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I have no intention of revisiting Maslow’s pyramid, recalling Herzberg two-factor theory or promoting the concepts of Spectrum of Motivation or Dan Pink’s Motivation 3.0. As an HR specialist, you will definitely have already reviewed all these theories (and many more, I’m sure), at least in sufficient depth to be able to understand that no motivational approach is a “silver bullet” which can be applied to each and every employee.
However, I’ll share with you the details of a brief, practical “inventory” which is aligned with the majority of motivational theories, and which can increase motivation within the company and may serve as a tool to guide or challenge your usual approaches.
The Cost of Delay Divided by Duration (CD3) is effectively a form of the shortest job first queuing method. While it’s possible to prioritize workloads by other factors, CD3 focuses on the cost of delay.
How do you coach people? You listen to them and you ask questions. In theory, it all seems fairly simple, but much of the complexity of coaching is hidden beneath the surface
Deep listening is a highly demanding cognitive task. We need to be able to process huge amounts of verbal and non-verbal information, and at the same time keep the context of the conversation in the working memory.
And asking questions is akin to jazz improvisation. There are several things you need to learn in order to do it well. Firstly, you need to understand the ‘syntax’ of a great question. Secondly, you need to analyze examples from people who are masters of this art. Thirdly, and probably most importantly, you need to be able to remain present in order to improvise.
This talk will cover the basics of these fundamental skills, but will also add some tricks that even managers who are experienced in coaching will find useful.
Areas Alex will cover include:
– The differences between the various levels of listening
– The most common obstacles to deep listening
– Guidelines for creating a question that will encourage people to think more deeply about a topic
– Some methods that you can use to develop your listening and questioning skills
The idea is to order features/projects by dividing the estimated cost of delay by the estimated duration it will take to complete. The higher the cost, the more urgent the feature/project. In simple terms, we are seeking to understand the financial impact on our business for every hour, day, and week the feature/project is not completed and available to end users.
20+ years working in companies of 20 to 20000+ people. 12 years in IT training, coaching teams, business development and transformation support, facilitation, consulting for distributed teams, research, business analysis and evaluation of current work processes.
In “routine” projects (also called BAU – business as usual projects), the non-functional requirements (NFRs) continually disappear, and project managers continually ignore that it’s happening. We will talk about changes to NFRs, the symptoms of missing NFRs, the impact on deliverables and the unavoidable consequences of idleness.
12+ years working in banking and finance for large international commercial companies, including 6 years in fintech. Hands-on expertise in incident management, risk management, information security, business continuity, Software Development Life Cycle creation, documenting, optimization, and process rebuilding.
17+ years in IT, extensive experience working for integrators and outsourcing companies. For the past 6 years, his main focus has been on the quality assurance process in software development, coaching teams and consulting.
– CMMI Associate, CMMi
– Accredited Kanban Trainer (AKT), Kanban University
– Kanban Coaching Professional (KCP), Kanban University
– Kanban Management Professional (KMP), Kanban University
– Kanban System Design (KMP I), Kanban University
– PMI Project Management Professional (PMP), Project Management Institute (PMI)
– SAFe Program Consultant (SPC), SAFe (Scaled Agile Framework)
No other area of team management has so many traps and offers a project manager the opportunity to make so many mistakes. And usually, the same mistakes are repeated from project to project. Some mistakes cannot be avoided, but it is possible to reduce the quantity. We are going to talk about the most common mistakes, the reasons for their occurrence and how to avoid them.
The bottom line is, there are many management tools that can be beneficial or harmful, depending on how you use them. Setting goals and delegating, driving the meeting, giving feedback, presenting an idea, boosting performance, and others, all these practices would have different effects depending on how you manage your emotions. How to increase your efficiency through a conscious and competent attitude to your feelings and the feelings of other people – this is the essence of the master class.
