Huntington Ingalls Industries, Inc. (HII) has completed the previously announced acquisition of Camber Corporation
Sir Richard Branson, a billionaire CEO, has some advice for those who wish to follow in his footsteps. And it's all about changing your mindset.
This is the first article in a six-part series that examines—via Q&As with a round table of agile marketing experts—what it takes to adopt an agile marketing approach, and how to turn the management of marketing data into a strategic advantage.
If you work in software development, then you almost certainly know about the “agile” method, and even project managers who aren’t in the software industry have probably heard of it by now. After all, the idea has been around since 2001 at the latest...
If there is any lesson we can draw from the divisive US Presidential election, it is that we need to come together as a country. Whether people supported Trump or Clinton, the polarizing rhetoric and identity politics on both sides of the aisle have so saturated our collective consciousness that we are less inclusive and more fearful of the future not just here in the US but around the world. Business is not immune to the impact. And no amount of diversity and inclusiveness training or programs will change the palpable feeling that we are moving further away from one another, rather than truly embracing diversity and creating environments where people feel included and valued. For business, diversity is the easy part. We can recruit and hire across a diverse spectrum and yet still not achieve the desired outcomes of increased retention, promotion and engagement across our workforce. The reason is simple: Inclusiveness is damn hard to do and nearly impossible to measure. And yet we must strive for a truly diverse and inclusive business environment as it is a massive competitive advantage in the short and long term for companies who get it right. Inclusion Begins and Ends with Listening & Learning then Leading... Great, inspiring and enduring leaders know that leadership begins and ends with listening. Something that seemed to be in short supply throughout our Presidential election cycle. In addition to listening, they should never stop learning or adjusting based on what they'd heard and absorbed. From there they can lead most effectively over time because true leadership happens in moments. The listening and the learning should be continuous. We should keep this approach in mind as we consider how to re-imagine D&I in the post-election context, particularly on the listening and learning front. Last month, I was working with a client here in San Francisco and LA on a D&I Master Class series where they would explore completely new ways of looking into their diversity and inclusion approach as a company. With a company like this - who works with Silicon Valley tech companies and whose workforce is primarily Millennial - it was refreshing to be given a clean slate for the content I could engage them on as they had no prior D&I programming locked in stone like so many others. We started with listening to their people and engaging them on a series of homework questions as well as short diagnostics so we could have a clear sense of how they were feeling about the issues before we began. It is important to note that their responses to all were submitted anonymously and managed by a neutral third party outside of the company, in this case I led these efforts, which allowed not only for full disclosure and candid responses but also a fresh perspective of the landscape we were engaging with. From there, we learned so much about the pieces necessary to start the dialogue and the path forward began to emerge. In going through this process, I uncovered three essential unorthodox approaches that we all should consider experimenting with and implementing going forward in 2017. The initial premise of these approaches flips conventional thinking on D&I strategies upside down because it focuses on the individual and team levels first and foremost rather than the organization and its external components. I firmly believe that if you engage people at a personal level and give them practical tools that they can implement in their professional and personal lives, the overall engagement and impact of any new effort will be more lasting long term. Two quick caveats for the approaches below: 1) We need to move away from old modes of thinking that all we need to do is have another 'group' for people to belong to within a company and call it a day. Grouping people based on discrete characteristics like gender, nationality, sexual orientation, etc only serves to create a sense of 'other' and further exclusion and 2) We should focus on continual learning and discovery rather than training. It is a subtle difference but one that is important to keep in mind as telling people what not to do is the surest way to institutionalize resistance and resentment within and organization. Three Unorthodox Approaches to Consider for 2017 • Inculcating A Global Mindset -- Whether you are a primarily US-based company with US-centric clients - like my recent client is -- or a global business, the principles of The Global Mindset are universal and apply as a practical foundation for further learning and discovery on the D&I front. The Najafi Global Mindset Institute, which was founded years ago by Dr. Mansour Javidan at Thunderbird, is a mapping of the essential