamics 365 Finance and Operations in USA.pdfTrident information system
油
Upgrading from Microsoft Dynamics AX to Dynamics 365 Finance & Supply Chain Management (D365 F&O) is not just a technology upgradeits a strategic move to transform your business. At Trident Information Systems, a trusted Microsoft Gold Partner, we specialize in Upgrade AX to D365 F&O implementations. With decades of ERP expertise, we ensure your migration journey is smooth, efficient, and delivers maximum ROI. Whether youre transitioning from AX to D365 F&O, we are here to make your digital transformation seamless and impactful.
_Naver Accounts in 2025 Unlocking Smart Access to South Koreas Digital Wor...
_Naver Accounts in 2025 Unlocking Smart Access to South Koreas Digital Wor...usashopsmm.com
油
If You Want more Information, Just Contact us now:
Telegram: @usashopsmm
WhatsApp: +1 (202) 7739239
Email: usashopsmm@gmail.com
Visit Our Website: https://usashopsmm.com/
StarOps- AI-native platform that lets you deploy and manage production infras...
StarOps- AI-native platform that lets you deploy and manage production infras...StarOps
油
StarOps is an AI-powered workflow engine that lets you deploy, manage, and scale your application infrastructure - without writing a single Terraform file or managing Kubernetes manually.
Whether you're launching a GenAI model, provisioning blob storage, configuring VPCs, or setting up observability, StarOps handles the cloud operational complexity for you. Its like having a team of microagents managing your infrastructure behind the scenes, purpose-built for the new wave of AI and data-heavy applications.
Who Its For:
- Application developers who want infrastructure that just works.
- ML engineers and data scientists who want to ship models without devops blockers.
- Platform engineers who want to scale their teams, not their workload.
Start your Free Trial here: https://ingenimax.ai/BMGI India Addressing Strategic, Innovative, and Operational Problems at Core...
BMGI India Addressing Strategic, Innovative, and Operational Problems at Core...Naresh Raisinghani
油
Discover how BMGI India empowers businesses to solve core challenges, drive sustainable growth, and achieve real transformation through proven frameworks and deep industry expertise.
https://www.bmgindia.comHow Effective Leadership Drives Success and Accelerates Business Growth by De...
How Effective Leadership Drives Success and Accelerates Business Growth by De...Devin Doyle
油
As defined by Devin Doyle, Leadership plays a pivotal role in driving the success and growth of any business. A strong leader sets the tone for the entire organization, inspiring teams and aligning efforts toward achieving the companys goals. Leadership is more than just directing operations; its about empowering people, fostering innovation, and creating a positive work environment that propels business growthOleksandr Osypenko: Defining PMO Structure and Governance (UA)
Oleksandr Osypenko: Defining PMO Structure and Governance (UA)Lviv Startup Club
油
Oleksandr Osypenko: Defining PMO Structure and Governance (UA)
LemBS PMO School 2025
Website https://lembs.com/pmoschool
Youtube https://www.youtube.com/startuplviv
FB https://www.facebook.com/pmdayconference Webinar: Why Odoo is a game-changer for Service Companies
Webinar: Why Odoo is a game-changer for Service Companiesdear digital
油
Watch the webinar: https://youtu.be/49xUiOHJwa4
Running a service business? Then you know how messy operations can get.
Youre not selling products. Youre selling time, expertise, and client satisfaction. That means your tools need to handle projects, people, planning, and billing - all in one place.
Thats exactly where Odoo shines. Unlike traditional ERP systems, Odoo is built to support the unique workflows of service companies. From managing projects and tracking time to invoicing, signing contracts, and handling support tickets: Odoo brings everything together. No more jumping between a plethora of spreadsheets, tools, and inboxes.
With over 45 modules, Odoo grows with your business. Need CRM today, Helpdesk tomorrow? No worries, its all connected. Plus, its fully customizable to match the way your company works.
Wondering if its a fit?
Join our 1-hour webinar where our Odoo expert Julien will walk you through the power of Odoo for service companies, complete with real-life examples from companies like yours!
What youll learn:
How Odoo streamlines the entire service lifecycle
Key modules for service businesses: Project, Timesheets, CRM, Invoicing & more
How reporting works within Odoo
What makes Odoo different from other ERP systems
When Odoo is a fit for your company (and when it's not)
A demo where we guide you through the possibilities step-by-step
MOOJAY Wireless Keyboard & Mouse Ergonomic Combo Comfort, Silence, and Styl...
