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Steve Peacocke
Australia
Приєднався 3 кві 2019
Everything about creating flow and profit in small to medium businesses. Leadership training and tools
What Prison Taught Me About Leadership
I spent two intense years engaging with the Lifers in New Zealand's toughest prison, and what I discovered about team leadership in extreme situations is mind-blowing! This video is packed with invaluable insights, and I've got even more to share beyond this. We'll dive into the real reasons behind the trust issues some team members face, and I'll reveal how you can tackle them head-on!
Переглядів: 960
Відео
How to Fix a Toxic Team (Leadership Lessons)
Переглядів 40День тому
In this video, we dive deep into the struggles of leading teams burdened by toxicity and unveil how building trust can be an incredible remedy. Discover the art of conflict resolution and crisis leadership while boosting employee engagement to shape a vibrant and productive workplace. Uncover one of the most impactful strategies and techniques to transform your team from toxicity to trust, elev...
From Boss to Leader in 5 words (Leadership Lessons)
Переглядів 26День тому
Want to elevate your management skills and become a true leader? It all begins with a mindset shift and a deeper grasp of what fuels organizational growth. In this video, we’ll dive into the 5 transformative words that can catapult you from a manager to an inspiring leader, igniting your team and driving impactful leadership. By embracing these simple yet powerful strategies, you'll unleash the...
Agile Coaching: What is meant by producing faster?
Переглядів 462 роки тому
Helping teams produce faster is not about making them type faster or work longer hours; it's about producing outcomes. Many teams seem to produce all the time, but, in reality, are only running on mouse wheels. A coach can help with the focus to ensure teams get to the outcomes needed with the least amount of effort and the best quality.
Agile: Accepting Change even late in development?
Переглядів 984 роки тому
Agile says we value Accepting change over following a plan. It also says we Welcome changing requirements, even late in development. How do we do that?
Agile Roles and the Differences Between Them
Переглядів 1524 роки тому
There is confusion between all of the different agile roles. A lot of roles have similar-sounding names but very different skills. Product Owner, Product Manager, Chief Product Owner, Enterprise Product Owner. Where does the Business Analyst or the Project Manager fit in? Join with me on LinkedIn www.linkedin.com/in/steve-peacocke/
What is Agile Project Management?
Переглядів 8134 роки тому
What is the difference between an Agile project and a Waterfall project in how you deliver it? Steve Peacocke, CEO of DragonsArm explains how powerful the difference is.
Cynefin Framework in real life
Переглядів 9 тис.4 роки тому
I often teach the Cynefin Framework to my Agile classes. It is understood but people sometimes have difficulty understanding how to use it, so in this video I explain how to use the Cynefin Framework in our decision process using an example of an ambulance responder to an incident.
DragonsArm Purpose
Переглядів 1174 роки тому
This is what we do. www.dragonsarm.com/ Why the name DragonsArm? We know that European dragons consider people, well, crunchy. Thankfully the DragonsArm logo shows the Chinese dragon. The Chinese dragon is considered a symbol of power, strength, and knowledge. In Chinese culture, excellent and outstanding people are compared to a dragon. Receive a gentle push from the mighty dragon’s arm and yo...
Slow down - a lesson from one of the greats
Переглядів 365 років тому
Ivan and Godfrey Bowen both held sheep shearing world records. I spent a summer as a shearer when I was just 17 and found myself in a shearing stand next to one of these greats. He gave me advice that was to stay with me through my career.
DragonsArm: User Acceptance Testing Can Never Fail
Переглядів 345 років тому
Where I find most teams struggling with their Agile Sprint. Placing UAT on your board may be hindering your progress and here I'll tell you why.
Leadership: Turning Team Disputes into Triumphs
Переглядів 505 років тому
As a young project manager on my very first project, I was totally out of my depth. It wasn't until years later that I found out what it was that I did that accidentally made this into one of the most enjoyable and positive projects I ever worked on. Since then I have learned that effective leadership is all about turning disputes into triumphs. Often it's great to have a passionate team arguin...