skillsets, experience set and mindset for success in a cross-cultural environment. It is simple, straightforward and practical. I include it in the graduate courses I teach at The Hult International Business School on Corporate Diplomacy & International Negotiations as well as my Gender Intelligence work. • The Intelligence Triad - Emotional, Collaborative & Gender Intelligence - After you have the Global Mindset foundation established and are ready to go deeper at the individual and team levels, the tools, diagnostics and exercises in the Collaborative and Emotional Intelligence space as well as Gender Intelligence are critical to expose people to on a regular basis. Much of Google's now massive Search Inside Yourself Leadership Institute (SIYLI) is based on this approach for a reason. The more people practice collaborating effectively and understanding, then modulating one's emotional intelligence to their and others benefit, the more lasting the effect is on our day to day behaviors. There is also substantial, longitudinal research now showing that Millennials in particular are in need of further developing the skills that their fluency with technology failed to teach them long ago - essential coping and resiliency skills or what psychologist Dr. Susan David at Harvard has coined Emotional Agility. On the Gender Intelligence front you need to follow two pioneers, Barbara Annis who started these efforts over two decades ago and has written extensively about the blindspots between men and women at work as well as Mitch Shepherd, founder of WiRL (Women in Real Life). • Strategic Influence & Captive Value -- Once you have the global mindset and skillset foundation established at the indidivudal and team level, from here you encourage the development and strengthening of strategic influence and captive value skills, both of which are essential to effectively manage relationships internally and externally to your organization long term. Of the three approaches, this is the most difficult to engage people on because it is an experience set rarely taught, rarely mastered and yet one that is critical to create an environment where people truly feel included and valued over time. New Year, New Approaches -- Radically Redefining D&I Going Forward Deloitte Diversity & Inclusion University If there ever were a time for bold action and fresh thinking on diversity and inclusion efforts in business -- across the board -- it is now. Old thinking and old models won't work going forward and the companies that get this right will not only have a distinct competitive advantage globally but ultimately create an environment people want to work in and with for years to come. The investment in time, energy and resources to getting this right and inviting new thinking in will make all the difference. The work starts now and business is uniquely positioned to take the lead on this by starting to establish and spread new best practices for D&I. And perhaps our government might then learn something new as well and follow business' lead. One can only hope... -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.
In March 2015, the President launched the TechHire initiative based on a simple idea: Building a pipeline of tech talent can bring new jobs to local economies, facilitate business growth, and give local residents a pathway into the middle class. To build such a pipeline, TechHire addresses employers’ great need for technology talent with emerging models for quickly training people with limited ingoing technology skills to be job-ready in months, not years. Today, there are nearly 600,000 open IT jobs across all sectors—more than two-thirds of which are in fields outside the tech sector, such as manufacturing, financial services and healthcare. These jobs pay one and a half times more than the average private-sector job, and training takes less than a year with emerging programs like “coding bootcamps,” free open data trainings, and online courses like the Department of Commerce’s Data Usability Project and massive open online courses (MOOCs) by the Federal government, academic institutions, non-profit organizations, and the private sector. Since its launch, TechHire communities across the country have piloted fast-track training programs designed to give people skills that are in high demand by employers. So far over 4,000 people have been trained and connected to work opportunities with local employers, earning average salaries of well over median income. Today, U.S. Chief Technology Officer Megan Smith announced how private organizations will seize on this progress with new steps to meet the scale of the opportunity. Expansion of TechHire to over 70 Cities, States, and Rural Areas. Earlier this spring, we announced that communities had exceeded the President’s goal of doubling the size of the TechHire initiative, reaching a total of 50 communities. Yet even after we made the announcement, new communities continued expressing interest to participate—so today, we are announcing 20 new communities joining the TechHire initiative, working with about 500 employers (and counting). As of today, communities in 39 states, plus DC and Puerto Rico, have joined TechHire. Growth of theTechHire Action Network. Today, we are announcing a partnership between [email protected], an independent social enterprise, and the U.S. Department of Education to take the lead in continuing to