1. Anger, annoyance. When needed and when not. How to manage it.
2. Anxiety, worry. What it affects. How to lower.
3. Doubts, confusion. What to do with them?
4. Sadness, disappointment. Where appropriate, where not. What information they give.
5. Confidence, inspiration. Where to get it. How to use.
Skills and experience:
– Coaching and soft-skills trainings for managers and leaders Managing projects, implementing changes, business development
– 10 years of experience in training and coaching, 5 years with IT Clients in Ukraine, Germany, Thailand, UK, Vietnam and Malaysia
– Certified business-trainer, by Apple Sales Trainings Academy (London, UK) and by International Academy of Trainings and NLP Certified Business Coach, by European Coaching Federation
Among other Completed trainings and courses:
– Volkswagen Corporate University (Germany), Coaching the Managers Erickson University International (Canada), Training for Trainers
Several clients and stories:
2013-2018 – Luxoft, Ciklum, Miratech, Sigma, Oracle and other IT-companies. Multiple coaching development programs for Team Leaders and Project Managers including semiannual and annual projects. Dozens of clients have shown specific business results.
2014-2015 – Volkswagen AG. As a coach and project manager from ‘Factor-C’ (international provider for VW) has implemented new strategy and sales approach at Ukrainian VW.
2014-2015 – Apple Inc. As a coach and trainer has implemented Coaching Approach and Sales Management Framework at the National Authorized Net of dealers.
2006-2014 – Human Resource Manager, Corporate University Manager, Business-Trainer and Consultant, worked for Retail, Tourism, Energetics, Manufacturing, Insurance, IT and other.
The naming of subjects is a critical aspect of interpersonal communication. Just imagine, you’ve received from your manager a meeting request with the key point of the agenda: “Problems with your motivation”. What do you feel? How would you prepare to this talk? As per SIYLI (Search Inside Yourself Leadership Institute, born at Google and based on neuroscience) our intentions direct our attention and determine our attitude.
So, if you see the subject named as “problem” your intentions might be to struggle with this subject, your attention will be focused on something that is missing (i.e. gaps between current and “normal” state), and your attitude would be rather hostile. Let’s rename the agenda as “Opportunities and priorities in your working assignments”.
We’ve changed the starting point – and it evolved change of intention – attention – attitude. Let’s explore these tiny however powerful moves.
15 years’ experience in IT: 2005-2009 — recruiter, 2009-2014 — HR, 2014-2019 — service manager and corporate trainer. She built and managed CV & Interview Support which is a service to “train” team engineers to present their technical expertise to customers and companies. The training focuses on resume preparation, and then a “rehearsal” of an interview typical of that used for recruitment for a new project or key position.
Since 2011, she has been conducting training through role play, preparing individual engineers and team engineers for interviews with clients.
Professional expertise and current training focus: recruitment, assessment and certification of personnel, intercultural communication, team building.
Higher education: 2008, Psychology (with a specialization in social psychology, and organizational psychology).
Additional education: Social Psychology, Weslean Univeresity, 2014; Game theory, National Research University “Higher School of Economics”, 2017; Introduction to Neuroeconomics: How the Brain Makes Decisions, 2020, also from NRU HSE.
Alex grew up near computers. This interest in computers naturally turned into his profession and he’s been working in the tech industry for the last 15 years. As a software developer for the first 8 years, then as a manager for 7 years leading teams from 5 to more than 30 people.
He has 6 years of experience as a coach and is a Professional Certified Coach via International Coaching Federation Certification and an ACE Certified Coach by David Peterson (ex-head of coaching at Google).
For more than 3 years he’s been teaching other managers coaching skills to help them better empower their teams.
Currently Alex works full-time as an engineering manager for a leading investment bank and has his leadership coaching practice.
As a manager you have lots of responsibilities. Many of them are stressful.
In the heat of the moment, with focus on tasks and challenges, we forget to pay attention to our state and to replenish our energy. But it’s critically important.
Most managers do not proactively work preparing resources and building up a toolbox that they can rely on in the time of need.
Being a manager also means that we need to be very observant. We need to pay attention to how stressed our people are before it’s too late. We also need to make sure they are well-equipped to handle the stressors they face.
And even though the knowledge about stress is very important, it’s often lacking.
Here, we will address this gap.
In this talk Alex will cover:
– Biology of stress 101. Learning about the underlying biological mechanisms of stress will make you to be better prepared for handling stress
– Some of the techniques to prevent stress from building up.
Major factors contributing to one’s wellbeing. And no, money is not among them