Sentences with phrase «change in your organization as»

Not exact matches

«The BlackBerry brand was loved and admired within the consumer community, but Research in Motion as an organization had been tainted by internal struggles, personnel changes, massive ego issues between the ownership, and stock devaluation,» remembers Roberts.

In a video for educational organization coalition ReadyWA, she says: «Teaching has really changed me as a person and taught me how to embrace risks and challenges within my own life.»

As a speaker, consultant, and executive coach to Fortune 500 companies and beyond, Glenn guides leaders and organizations to embrace a new type of thinking that helps them evolve and stay ahead of the rapid changes in the workplace and marketplace to drive growth.

I am often asked, as I was during my talk with Mellody on Monday, what specific steps CEOs and senior executives can take to create real change in their organizations.

Lagarde, meanwhile, is regarded as a consensus - builder who can contend with the increasing dissatisfaction among EU member states — in three years Britain plans to hold a referendum on its membership — and bring positive change to the organization.

Business definition of transformation in an organizational context as «a process of profound and radical change that orients an organization in a new direction and takes it to an entirely different level of effectiveness.»

Thanks to their adaptability in an ever - changing industry, LNC Productions has worked with celebrity clients such as Dr. Oz, Elie Wiesel, Karlie Kloss, and Nigel Barker in addition to international organizations, small businesses, and everything in between.

The book's purpose is twofold: to explain how notions of leadership have changed in recent decades (with flat organizations, a more democratic world and individual - empowering technology, leaders — surprise — are not as powerful as they used to be), and to expose the faults — and propose some fixes — for her own industry.

As Stowe Boyd points out in «Metaphors Matter: Talking About How We Talk About Organizations,» an organization that functions like a dynamic organism is better able to change and adapt.

The report comes as the reef, considered one of the most vulnerable places in the world to the impacts of climate change, is at risk of having its status downgraded by the UN cultural organization UNESCO to «world heritage in danger».

Important factors that could cause our actual results and financial condition to differ materially from those indicated in the forward - looking statements include, among others, the following: our ability to successfully and profitably market our products and services; the acceptance of our products and services by patients and healthcare providers; our ability to meet demand for our products and services; the willingness of health insurance companies and other payers to cover Cologuard and adequately reimburse us for our performance of the Cologuard test; the amount and nature of competition from other cancer screening and diagnostic products and services; the effects of the adoption, modification or repeal of any healthcare reform law, rule, order, interpretation or policy; the effects of changes in pricing, coverage and reimbursement for our products and services, including without limitation as a result of the Protecting Access to Medicare Act of 2014; recommendations, guidelines and quality metrics issued by various organizations such as the U.S. Preventive Services Task Force, the American Cancer Society, and the National Committee for Quality Assurance regarding cancer screening or our products and services; our ability to successfully develop new products and services; our success establishing and maintaining collaborative, licensing and supplier arrangements; our ability to maintain regulatory approvals and comply with applicable regulations; and the other risks and uncertainties described in the Risk Factors and in Management's Discussion and Analysis of Financial Condition and Results of Operations sections of our most recently filed Annual Report on Form 10 - K and our subsequently filed Quarterly Reports on Form 10 - Q.

«It's hard making change, it's hard making change as a woman, it's hard being a woman in some of the organizations and some of the worlds that we live in.»

As McKinsey has noted, in order to achieve a change of scale at requisite speed, particularly in a digital setting, an organization today needs to start by realigning its technology infrastructure to handle the new levels of customer interactions that will come.

As a testament to those changes, media giant Condé Nast is one of three organizations scheduled to move in to One World Trade Center next year.

As part of the changes to the budgetary process in 1994, four private sector forecasting organizations [2] develop detailed fiscal projections on a National Accounts basis, based on the average of the private sector economic forecasts and the tax and spending policies in place at the time of the last budget for the next five years.

Most recently, Mark pioneered the design of the Employee Experience at Airbnb, which was recognized as the # 1 Place to Work in 2016 by Glassdoor, and which has since inspired significant changes in the way organizations around the world are looking to expand the HR function to focus on the entire employee journey.

Founded by former U.S. Secretary of State Hillary Clinton in 1997, the organization trains and mentors women leaders as agents of transformative change in economic development, human rights and political participation.