support, organize and grow the more than 70 cities, states, and rural areas participating in the TechHire initiative. TechUP's Include.io 27-City Roadshow 2017. TechUP | WeTechUP.com is launching the Include.io 2017 Roadshow across 27 cities in the United States to ignite 100,000 diverse and non-traditional tech talent and help 1,000 companies build their best teams. The Challenge and Opportunity People Need Opportunities to Retool and Retrain for Good Jobs More than Ever Over the past decade, towns across America have experienced shifts in prevalent industries and jobs due to rapidly evolving technologies and other factors. These changes have too often made workers’ skills less relevant, impacting their employment options and, in some cases, leading to spells of unemployment that make it difficult for families to meet even their most basic of needs. When workers lose their jobs or get stuck in lower-wage jobs because of local economic shifts due to no fault of their own, they should have clear pathways to the middle class. Technology jobs can offer this pathway. Nearly 40 percent of these jobs do not require a four-year degree. In recent years, there has been a proliferation of fast-track tech training programs like “coding bootcamps” that prepare people with little technical know-how for tech jobs, often in just a few months. A recent survey from Course Report found that bootcamp graduates saw salary gains of 38 percent (or about $18,000 annually) after completing their programs. The U.S. is Massively Underinvesting in Training for Jobs in Technology and Other In-Demand Fields to Meet Employers’ Needs In the face of a large and growing need of companies and workers to retool and retrain, the U.S. is massively underinvesting in job training programs. The federal government’s largest job training investment program only trains about 180,000 U.S. workers per year. America spends 0.03 percent of GDP on training while other countries are investing nearly 20 times more. And in spite of the evidence that apprenticeships are one of the most effective training tools, fewer than five percent of workers in the U.S. train as apprentices, relative to 60 percent in Germany. In early 2010, there were 14.4 million unemployed Americans. Current funding levels would only allocate $212 per person for training and reemployment services, an insufficient amount compared to a $1,700 average semester cost for a community college. During times of high unemployment in 2009, many states reported training waiting lists of thousands of people long due to funding gaps. Training workers in the US for 21st-century jobs will require a significant increase in investment from current levels, which are far below Germany and other European countries. This investment would benefit our businesses, our workers, and our economy by focusing on technology and other in-demand skills that are critical to fill existing jobs and attract and create new jobs in communities. More Details on Today’s Announcements Expansion of TechHire to over 70 Cities, States, and Rural Areas with 20 New Communities Signing on Today The TechHire initiative began in March 2015 with 21 communities, and today it has grown to over 70 communities working with 1,500 employers on three key actions: Opening up recruiting and hiring pathways for people without traditional credentials who can demonstrate that they have the skills to succeed in a tech job regardless of where those skills were attained. Recruiting, incubating, and expanding accelerated tech learning programs – such as high quality coding bootcamps and innovative online training – which enable interested, unexperienced students to rapidly gain tech skills. Connecting people to jobs by investing in and working with organizations that can vouch for those who have the skills to do the job, but who may lack the typical profile of education and experience. 20 New TechHire Communities Announced Today Today, the following 20 communities are joining the TechHire initiative: Alachua and Bradford Counties, FL Anchorage, AL Arizona (State of) Bellevue, WA Boston, MA Carroll County, MD Central Florida El Paso County, TX Howard County, MD Mobile, AL Oklahoma City, OK Omaha, NE Pensacola, FL Puerto Rico Santa Fe and Northern New Mexico Stamford, CT Tampa Bay, FL Toledo, OH Trenton City, NJ Tulsa, OK A detailed summary of each community can be found at the end of this document. Growth of TechHire Action Network [email protected], an independent social enterprise, will partner with the U.S. Department of Education and others to continue to support TechHire communities to implement, grow, amplify, and sustain their TechHire initiatives locally and across the country and organize the Action Network. Key goals of TechHire and the Action Network include: Connecting employers to nontraditional, often overlooked, and more diverse tech talent and lifting up best practices from model companies. Aggregating resources and partnerships to help underrepresented groups access and progress on tech career pathways. Recruiting new TechHire communities and partners across sectors to support TechHire and advance the goal to expand access to fast-track tech training for underrepresented groups. Developing and collecting tools and resources on TechHire.org to support job seekers, employers, educators, and community partners. Working with communities to identify and leverage federal, state, local, and philanthropic