MOOJAY Wireless Keyboard & Mouse Ergonomic Combo Comfort, Silence, and Styl...Topmate
油
Upgrade your workspace with the MOOJAY Wireless Keyboard and Mouse Ergonomic Combo a full-sized, rechargeable set designed for comfort and quiet performance. With a 2.4G wireless connection, silent typing, ergonomic wrist rest, and a convenient phone holder, this combo is perfect for both work and home setups. Compatible with Windows, Mac, laptops, and PCs, it offers seamless performance, modern design, and enhanced productivity.Tesia Dobrydnia - A Leader In Her Industry
Tesia Dobrydnia - A Leader In Her IndustryTesia Dobrydnia
油
Tesia Dobrydnia brings her many talents to her career as a chemical engineer in the oil and gas industry. With the same enthusiasm she puts into her work, she engages in hobbies and activities including watching movies and television shows, reading, backpacking, and snowboarding. She is a Relief Senior Engineer for Chevron and has been employed by the company since 2007. Tesia is considered a leader in her industry and is known to for her grasp of relief design standards. Noah Loul Shares 5 Key Impacts of AI Agents on the Sales Industry.pdf
Noah Loul Shares 5 Key Impacts of AI Agents on the Sales Industry.pdfNoah Loul
油
Noah Loul is the CEO of AI Agents by B2B Rocket, a company dedicated to transforming how sales teams operate using AI. With a clear and practical approach, Noah is creating tools that help businesses respond quickly, qualify leads more effectively, and close more deals. He believes technology should support people, not replace them, and his work helps sales teams accomplish more with less effort. Noah Loul shares five straightforward ways AI agents are changing the way sales teams work and helping businesses boost their sales.Recruitment Policy Sample, Recruitment Policy PDF
Recruitment Policy Sample, Recruitment Policy PDFSeemaAgrawal43
油
A recruitment policy outlines the guidelines and principles an organization follows when hiring new employees. It ensures consistency, fairness, and transparency in the recruitment process, setting clear expectations for job roles, qualifications, and selection criteria. This policy helps attract the right talent, fosters a diverse workforce, and supports the organization's overall goals.
Power of the Many: Digital Energy Masterclass
Power of the Many: Digital Energy Masterclassmariana491193
油
Masterclass on digitalisation of Energy SystemsCompany Profile [Popular Group of Industries]
Company Profile [Popular Group of Industries]irtizashirazi
油
As a copywriter, I had the pleasure of working on this company profile for a group of businesses that each bring something unique to the table. My goal was to capture the essence of the group as a whole while highlighting what sets each company apart. This profile was carefully written to reflect their shared values, vision, and commitment to quality. Its the result of thoughtful research, collaboration, and a genuine effort to tell their story in a clear and meaningful way.The Strategic Landscape of Essars CSR Initiatives in 2024
The Strategic Landscape of Essars CSR Initiatives in 2024essarupdate
油
The Essar Group, a diversified conglomerate with interests spanning energy, infrastructure, metals & mining, ports, steel and construction, technology and retail, has long been a leader in corporate philanthropy. The companys Corporate Social Responsibility (CSR) arm Essar Foundation is an independent identity, working to strengthen the groups vision for an equitable and sustainable world. Over the last 50 years, Essar Foundation has worked closely with communities at the grassroots to address local social, economic, and environmental issues.Chapter 1 Introduction to Accountin1.6 plusone class first chapter (1) (1).pptx
Chapter 1 Introduction to Accountin1.6 plusone class first chapter (1) (1).pptxdilshap23
油
introduction to accountingsmidmart industrial Automation Ones Stop Solution
smidmart industrial Automation Ones Stop Solutionsmidmart
油
Smidmart is an industrial automation products one stop solutions where you got all materials you want from control panel cutomization to checkweigher parts your one stop solution is smidart . we are avialble on https://www.smidmart.com/S4F03 Col11 Conversion of Accounting to SAP S/4HANA
S4F03 Col11 Conversion of Accounting to SAP S/4HANALibreria ERP
油
This ebook provides an in-depth overview of the conversion process involved in transitioning to SAP S/4HANA, focusing specifically on accounting systems. It explains the various steps required for a successful conversion project, from analyzing the starting point of a system to implementing necessary configurations for General Ledger and Asset Accounting. It includes detailed guidance on managing migration starting from Classic G/L, preparing the system before conversion, and interpreting post-migration results. Special attention is given to the near zero-downtime scenario and the changes that occur immediately following migration. This resource is essential for professionals involved in SAP S/4HANA migrations who need a thorough understanding of the process and configuration requirements.Ad
Making change stick in thirty days
- 1. making change stick in thirty days
- 2. hello Tom Kealey Agile Coach & Visual Thinker Guy
- 3. change
- 5. ted Matt Cutts 30 Day Challenge
- 6. Writer + Vegetarian + Photographer
- 7. + Coffee Free
- 9. goal 1
- 10. prepare 2
- 11. tell 3
- 12. begin 4
- 13. begin 10 20 30 4
- 14. celebrate 5
- 15. 1. Goal 2. Prepare 30 Day Challenge 3. Tell 4. Begin 5. Celebrate
- 16. change @home @work @play solo or together
- 17. an easily shared model with the potential to 30 Day Challenge turn your life into a continuous sequence of small time-boxed experiments
- 18. 1 advice Toms Top Tips do small
- 19. challenge How will you choose to spend your next 30 days?
- 20. thanks
- 21. thanks Tom Kealey Agile Coach and Visual Thinker +46 (0)73 8338 073 | tom@zerodegrees.nu | www.zerodegrees.nu | @tomkealey | linkedin.com/in/tomkealey