In a nutshell, Check Point has been making substantial changes to its sales organization and strategy in the U.S. «The changes we have implemented in the field didn't bear fruits yet and as noted before it will take a few quarters to ramp up the level of productivity and results as we expect,» Payne said in the conference call this weeIn a nutshell, Check Point has been making substantial changes to its sales organization and strategy in the U.S. «The changes we have implemented in the field didn't bear fruits yet and as noted before it will take a few quarters to ramp up the level of productivity and results as we expect,» Payne said in the conference call this weein the U.S. «The changes we have implemented in the field didn't bear fruits yet and as noted before it will take a few quarters to ramp up the level of productivity and results as we expect,» Payne said in the conference call this weein the field didn't bear fruits yet and as noted before it will take a few quarters to ramp up the level of productivity and results as we expect,» Payne said in the conference call this weein the conference call this week.

Inspired by his time as a Navy SEAL and building award - winning organizations in the business world, Brent Gleeson has created a powerful roadmap for today's existing and emerging business leaders and managers to improve their ability to successfully navigate organizational change.

2014.11.26 RBC leaders honoured as Canada's Most Powerful Women: Top 100 Award Winners Each year, the Women's Executive Network (WXN) honours strong women leaders who have become agents of change in reshaping Canadian organizations at the highest levels.

El Puente, a Latino organization based in Williamsburg, Brooklyn, that focuses on social justice, education and climate change issues, has raised enough money to purchase thousands of lanterns — which Puerto Ricans on the island view as a glimmer of hope to help guide them through the dark.

To summarize, this unbiased report was produced by an organization, who has as its board member, the proponent of the research who also happens to be the CEO of the Crown Corporation which is proposing the radical changes, furthermore, this CEO was also the president and CEO of a company that has a private sector mail service that may benefit from these changes, and he is paid close to 520K per year by the Crown / governor in council who appointed him, of an organization that is fasely reporting losses.

Without adopting an understanding of readiness in the several areas mentioned, B2B as well as B2C organizations risk falling further behind the pace of change in buying behavioral dynamics.

Market insight, technical acumen, and proximity to customers give marketers a unique vantage point, and I think as organizations evolve, marketers will play an increasingly important role in leading enterprise - wide change.

Sinek's engagements as a motivational speaker include TED Talks about the role of leaders in inspiring «cooperation, trust, and change» in organizations of all sizes.

We can no longer be certain as to how buyers may make choices with such changes afoot and adjustments are made to goals by both individuals and organizations in a B2B context.

Here's the interesting twist in the changes that are occurring — as buyers become more self - directed - the more B2B organizations will view «buying» in a professional light as opposed to something they do.

Sara Sutton Fell led a competency workshop on «Mobilizing Your Remote Workforce» as well as a discussion group on Digital Changes in Society focused on Employment to an international group of leaders from corporate, nonprofit, NGO, and educational organizations.

Public Power Corporation chief executive Manolis Panagiotakis referred on Thursday to the prospect of a considerable reduction in the utility's operating costs as well as extensive changes in its organization and function after the completion of its new business plan currently being drafted by consultant McKinsey & Company.

We value management experience in our directors as it provides a practical understanding of organizations, processes, strategies, risk management and the methods to drive change and growth that permit the Board to, among other things, identify and recommend improvements to our business operations, sales and marketing approaches and product strategy.

As with most changes it takes a while for people to approve of a new norm and while it may make things difficult / uncomfortable for soldiers in the near term it will create a better, more ethical government organization in the long run.

The vision of an indefinite progress and increase in technology, rational and social organization, is like the indefinite extension of a line, hence, still a one - dimensional change, whereas what is demanded is the qualitative transformation of the line into a surface, so as to attain a true infinite or a new dimension.

A key organizational reason for the change is that it is no longer necessary to have everyone located in one central place because connections (as well as communication) within the organization are facilitated by technology — computers, fax machines, and wireless telephony, for example.

The pastor and elders and leaders of the church or organization often serve as the gatekeepers in such situations, welcoming those who belong while admonishing those who don't to «change their ways.»

Personally, as a husband and father (both happened in the last 10 years), and professionally, learning how to lead an organization and manage growth and change in uncertain times.