funding more effectively to support TechHire activities and accelerated tech training. Expanding the learning network of TechHire leaders across the country, convene national and regional events to promote collaboration among TechHire hubs, share best practices, and troubleshoot common challenges. For more details, visit the TechHire.org page. TechUP's Include.io 27-City Roadshow 2017 The TechUP + Include.io roadshow will bring together TechHire partners, technologists, recruiting leaders, and local community innovators to showcase the depth and breadth of incredible, diverse tech talent across the Unites States. Each city event features tech demos, workshops, and a career fair to highlight the next generation of technologists, thought leaders, and scale human connections. Their goal will be to spark local tech ecosystems, build momentum around inclusion, fill open tech jobs and change the face of technology. --- Summary Descriptions of the 20 Communities Joining TechHire Today We are pleased that communities continue to spread the TechHire initiative across the country, and today we announce an additional 20 communities who have developed cross-sector coalitions to train workers with the tech skills they need for the open tech jobs that local employers are seeking to fill. A summary of each of the communities is below: Alachua and Bradford Counties, FL In Alachua and Bradford counties, Santa Fe College in Gainesville, FL, CareerSource of North Central Florida (CSNCFL), the Gainesville Area Chamber of Commerce, and the North Florida Regional Chamber of Commerce will collaborate with Gainesville Dev Academy and others to train and place at least 300 individuals into programming and app development jobs by 2020. This program will help serve local tech jobs across all sectors, including local tech companies like Immersed Games, MindTree, Onward Development, NextGen, and Verigo. Anchorage, AL Led by the Anchorage Economic Development Corporation, the Anchorage Mayor's Office will work with Anchorage Community Land Trust, Code for Anchorage, Future Coders of Alaska, Lynda.com, Coursera, and other programs to train and place over 500 workers into tech jobs by 2020. Once trained, program graduates will fill the needs of local employers including GCI, Municipality of Anchorage, Resource Data. Inc, and PangoMedia, as well as help retain Anchorage's top talent. To help connect graduates to jobs, the Alaska Department of Labor aims to revamp the interface for the state job-seeker platform. Arizona (State of) The State of Arizona Office of Economic Opportunity will leverage a “No Wrong Door” approach to recruit disconnected youth and nontraditional candidates into tech training and jobs across industries from aerospace & defense to financial services. The Arizona Tech Council, Arizona’s premier trade association for science and tech companies, will help leverage the resources of the tech community to focus on expanding tech talent, along with the Greater Phoenix Chamber of Commerce and other local organizations. In partnership with the University of Arizona and other local training providers, TechHire Arizona aims to train and place over 100 individuals across southern Arizona and Maricopa County over the next year, which is slated to increase to well over 500 individuals across Arizona by 2020. Bellevue, WA TechHire Bellevue will bring together local employers, government and workforce development resources, with educational support from Coding Dojo and Bellevue College to facilitate training and hiring of local talent into tech jobs. The TechHire effort aligns with local employers' missions to increase workforce diversity. Examples include Microsoft's LEAP and Civic Tech programs, as well as Expedia, which has hired nearly a dozen Coding Dojo graduates to date. TechHire Bellevue will specifically target under-served populations locally, including minorities, veterans and the homeless, to help them learn and connect with local tech jobs. Boston, MA A regional consortium of Boston employers and training providers are blazing the path to IT jobs, led by the Boston Private Industry Council (PIC), the City's workforce development board, and SkillWorks, a regional funders' collaborative. Companies from a range of sectors—including healthcare, education, government, technology, and finance—will support the initiative. TechHire Boston plans to more than double the number of high school Tech Apprentices from 100 to 250 and increase the number of individuals connected to IT-related jobs to 500 by 2020. Carroll County, MD Carroll County employers, training providers, and community organizations are uniting to train and employ more than 200 local tech workers by 2020. Led by Carroll Community College, the Carroll Technology Council and the Mid-Atlantic Gigabit Innovation Collaboratory, Inc. (MAGIC), a broad group of partnering organizations will connect local participants in leading-edge tech training programs to a network of over 520 county employers. Central Florida CareerSource Central Florida is developing a coalition across sectors to train and place 100 people within the year and 400 people by 2020 into tech jobs, with an emphasis on serving underemployed, minority, and female candidates. The University of Central Florida, Valencia College, and Florida Institute of Technology will each play a role in developing trainings for students to quickly learn tech skills. Businesses