Coordinating Senior Quotes

Shlomo Goren said. I believe he was the Senior Intelligence Officer and Coordinator of Government Operations in Judea, Samaria, and the Gaza District. Anyway, he said, ‘We are now entering the long, dark tunnel that will lead to the kingdom someday. We already hear the footsteps of Messiah as we begin our dark experiences!

Neighbors turned surly; petty jealousies flared into denunciations made to the SA—the Storm Troopers—or to the newly founded Geheime Staatspolizei, only just becoming known by its acronym, Gestapo (GEheime STAatsPOlizei), coined by a post office clerk seeking a less cumbersome way of identifying the agency. The Gestapo’s reputation for omniscience and malevolence arose from a confluence of two phenomena: first, a political climate in which merely criticizing the government could get one arrested, and second, the existence of a populace eager not just to step in line and become coordinated but also to use Nazi sensitivities to satisfy individual needs and salve jealousies. One study of Nazi records found that of a sample of 213 denunciations, 37 percent arose not from heartfelt political belief but from private conflicts, with the trigger often breathtakingly trivial. In October 1933, for example, the clerk at a grocery store turned in a cranky customer who had stubbornly insisted on receiving three pfennigs in change. The clerk accused her of failure to pay taxes. Germans denounced one another with such gusto that senior Nazi officials urged the populace to be more discriminating as to what circumstances might justify a report to the police. Hitler himself acknowledged, in a remark to his minister of justice, “we are living at present in a sea of denunciations and human meanness.

Rukshana Nanayakkara, regional outreach manager of the Asia-Pacific Department of TI; Liao Ran, senior program coordinator of the Asia- Pacific Department of TI; Stephen E. Condrey, president of the American

War is also conducted at the strategic level, the level at which senior political and military leaders set war aims, identify strategies and policies, approve the military and nonmilitary campaigns necessary to achieve those war aims, and establish the coordinative bodies necessary to translate plans into actions and adapt as the vagaries of war unfold.

Your teams need the ability—and the manpower—to relentlessly pursue a specific objective; asking a team to split its time between two different business lines is likely to result in the failure of both. This is especially true when the main thread is a business line that has matured. In their Harvard Business Review article “The Ambidextrous Organization,” Charles A. O’Reilly III and Michael L. Tushman draw the distinction between “exploiting” and “exploring.” Mature business lines focus on incremental innovations that help them exploit a well-known market, whereas new threads focus on more radical innovations and exploring a new market opportunity. They examined thirty-five attempts to spin up new threads, across nine different industries. What they found was that these efforts were most likely to be successful in “ambidextrous” organizations, where the new threads were organized as structurally independent units but integrated into the existing management structure. In other words, the leaders of the new threads not only have the freedom to innovate but also the ability to coordinate with senior leadership to leverage existing resources and expertise from more mature threads.

Ten minutes of WBV training will give you the benefits of one hour of conventional weightlifting, including increased muscle strength, bone density, flexibility, coordination, balance, and weight loss.

The weekly meeting of permanent secretaries takes place in the boardroom of the Cabinet Office overlooking Horse-guards’ Parade. As the senior civil servants in charge of each of the main Whitehall departments, they meet, in theory, to co-ordinate government policy. In practice they also sometimes co-ordinate resistance to government policy.

And the reluctance, inability, or outright refusal of the American government to shift targets would contribute to the killing. Wilson took no public note of the disease, and the thrust of the government was not diverted. The relief effort for influenza victims would find no assistance in the Food Administration or the Fuel Administration or the Railroad Administration. From neither the White House nor any other senior administration post would there come any leadership, any attempt to set priorities, any attempt to coordinate activities, any attempt to deliver resources.

happen, and how. They didn’t want to wait too long, or go in before they were fully prepared. And inevitably, there would be casualties when they went in. At the request of the police, Marie-Laure, Gabriel, and Paul walked to a police bus parked half a block away and got in to confer with the senior officer in charge. Bruno Perliot was the captain coordinating the SWAT teams and responsible for police response. They were planning their entry attack as the others waited outside, cringing every time they heard gunshots again. “We don’t know why he’s in there,” Perliot said with a calm voice and angry eyes. This was exactly the kind of situation they had feared for years, involving a building full of children.

