Sentences with phrase «organization change management»

Professional Summary My career has been characterized by diverse and increasingly responsible assignments in multiple aspects of operations management, technical training development and delivery, customer service management, business analysis, software testing and analysis, business process analysis, software implementation support, problem solving, organization change management, and project management.

Not exact matches

-- Laleh Alemzadeh - Hancock, CEO of Belapemo, a professional services company specializing in operational excellence, change management and leadership development for individuals, Fortune 500 executives, government agencies, not - for - profit organizations, athletes and veterans.

Management profs talk about inflection points: moments in the evolution of an industry or an organization when a dramatic change can occur.

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.

You've identified that your style of management isn't working, but how do you effectively make the change without hurting your organization?

Assessing your organization's management style and determining its time for a change is not easy, though.

«Given the necessity for continuous vendor management, it's important for us to invest in a company that has the potential to truly change the way all organizations measure risk and rate cyber security performance.

CEO Jean - Laurent Bonnafé observed that in a challenging environment for the entire banking industry, BNP Paribas succeeded in maintaining its client franchise, profitability and strong risk - management culture, while adapting the organization to changing market conditions and regulation.

Dr Lawrence Hrebiniak, Professor of Management in the Wharton School at the University of Pennsylvania, states in his book, Making strategy work: leading effective execution and change: «What's absolutely critical... is that the organization celebrates success.

The Shealy Group will help you project manage your changes and navigate change management within your organization.

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.

But neither the social analysts nor the organization and management consultants provided much help to Wiltshire's leaders or to similar churches that want to change such a situation.

And because intelligent response to a changing environment is the essential prerequisite for business success, management theory is now turning to the model of the firm as a learning organization.

In January, the TSPM and China Christian Council forcibly removed Gu from Chongyi Church, saying the change was necessary to «move one step closer towards the proper self - construction and management of church locations... and sort out the interpersonal relationship between the province and the two municipal [Christian] organizations.»

If we start this season with those two in our starting 11 it will be a clear sign from this organization that nothing has changed and that we will never get it right until both Kroenke and Wenger are gone... neither one of these players should still be with our club at this point because they represent the settling half - measures that have plagued this team for a number of years... this is what I call the «no man's land» of the soccer world, where teams don't have enough talented young players, unlike a Monaco or Dortmund, because they have lost the plot from an organizational standpoint... they are so reliant on one individual to run the whole operation that their once relevant scouting department has become so antiquated that it can no longer find those hidden gems it once had... furthermore, when you leave all decision - making to a manager who despises any dissenting opinions, your management team becomes little more than a stagnant group of «yes men» and no new ideas emerge... so instead of developing a team with the qualities necessary to excel in a particular system, you continually make half - brain purchases year after year to stifle dissent from the ticket - buying public, then try desperately to finagle together a lineup regardless of what would make positional sense... have you ever heard of a team who plays players out of position so often... of course not because that manager would likely be fired and never work for a team of any consequence ever again

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...

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!!!

Charters are poised to change the annual lottery process to set aside a significant number of seats for children of their employees, including employees of charter management organizations.

However, under a law passed by the Legislature and signed by Governor Cuomo last spring, charters are poised to change the annual lottery process to set aside a significant number of seats for children of their employees, including employees of charter management organizations.

In a Perspective piece published in the May 8 issue of the New England Journal of Medicine, the Penn authors — David Asch, MD, MBA, professor of Medicine and executive director of the Penn Medicine Center for Health Care Innovation; Christian Terwiesch, PhD, professor of Operations and Information Management at Wharton; Kevin B. Mahoney, chief administrative officer of the University of Pennsylvania Health System; and Roy Rosin, chief innovation officer for Penn Medicine — argue that too often organizations look to external consultants to create health care change.

Olga Gershenzon, who chairs the board of Russian nongovernmental organization Transparent World, said in a statement the analysis «should be a clear call to action to look closely at forest management in Russia and Canada in the face of climate change.»

Executives from a broad range of health care - focused organizations — including hospitals, health centers, medical schools and public health departments — across the U.S. and from other countries participate in a two - day training session in Boston that focuses on defining disparities and their causes, developing strategies to identify and address disparities and fostering the leadership and change - management skills to implement those strategies.

The researchers found in a study that when punitive measures from regulatory agencies were followed by help from business support organizations, companies were more likely to stick to voluntary improvement projects than when these projects were followed by punitive regulatory actions, said Suvrat S. Dhanorkar, assistant professor of supply change management, Penn State.

Finally, the biggest question surrounding U.S. participation in ITER is: How will the international ITER organization respond to the calls for changes in its management structure?

As a Change Management and OD consultant, it's an honor to stand with organization leaders whose articulated commitment to women and girls» health is so well aligned with what they actually do.