from across Florida that participate in the Florida High Tech Corridor Council will support the initiative with an array of commitments, including commitments to consult on course design, interview candidates, and provide on-the-job learning opportunities. El Paso County, TX Emerging companies in El Paso County will soon have an influx of talent, thanks to collaboration among the Workforce Solutions Borderplex Development Board Area and local partners to lead Reboot El Paso, a collective effort to create and expand IT career pathways. The initiative aims to train and place 400 individuals into tech jobs by 2020. First, the coalition will build awareness among non-traditional candidates, with an emphasis on veterans, the long-term unemployed, and youth. Then, the coalition commits to develop a pipeline to jobs with employer partners and assess applicants for fit to the jobs with competencies rather than credentials. Finally, the coalition will connect graduates to jobs. Howard County, MD Howard Community College and the Howard Tech Council (HTC) will come together to train individuals for jobs in tech fields including computer science, information technology, cybersecurity, and computer forensics. Howard County's TechHire initiative will leverage an apprenticeship model, whereby trainees can participate in on-the-job learning with the over 200 regional employers that participate in Howard Tech Council. By 2020, the Howard County TechHire initiative aims to train and place 800 individuals, with an emphasis on the long-term unemployed, minorities, and the military. Mobile, AL The City of Mobile, Alabama will partner with the Gulf Coast Technology Council and 17 employers to develop industry-driven training, including customized capacity building for incumbent workers, a coding bootcamp pilot, and advanced manufacturing technical trainings for entry-level job seekers. The trainings will be facilitated by Depot/U, Iron Yard, and General Assembly. This program will include opportunities for trainees to network with local employers seeking talent, including Accureg Software, AM/NS Calvert, Rural Sourcing Inc., and The Red Square Agency. By 2020, the collaborative aims to train and hire 500 technical workers, including those who are underemployed and dislocated, boosting Mobile’s burgeoning tech community. Oklahoma City, OK StarSpace46, Inc., Creative Oklahoma, and Techlahoma Foundation will work with fast-track and agile training programs to train and place 500 IT workers by 2020. With commitments from employers spanning from the aerospace sector to the not-for-profit sector, trainees will gain and utilize skills in native mobile development, user interface design, and front-end and application development. Students will also gain access to mentorship in entrepreneurship and business. Omaha, NE Omaha is bringing together AIM and the Greater Omaha Chamber of Commerce, including traditional and start-up employers alike, in their effort to develop a local tech training and employment ecosystem. Local training bootcamps have committed to help train over 1,000 people by 2020, to help fill local tech jobs in industries from financial services to tech. Pensacola, FL Pensacola State College will collaborate with employer convener Innovation Coast, Inc., including community workforce partners Global Business Solutions, Inc. (GBSI), Technical Software Services, Inc. (TECHSOFT), Gulf Power Company, AppRiver, and the Institute of Human & Machine Cognition (IHMC), to train and place 200 technology workers by 2020. With a focus on veterans, minorities, and economically disadvantaged individuals in the Pensacola area, students can gain skills across IT fields, including cybersecurity, coding, and networking. In addition to training, this initiative includes opportunities to make connections with potential employers and reduce unemployment. Santa Fe and Northern New Mexico NMTechWorks is a community coalition in Santa Fe and Northern New Mexico with support from the Mayor’s Office, local employers, and non-profits. This multi-sector effort is designed to map, expand, and link pathways to tech careers, especially for rural, Native American, and Spanish-speaking community members. The Community Learning Network and StartUp Santa Fe are teaming with Cultivating Coders, a locally-based accelerated training provider, and others to grow the IT pipeline and train more than 500 students by 2020 for high-demand tech jobs with employers such as the Los Alamos National Laboratory, OpenEye Scientific Software, and Descartes Labs. Tampa Bay, FL CareerSource Tampa Bay, Hillsborough County’s workforce development board, will fast-track critical IT training and employment opportunities for well over 1,000 local out-of-school youth and young adults through 2020. Employers across industries, such as BayCare Health Systems and Cognizant Technology Solutions, are partnering with the initiative in order to advance the economic health and technology industry of the community. Trenton City, NJ The Trenton TechHire initiative is a cross-sector partnership between employers, City of Trenton’s My Brother’s Keeper Initiative, and Agile Strategies group, local education institutions, and local nonprofit organizations. This collaboration will prepare over 150 residents for tech jobs across sectors by 2020. Partners such as FCC Consulting Services, Tektite Industries, Inc., New Jersey Manufacturing