DragonsArm: Inspired, Valued and Highly Productive Teams
Переглядів 315 років тому
Inspired, Valued and Highly Productive Teams. How do we do this?
Have they all experienced the witchcraft? Trust becomes impossible after that. This underlines the lengths the system will go to to manipulate you. 'No family like the crime family.'
Breaking bad 2.
this has reminded me of gang culture and the fear of exclusion as i deal with drug gangs in my locality. and that bosses have their own bosses
Exactly, @ctmorrison and most of those gang members were in that dreaded C-Block that I was sent to.
Were you in as a volunteer or were you a criminal?
Ha ha, you haven't watched it yet have you? No, I've never done so much as taken a fake day off from school when I was young. I spent two weeks terrified when I picked up a little jumping bean from a packet someone had accidentally opened and spilled onto a shop floor when I was 12, thinking the police will take me away. So no, not a prisoner, but a volunteer. Over about 2.5 years I ended up going along to talk to the prisoners twice a week, sometimes up to 3 times as I might get a call to come in.
Thank you for the insight.
Glad it was helpful!
That's called constructive dismissal here. They're playing the long game. Those guys WILL leave because you decided to ignore any concerns they had. You didn't engage, you bullied. And you wonder why management doesn't have trust.
Hi @Diamondphobe and thanks for your concerned reply. I understand as "constructive dismissal" is something that I have witnessed in the past and hate it as it's plays with the minds of good people - either dismiss, or work with them. Regarding the concern in the real-life example I gave near the end, you will note that their concerns were not ignored. In fact, the suggestion was to allow the rest of the team to go ahead with what they wanted to do (they were also listened to) and, as these two did not wish to go with the team (again, note their reactions), they could continue doing exactly what they wanted to do. They "were" listened to and this "was" what they wanted. No dismissal, no "constructive dismissal", but the larger team wanted one thing, while these two wanted another so they were listened to and treated that way. Yes, I suggested that I was concerned that they would start job-searching, mainly due to the bullying they gave their team lead over a period (bullying is too strong a word here but I can't think of a suitable word rn). As they were dissatisfied with their work we were concerned that they might leave. As I mentioned, team members are valuable (and we didn't want that to happen). As it turned out, this was the correct process as the team members joined the rest of the team after considering and watching the positive effects on their team from the outside. Again, thanks for the insightful feedback.
You ain't gonna survive in the real world.buddy
😂😂😂 should he ever visit SA and use this ever so sophicated technique, the real world black clowns would clock him one. Oh and I did prison ministry max security leeukop. Those walking dead , with eyes emotionally dead.
Ostracism mind games? Thanks for reminding me why I should never trust management!
I've been on many training and management courses and this 15 minute video has been one of the best bits of advice I've ever seen. Excellent - keep it up.
@@jameshughes258 thank you very much. Most kind. These lessons were hard learned so I’m glad you can take something from them. ☺️
Thanks for sharing Steve. All the best, Tom
Thanks Tom
It is important, if you consider backing out, that you go to the team, explain why the idea is not working, and ask their suggestion. Tell them that you would suggest backing out, but it's THEIR suggestion and you want their feedback on that.
Good explanation...but did you try this from the original source? ua-cam.com/video/ogtpxA6brGo/v-deo.html
Agree best explanation 😊
The best explanation ever. I am new in agile and this was very helpful. Thank you!
Excellent, thanks for this. Great analogies!
now it makes sense to me
Volume needs to be Jacked up
Great example. Thanks for the video.
These are ideal role differences and this video concentrates on the differences. It is not common to see all of these roles as distinct separate roles and every organisation implements these differently.
My first introduction to DragonsArm was this video. This 3 min. 28 sec. clear, concise delivery to understand that I could learn from an instructor with this method. I enjoyed taking this course in the U.S.A being delivered from New Zealand, it was well worth it.
Thank you Yve. What a nice comment, I do appreciate that.