In his closing keynote, Amarjit Sahota, founder of Ecovia Intelligence, called for the private sector to take the lead for climate change: «over the last two days, we have seen several examples of sustainability pioneers in this respect - Super Unie with its climate - neutral coffee & tea, Palsgaard with CO2 - neutral production facilities, and Fairtrade Originals as a carbon zero organization.&raquIn his closing keynote, Amarjit Sahota, founder of Ecovia Intelligence, called for the private sector to take the lead for climate change: «over the last two days, we have seen several examples of sustainability pioneers in this respect - Super Unie with its climate - neutral coffee & tea, Palsgaard with CO2 - neutral production facilities, and Fairtrade Originals as a carbon zero organization.&raquin this respect - Super Unie with its climate - neutral coffee & tea, Palsgaard with CO2 - neutral production facilities, and Fairtrade Originals as a carbon zero organization.»

So... if a head coach wants to succeed, he had better staff his organization well, communicate the tone, objectives and expectations, step in to correct variances in a timely manner and, ultimately, make staffing changes to ensure he's not shown the door himself, as the General Manager exercises his own responsibilities one step up the ladder.

nice to see you crawl out of your hole just in time to offer your 2 cents worth once again... unlike yourself I started following this team long before Wenger arrived on the scene and will continue to do so long after he's gone... in his earlier years I admired the cerebral elements he brought to the EPL, which at that point was more brutish than beautiful, and I respected the seemingly tireless efforts of Arsene, Dein & staff to uncover and develop talent without sacrificing the product on the field... likewise I appreciated that such a youthful manager wasn't afraid to bring strong personalities and / or world - class players into the fold without being fearful of how said players would potentially undermine and / or dilute his authority... unfortunately this all changed about 10 years ago and culminated in the removal of all our greatest players, both young and old, without any real replacements coming in... from Henry to RVP to Fabergas and Nasri, it was easy to see that this club was no longer interested in competing at the highest levels... instead of being honest, minus the ridiculous claims regarding the new stadium, Wenger chose to side with management and in doing so became the «front man» for this corporation pretending to be a world - class soccer club... without the «front man» this organization would have been exposed numerous years earlier, so his presence was imperative if the facade was to continue... it's for this reason and more that I despise what this once great man and Kroenke has done to my beloved club... the gutless, shameful and manipulative way they have treated the fans, like myself, is largely indefensible and this is why I felt it necessary to start offering my opinion in a public format... trust me, I resisted the temptation for many years but as long as the same shit continues to exist I will voice my opinions and if you don't like it maybe you should look for a different team to pretend to follow

The only way the squad would be refreshed would have to follow a change of the manager, Wenger is Wenger (which IS AFC at this point in time), while things are as they are regarding organization and management, what you see is what you get: same ol, same ol...

I'm so sick of people telling those of us who are disgruntled fans to relax and give this club time to correct itself... for anyone who believes that taking a wait - and - see approach is appropriate at this juncture they should take a good long look at themselves in the mirror because they are a big part of the problem... no other «big» club's fans would stand for this shit for nearly as long as we have... think about it, we've witnessed a changing of the guard at every major club in England, Spain, France and Germany in the last several years because those «big» clubs failed to live up to expectations (Barcelona, Real Madrid, Bayern, PSG, Chelsea, ManU, ManCity etc...)... for some reason, many fans have become as fragile as our current manager, believing that there couldn't possibly be a suitable replacement, even though everyone of these clubs have found multiple replacements and still achieved far more than our club... this mindset has been created by an organization that has been milking it's fans, telling countless lies (no world class players available) and lowering expectations every since they rolled out the biggest lie of all: that we couldn't spend because of the new stadium but once it was paid off we could compete with any team in the world... this organization is rotting from the inside out and if we don't demand that those in charge put soccer first this despicable behaviour won't end with Wenger's ridiculous 2 year contract... I think the real fear isn't that a suitable replacement doesn't exist, but that this organization is so money hungry and poorly mismanaged that we will sink even lower by choosing our next coach the same way they choose our players, on the cheap... even so, we need to see what mustache will do if left to his own devices so he will have to show his true colours... only then can we purge this club and start anew

Of course they're going to resist change, and pretend, as an organization, that the process is essentially perfect, and in fact could be improved only by a) fewer grenades thrown by impudent non - members / non-voters like me, and b) the dissolution of the Veterans Committee, which after all was invented largely to redress any (supposed) errors made by the BBWAA.

As such, the Mets decided to give up some pocket change to see if he could be good enough to be one of the 330 baseball players employed in their minor league organization.