Extension Program, and Power Magnetics, Inc. will meet regularly with Shiloh Community Development Corporation and the City of Trenton to strengthen and sustain the initiative. Tulsa, OK In Tulsa, 36 Degrees North, Techlahoma and a network of workforce and education partners will collaborate to quickly train candidates for tech jobs with local employers including ConsumerAffairs and Mozilla. With strong support from the Mayor’s Office, Tulsa TechHire plans to train and place 600 candidates, including women and youth, into tech jobs across sectors by 2020. Puerto Rico In Puerto Rico, co-working space Piloto 151 and Codetrotters Academy have launched a strong public-private partnership with support from the Puerto Rico IT Cluster, the Puerto Rico Department of Economic Development (DDEC) and the Puerto Rico Science & Technology Research Trust. The Puerto Rico TechHire initiative will bring together a wide range of local technology companies and startups, including Rock Solid Technologies, Spotery, Migo IQ, and Wovenware, among others, in order to train and place 100 workers into tech jobs over the next year, ramping up to 300 workers by 2020. Toledo. OH Tech Toledo, the Toledo Regional Chamber of Commerce, and OhioMeansJobs Lucas County are initiating an information technology workforce alliance to address short-term needs and develop longer-term programs for IT internships and apprenticeship programs. Tech Toledo will work with employers such as Meyer Hill Lynch, Toledo Lucas County Public Library, and The Andersons, Inc., to find and develop training to help fill their in-demand IT job needs. Tech Toledo will place at least 100 workers into tech jobs by 2020. Stamford, CT The City of Stamford and the Connecticut Department of Labor are working with Crashcode and The Business Council of Fairfield County to train and place 1,000 new workers into tech jobs by 2020 via an accelerated training program. Regional tech companies including Datto, CometaWorks, Comradity, GoNation, CTFN, and others will support with training design and hiring opportunities for graduates.
Привет, Хабровчане! В статье расскажу про опыт использования систем планирования/управления/взаимодействия, каждой из которых пользовались в компании RedHelper не менее 6 месяцев. Упор будет делаться не на функции систем, а на то, что меняется в команде при использовании инструмента автоматизации. BaseCamp Trello YouTrack Smartsheet Slack YouGile В конце — обзор собственного инструмента YouGile, который для нас сегодня оказался универсальным местом планирования и общения. Сначала сделали “на коленке” для себя, с очень простой идеей — Agile Board, где каждая задача это чат. Сейчас запущен для публичного тестирования. Читать дальше →
Honda is back on track with a fresh CR-V attack that is bound to make your jaw go slack. Here's what we loved and disliked about the little guy.
Startups may seem at a natural disadvantage, but they actually hold key strengths over big businesses. When you first start a business, it's easy to be intimidated by the hundreds of big companies that stand as your competition. However, operating a startup has some key advantages that those big businesses simply aren't able to touch. Knowing these advantages, and playing to them, will help your startup remain strong even in the face of decades-experienced, national-level competitors: 1. Novelty. Startups have more novelty than big businesses, and people crave novelty in their purchases and daily lives. It makes you more surprising, more interesting, and oftentimes, more valuable, by sheer virtue of the fact that you're a relative unknown. 2. Agility. Big businesses are often forced to make decisions via bureaucracy or with teams of people, making them slower and less able to adapt. To make matters worse, they have to keep their existing customers happy or risk ruin. Startups are much faster and nimbler, giving them more opportunities to change and grow. 3. Loyalty. When people buy from a startup, they're more likely to stay loyal. This is especially true in a local environment, where supporting small businesses is greatly encouraged. 4. Personality. Startups tend to have more personality. This is in part due to the fact that only a small number of people are running them, and in part because they haven't had much time to develop. Either way, it makes startups more appealing for many. 5. Teamwork. Finally, startups work with smaller, tighter-knit teams. This makes it easier to make group decisions, and usually leads to a more immersive, enjoyable, satisfying work environment. Play up these advantages as much as you can, knowing your key strengths as you develop your enterprise. Optimizing your marketing, sales, and operations strategies with these strengths in mind, you'll be able to hold your ground even in the biggest battlegrounds. Bio: Jose Vasquez is a serial entrepreneur and tech enthusiast dedicated to helping startup technology companies get the direction and momentum they need to succeed. As the founder of Build. Brand. Blast., Jose has established a collective resource for tech entrepreneurs to consult when brainstorming, creating, launching, or expanding a new business. Jose is also the founder and CEO of Quez Media Marketing, a marketing firm that combines technology and creativity to help new and growing companies get the results they need. Facebook Twitter LinkedIn -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.
