Comatch
JANUARY 30, 2023
If you’re not into podcasts, reading white papers and reports is another great way to brush up on your knowledge. 5) Demonstrate agility As technology continues to advance at warp speed, it’s your responsibility as a consultant to keep up with the latest advancements in the field and effectively guide your clients.
Harvard Business
JULY 19, 2017
Many companies are attempting a radical — and often rapid — shift from hierarchical structures to more agile environments, in order to operate at the speed required by today’s competitive marketplace. At Bain & Company, we do not believe that companies should try to use agile methods everywhere. This takes time.
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Successful Independent Consulting
AUGUST 16, 2017
If you want to know why, read my white paper about co-employment risk.) Firms to be wary of include PRO Unlimited, MBO Partners, ZeroChaos, TalentWave, Agile 1, and Rose International. This infuriates me and is the topic of more blog posts to come, but here are some of the warning signs.
Harvard Business
AUGUST 3, 2017
At a high level, a competency center is a collection of domain experts who are given a goal to improve agility, foster innovation, establish best practices, provide training (and mentoring), and be a communications engine. Build certification into your training.
Harvard Business
AUGUST 30, 2018
Standard agile approaches like Scrum and SAFe work pretty well for that. In the past couple of years, IBM Global Technology Services undertook its own agile transformation. I interviewed the leaders of many fabled Scrum companies, agile certification firms, and some Big 4 consultants, but the advice we got was all product-focused.
Women in Consulting
SEPTEMBER 25, 2012
Learn more » White Papers & Resources: Empower Event Participants with Social Media Success with Independent Fundraising Events Nonprofit Social Media Strategy The Blackbaud Index of Charitable Giving Nonprofit Industry Research » view all white papers. © 2012 Blackbaud, Inc.
Harvard Business
AUGUST 11, 2017
A white paper published by the Workforce Institute and produced by Circadian, a workforce solutions company, calls absenteeism a bottom-line killer that costs employers $3,600 per hourly employee and $2,650 per salaried employee per year. Nigam proposed adjusting it to every 12 weeks.
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