I can only hope that this attempt is taken more seriously than the largely muted and clearly unsuccessful protests of late last season... although the plane writing escapade brought some much - needed attention to the matter, it failed to resonate with fence - sitters and those who had just recently fell off the Wenger truck... without a big enough showing of support the whole endeavor appeared relatively weak and poorly organized, especially to the major media outlets, whose involvement could have significantly changed what was to follow... but I get it, few wanted to turn on their club, let alone make a public display of their discord... problem is, they are preying on that vulnerability, in fact, their counting on you to keep your thoughts to yourself... who are you to tell these fat cats how to steal your money... they have worked long and hard to pull the wool over your eyes... they even went so far as to pay enormous sums of cash to your once beloved professor to be their corporate spokesmodel so that the whole thing would be more palatable... eventually the club made it appear as if this was simply a relatively small fringe group of highly radicalized supporters, which allowed the pro-Wenger element inside the club hierarchy to claim victory following the FA Cup win... unfortunately what has happened to this club can't be solved by FA Cups or a few players coming in, the very culture of this club needs to be changed and that starts at the top... in order to change the unhealthy and dysfunctional narrative that has absorbed this club we need to remove everyone who presently occupies a position of power... only then can we get back to the business of playing championship caliber football, which should always be the number one priority of this organization... on an important side note, one of the most devastating mistakes made in the final days of this hectic and poorly planned transfer window didn't have to do with the big name players like Sanchez or Lemar, but the fact that they failed to secure Jadon Sancho, who might even start for Dortmund this season... I think they might seriously regret this oversight... instead of spending so much time, energy and manpower pretending that they were desperately trying to make big moves, they once again lost the plot due to their all too familiar tunnel vision

It seems that football as a whole is stuck with a FIFA organization that is at best archaic and at worst institutionally corrupt and until those in the game, but outside FIFA, are able to execute real change from the top down, then we can expect more of the same from Sepp and his cohorts.

Took a defense that started 3 rookies and 4 sophomores to the SB in his first 2 seasons as a head coach... Completely changed the culture of an organization that was on the brink of complete mediocrity..

Although it will be incredibly difficult to ever match his contributions on the pitch, it's vitally important for a former club legend, like Henry, to publicly address his concerns regarding the direction of this club... regardless of those who still feel that Henry has some sort of agenda due to the backlash he received following earlier comments he made on air regarding Arsenal, he has an intimate understanding of the game, he knows the fans are being hosed and he feels some sense of obligation, both professionally and personally, to tell it like he sees it... much like I've continually expressed over the last couple months, this team isn't evolving under this current ownership / management team... instead we are currently experiencing a «stagnant» phase in our club's storied history... a fact that can't be hidden by simply changing the formation or bringing in one or two individuals... this team needs fundamental change in the way it conducts business both on and off the pitch or it will continue to slowly devolve into a second tier club... regardless of the euphoria surrounding our escape act on Friday evening, as it stands, this club is more likely to be fighting for a Europa League spot for the foreseeable future than a top 4 finish... we can't hope for the failures of others to secure our place in the top 4, we need to be the manufacturers of our own success by doing whatever is necessary to evolve as an organization... if Wenger, Gazidis and Kroenke can't take the necessary steps following the debacle they manufactured last season, their removal is imperative for our future success... unfortunately, I strongly believe that either they don't know how to proceed in the present economic climate or they are unwilling to do whatever it takes to turn this ship around... just look at the current state of our squad, none of our world class players are under contract beyond this season, we have a ridiculous wage bill considering the results, we can't sell our deadwood because we've mismanaged our personnel decisions and contractual obligations, we haven't properly cultivated our younger talent and we might have become one of the worst clubs ever when it comes to way we handle our transfer business, which under Dein was one of our greatest assets... it's time to get things right!!!

Vital decisions will be made in regards to front office, coaching staff, and player profile that should change the complexion of our organization as we know it.

As school districts roll out these changes, they should expect lower contributions from parent organizations and put scaffolding in place for both: Teacher who rely on that outside money, and those parents who want to fundraise but need to come up with new funding methods.

Lindsey Parsons, Executive Director of RFKM, told me the organization believes all of these changes can be implemented in a cost - neutral way, though concerns were expressed at the delegate assembly as to whether or not this is the case.

But that has changed in the last few years, partly because of expanding partnerships among government, businesses and organizations such as the Greater Chicago Food Depository.