Глава Мосбиржи Александр Афанасьев заявил, что из нынешних эмитентов не все останутся в высшем котировальном списке из-за новых требований к корпоративному управлению. Такое заявление он сделал на «Всероссийском форуме по корпоративному управлению».
Залп скосил 50 офицеров и 760 рядовых. Французы дрогнули, запаниковали и — обратились в бегство. «Тут дела наши пошли не вполне хорошо», — описывает этот момент битвы официальная французская депеша. Келли Дж. Порох. От алхимии до артиллерии. Формирование Scrum команды всегда сопряжено со многими трудностями. Почти все справляются с тем, чтобы изменить порядок рабочего процесса и начать проводить некоторые из необходимых по Scrum событий. Но получить от этих формальных изменений видимую пользу и начать действительно менять рабочий процесс удается меньшинству. В результате у команды формируется следующее мнение о Scrum: “Мы без толку тратим время на митинги. Scrum не работает. Нужно что-то менять”. Пытаясь как-то спасти положение, активисты Scrum вспоминают, что Scrum — это же еще и framework. Объявляется новая стратегия: “Мы не только Scrum, мы еще и Agile! Мы используем best practices, берем из Scrum только самое лучшее, то, что подходит конкретно для нашей ситуации, а все остальное лишнее и необязательно”. А раз так — “Мы — молодцы и все делаем правильно”. Читать дальше →
* Sees FY 2017 revenue of 26.4 million euros ($27.9 million), FY 2019 revenue 38.2 million euros
We often hear tips and tricks for helping us to “control” our emotions, but that’s the wrong idea: strong emotions aren’t bad, and they don’t need to be pushed down or controlled; they are, in fact, data. Our emotions evolved as a signaling system, a way to help us communicate with each other and to better understand ourselves. What we need to do is learn to develop emotional agility, the capacity to mine even the most difficult emotions for data that can help us make better decisions. What’s the function of the emotion? To make the most of that data, ask yourself what the function of your emotion is. What is it telling you? What is it trying to signal? Consider the example of Mikhail, who found himself in a perpetual cycle of stress because of the never-ending onslaught of tasks at work. As he more precisely defined his emotions, he realized what he was feeling wasn’t just stress: he felt a more general dissatisfaction with his work, disappointment in some of his career choices, and anxiety about what the future held for him. Once Mikhail recognized and accepted these emotions, he was able to see what they were signaling to him: he had started to question whether he was on the right career path. You and Your Team Series Emotional Intelligence 3 Ways to Better Understand Your Emotions Susan David Mindfulness Works but Only If You Work at It Megan Reitz and Michael Chaskalson Keep a List of Unethical Things You’ll Never Do Mark Chussil This revelation meant that instead of tackling a productivity problem—by becoming more disciplined about prioritizing his tasks or saying no to extra work—Mikhail was able to do something much more appropriate and constructive: he began working with a career coach. By examining what his emotions were telling him, rather than pushing them away or focusing on the wrong problem, he learned something new about himself and was eventually able to find a new career path where he was just as busy—but felt much less stressed. Our emotions can teach us valuable lessons. Let them shine a light on what you want to change, how you want to act in the future, or what is valuable to you. Is your reaction aligned with your values? Our emotions can also help us understand our deepest values. They can often signal what is more important to us: You feel love to your family. You feel ambition at work, and appreciate achievement and self-worth. You feel fulfilled when you’ve been able to help a direct report achieve their goals. You feel peace and satisfaction on a mountain summit. It’s far better to focus on these deeper values rather than your immediate emotions, which can spur poor decisions. Consider this example: let’s say that you need to give some difficult feedback to one of your direct reports. You’re anxious about the conversation and you’ve been putting it off (which just makes you more anxious). In examining your emotions, you realize that one of the values behind your procrastination is fairness. She’s a strong employee, and you just don’t want to be unfair to her. So, you ask yourself, how does having or not having the conversation either bring you toward or move you away from your value of fairness? Looking at the situation in this light, you can see that giving her the feedback and helping her to succeed is actually more fair to her—and to your whole team—than caving to your anxieties. You’ve been able to unhook yourself from the thrall of your immediate emotions in order to make a better choice that is true to the values that underlie them. This kind of thinking can help you avoid situations in which you do something that helps you feel good in the short term but doesn’t align with your values in the long term. Avoiding a conversation is a typical example, but there are many others: brashly telling someone off for getting on your nerves when you value compassion; sticking with a comfortable job that doesn’t align with your dream of starting a business when you value growth; criticizing yourself for the smallest things when you really value self-affirmation. Managing emotions isn’t just doing away with them; it’s putting strategies in place that let you use them effectively rather than letting them govern your behaviors and actions. Your emotions are your natural guidance system—and they are more effective when you don’t try to fight them. Author’s note: I offer an assessment on my website to help you gauge your emotional agility. It’s free, but you’ll have to leave your email address so that I can send you your results.
