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A shift is occurring in the way we view leadership today. If you want to get things done, you need influence, not authority. This means that IT Professionals, Project Managers, Business Analysts, business-line Managers and individual contributors must focus on demonstrating personal leadership. Getting results through others by building relationships and using influence skills rather than relying on positional power is key.
Global Knowledge Senior Business Skills instructor Samuel Brown covers tips for preparing and practicing for the PMP exam.
Global Knowledge Senior Business Skills instructor Samuel Brown covers tips for preparing and practicing for the PMP exam.
Business is changing rapidly and Information Technology is at the centre of the trends: mobile, social, cloud and big data,. Forward thinking IT functions must develop and manage the skills of their most critical asset-- their employees. Effective professional development can guard against the pace of change, leading IT units to re-define job roles to include both technical and non-technical competencies and to establish business processes to help their staff develop and maintain these skills. This session will present the components of a holistic process to support learning and development in any IT organization.
How can leaders and Human Resources professionals use effective, simple and research-based talent management practices to contribute to their organization's success? Too many leadership development theories provide complex and confusing answers. Join Jocelyn Bérard as he shares the core practices introduced in his new book, Accelerating Leadership Development, which reflects his extensive research and years of experience in making leadership development uncomplicated and practical.
Traditionally, ITIL and TOGAF professionals have been part of different teams within an organization. Due to the ongoing alignment of business and IT, these professionals now often find themselves on the same team. Because of this crossover, there is a growing trend towards organization of work based on multiple best practice models.
Business complexity, technology innovation and a new understanding of how we learn at work are causing the learning profession to re-think how they develop and sustain human performance and behaviour change. As a result new methods and approaches are emerging that promise to change the landscape of learning and development meeting in the coming years. This session will provide an opportunity to learn about the following trends and their application.
In a recent post, I gave an overall description of a service portfolio and the key components of a portfolio. Here, I will describe how a cloud services provider might implement an ITIL service portfolio. A cloud services provider will regularly have a set of services under development, a set of service in live operation, and a set of services that are retired.
ITIL describes a service portfolio as a collection of the overall set of services managed by a service provider. A service portfolio describes a service provider’s boundaries and promises across all of the customers and market spaces it serves. I like to think of a service portfolio as describing the past, present, and future collection of services offered by a service provider. The figure below shows a high-level view of a service portfolio.
Self-awareness is a very powerful tool for leaders in every type of business or organization. The more leaders can maximize their self awareness the greater the impact on business performance, employee engagement and leadership and development initiatives. Self-awareness is the central component of personal development and emotional intelligence. For most leaders today it is still underdeveloped and frequently underemployed. Better understanding of this important leadership trait is critical for leadership and organizational success.