Passionate about social change, I left a senior management position so I could help nonprofit organizations tell their stories in person, in writing, and through social media.

Training school administrators to lead and manage would recognize that effective management today demands a focus on improving instruction, which in turn requires a focus on five basic tasks: managing oneself, managing relationships, managing organizations, managing context, and managing change.

In Philadelphia, for example, which has experimented with outside management of schools for over a decade, the new SIG funding is helping to fuel difficult changes through the Renaissance Schools Initiative, which identifies chronically low - performing schools for both internal turnaround and overhaul by external organizations.

In this module, you will examine research and best practices related to the school change process, exploring how effective change management strategies can be used to generate support and momentum at all levels of an organization.

In management consulting, the crucial assumptions are that 1) each organization possesses a unique culture and set of goals; therefore, the same intervention is likely to elicit different results depending on a school's history, organization, personnel, and politics; and 2) suggestions for change should creatively blend knowledge from many different sources — from general organizational theories, from deep insight into the district or schools under study, and from «craft» knowledge of what is likely to improve schools or districts with particular characteristics.

However, the creation and rise of very high performing charter management organizations that have a very distinct culture, operating philosophy, and ability to deliver results will be an important element in driving change.

In order to maximize the level of investment in these systems, organizations need to consider the long - term implications of an integrated strategy and begin any communications and change management to support this strategy before investing in a system.

Some nonprofit charter management organizations (CMOs) have been launched specifically to respond to this opportunity, including Education for Change, in Oakland; others, such as Mastery Charter Schools, in Philadelphia, partner with districts to extend their impact.

Improving employee and organizational performance by providing data - driven and innovative learning strategy and training, performance consulting, business process consulting, change impact management, and organization effectiveness consulting.

The second wave of reform took the form of school restructuring, and combined three complementary elements: (a) a call for higher and common expectations for ALL students, (b) an emphasis on new and more challenging teaching practices, and (c) dramatic changes in the organization and management of public schools (Elmore, 1990).

Multiple studies have demonstrated that organizations that prioritize a performance - management system that supports employees» professional growth outperform organizations that do not.25 Similar to all professionals, teachers need feedback and opportunities to develop and refine their practices.26 As their expertise increases, excellent teachers want to take on additional responsibilities and assume leadership roles within their schools.27 Unfortunately, few educators currently receive these kinds of opportunities for professional learning and growth.28 For example, well - developed, sustained professional learning communities, or PLCs, can serve as powerful levers to improve teaching practice and increase student achievement.29 When implemented poorly, however, PLCs result in little to no positive change in school performance.30

Yasmin's career has focused on helping organizations solve pressing public problems in creative ways, along with working at the intersection of human - centered design, innovation, audience engagement, and change management.

Identify Pain Areas We try to identify training pain areas and then explore the learning culture of the organization — which groups are more receptive, which groups hate trainings, what they dislike etc. to for change management strategies.

Gloria also founded a Bay Area office for UCLA School Management Program, a university - based school reform support organization that provided training and coaching to school principals and teachers in leadership and change mManagement Program, a university - based school reform support organization that provided training and coaching to school principals and teachers in leadership and change managementmanagement.

Shawna Wells is a partner at The Management Center where she coaches leaders working for social change to build and run more effective organizations.

This change is significant as, according to the National Alliance for Public Charter Schools, fully 26 percent of the nation's charter schools are operated by charter management organizations that operate three or more schools in a state.

In this role she works with school districts, non-profit organizations and businesses in strategic planning, change management, leadership training & development and coaching.

It includes change management, moving an organization from where it is to where it needs to be.

The change comes at a time when one prominent Wilmington - based charter school operator, Baker A. Mitchell Jr., has been fighting media requests for months that have asked him to fully disclose the salaries of all employees associated with his charter schools — teachers as well as those who work for his for - profit education management organization (EMO), Roger Bacon Academy.

Ken Spero, CEO of «ELS» and simulations creator, has spent over 25 years developing and incorporating computer - based simulations change management and leadership and organization development interventions.

Drastic change is needed, and the record of several local charter organizations, such as Green Dot Public Schools and the Alliance for College - Ready Public Schools, at least offers hope for better management.

So with no public hearing, no input from parents, teachers, taxpayers or citizens, the Board of Education is scheduled to APPROVE — changing the structure of SAND Elementary and re-naming it «Capital Prepatory School II» and then giving both «SAND Elementary and Capital Prepatory» to a new «non-profit management organization (Perry's company) and via a Memorandum of Understanding.

Although we did not connect with charter management organizations for this campaign, we have included them in this post to give a full picture of who one might need to engage when seeking policy change in Oakland.

Show management the money and you could be a catalyst for change in your organization.