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President-Elect Trump's threat to withdraw the U.S. from the Trans-Pacific Partnership (TPP) should be taken seriously, despite how mercurial he has already proven to be in failing to follow through on a variety of other campaign promises. Withdrawal from the trade pact is a critical part of the core commitments Trump made to his constituency. Given that he has the Congress in his pocket for the next two years (at least), and that they will be similarly anxious to be seen as delivering on that particular promise, it should be expected that the U.S. will indeed be withdrawn from the pact. If the pact had not been negotiated in such secrecy, and if the perception on the U.S. street was not that it benefitted big business at the expense of the average working person, perhaps momentum would not be on Trump's and the Republicans' side. But the truth is that the way the pact was negotiated and kept in total secrecy left a rightfully sour taste in many peoples' mouths. That has only exacerbated the economic nationalism, isolationist tendencies, and rise of the right that were already well underway in the U.S. and much of the rest of the world prior to Trump's rise to power. Assuming that the U.S. withdrawal occurs in the early part of 2017, what are some of the political and economic implications that may be expected? First and foremost, the U.S. will succeed in shooting itself in the foot by making it more difficult and costly to export its goods to the rest of the world, but also by ceding the ability to have a primary role in shaping the coming 21st century global trade architecture. The knee-jerk reaction Trump is succumbing to and promoting is simply self-defeating in the long term. Second, while economic nationalism and isolationism ultimately end up hurting the nations that embrace them, it just so happens that what the U.S. does (or doesn't do) still matters to the rest of the world, so we should expect that if TPP were to die as a result of Trump and the U.S. Congress' actions, scores of other nations will seek bilateral alternatives or other multilateral alternatives. The world is already far too reliant on bilateral trade agreements and although agreeing on an alternative multilateral structure will surely prove difficult (as all others have), that will presumably not stop other nations from seeking to do so -- with or without the U.S. Third, China stands to gain -- a lot -- in the process. Just as Beijing was able to portray itself as a bastion of fiscal conservatism during the Great Recession, it is already in the process of portraying itself as the guardian of trade multilateralism and transparency by pushing its existing alternative to the TPP - the Regional Comprehensive Economic Partnership. Along with the Asian Infrastructure Investment Bank (China's creation) and the BRICS Bank (both headquartered in China), Beijing is already well along the way to creating its own 'alternative' trade and investment reality. While the U.S. is busy tying itself up into knots on the global stage politically and economically, China is eating its lunch, and many nations in Asia and around the world are happily drinking the Chinese kool-aid. The U.S. withdrawal from the TPP should work out about as well for the U.S. as the Asia Pivot has, with China likely to reap the rewards for having been prepared and foresightful enough to present alternatives to Asia and the rest of the world -- even though it naturally benefits in the process. Perhaps in response to those who are already warning him of some of the consequences of withdrawing from the TPP, Trump will develop an ambition to create another alternative to the TPP -- but in his name and selling it so that the American worker will be "sold" as a primary beneficiary. Even nationalistic American workers presumably wouldn't oppose a new trade pact negotiated in broad daylight, rather than under cover of darkness, where the potential benefits to be derived from export-oriented trade transactions at the worker level are easily seen. The same can also be said of the potential benefit of negotiating a new trade pact transparently for all other participating nations. If that were to be the case, the U.S. withdrawal from TPP could turn into a net positive for all nations concerned. Of course, that would be many years and painful negotiations down the road, and Trump would probably need to remain in power for eight years to have a hope of accomplishing that under his watch, even if he were to begin in 2017. Given everything else that is on his plate, and the mood of the U.S. Congress, only an initiative driven by Trump's ego can make that happen. Daniel Wagner is Managing Director of Risk Cooperative and co-author of the new book "Global Risk Agility and Decision Making." -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.