The organizations of fast innovators are structured for ease of coordination and speed of execution. Slow innovators are structured for functional control, cost efficiency, and risk avoidance, a structure that results in a slow and cumbersome development process. With the functional organization come multiple hand-offs that consume time, cause errors to occur and diminish overall accountability. Coordination and control can only be accomplished through elaborate review processes and documentation requirements. Quality seems to decline, not improve. Functions have their firm budgets and manage themselves to their budgets even at the expense of time. To help ensure that budgets are met, performance targets are conservative. Senior management actively participates in program decisions, and, because of their very full schedules, further slow the decision-making processes of the company.

Senior Wal-Mart officials concentrated on setting goals, measuring progress, and maintaining communication lines with employees at the front lines and with official agencies when they could. In other words, to handle this complex situation, they did not issue instructions. Conditions were too unpredictable and constantly changing. They worked on making sure people talked. Wal-Mart’s emergency operations team even included a member of the Red Cross. (The federal government declined Wal-Mart’s invitation to participate.) The team also opened a twenty-four-hour call center for employees, which started with eight operators but rapidly expanded to eighty to cope with the load. Along the way, the team discovered that, given common goals to do what they could to help and to coordinate with one another, Wal-Mart’s employees were able to fashion some extraordinary solutions. They set up three temporary mobile pharmacies in the city and adopted a plan to provide medications for free at all of their stores for evacuees with emergency needs—even without a prescription. They set up free check cashing for payroll and other checks in disaster-area stores. They opened temporary clinics to provide emergency personnel with inoculations against flood-borne illnesses. And most prominently, within just two days of Katrina’s landfall, the company’s logistics teams managed to contrive ways to get tractor trailers with food, water, and emergency equipment past roadblocks and into the dying city. They were able to supply water and food to refugees and even to the National Guard a day before the government appeared on the scene. By the end Wal-Mart had sent in a total of 2,498 trailer loads of emergency supplies and donated $3.5 million in merchandise to area shelters and command centers. “If the American government had responded like Wal-Mart has responded, we wouldn’t be in this crisis,” Jefferson Parish’s top official, Aaron Broussard, said in a network television interview at the time.

I must express in the strongest possible terms my profound opposition to the newly instituted practice which imposes severe and intolerable restrictions on the ingress and egress of senior members of the hierarchy and will, in all probability, should the current deplorable innovation be perpetuated, precipitate a progressive constriction of the channels of communication, culminating in a condition of organizational atrophy and administrative paralysis which will render effectively impossible the coherent and co-ordinated discharge of the function of government within Her Majesty's United Kingdom of Great Britain and Northern Ireland." ..... "You mean you've lost your key?" I asked.

A college student who wants to file a complaint of sexual assault within the campus disciplinary system informs a university employee such as an assistant dean for student life, or perhaps the Title IX coordinator. That person eventually forwards the complaint to a university disciplinary panel that may be composed of, for example, an associate dean with a master's degree in English literature, a professor of chemistry, and a senior majoring in anthropology. Unlike criminal prosecutors, members of the disciplinary panels do not have access to subpoena powers or to crime labs. They often have no experience in fact-finding, arbitration, conflict resolution, or any other relevant skill set. There is, to put it mildly, little reason to expect such panels to have the experience, expertise, and resources necessary to adjudicate a contested claim of sexual assault. Making matters worse, most campus tribunals ban attorneys for the parties (even in an advisory capacity), rules of procedure and evidence are typically ad hoc, and no one can consult precedents because records of previous disputes are sealed due to privacy considerations. Campus "courts" therefore have an inherently kangoorish nature. Even trained police officers and prosecutors too often mishandle sexual assault cases, so it's not surprising that the amateurs running the show at universities tend to have a poor record. And indeed, some victims' advocacy groups, such as the Rape, Abuse and Incest National Network (RAINN), oppose having the government further encourage the campus judicial system to primarily handle campus sexual assault claims, because that means not treating rape as a serious crime. A logical solution, if federal intervention is indeed necessary, would be for OCR [US Department of Education's Office of Civil Rights] to mandate that universities encourage students who complain of sexual assault to report the assault immediately to the police, and that universities develop procedures to cooperate with police investigations. Concerns about victims' well-being when prosecutors decline to pursue a case could also be adjudicated in a real court, as a student could seek a civil protective order against her alleged assailant. OCR could have mandated or encouraged universities to cooperate with those civil proceedings, which in some cases might warrant excluding an alleged assailant from campus.

If Wilson and his government would not be turned from his end even by the prospect of peace, they would hardly be turned by a virus. And the reluctance, inability, or outright refusal of the American government to shift targets would contribute to the killing. Wilson took no public note of the disease, and the thrust of the government was not diverted. The relief effort for influenza victims would find no assistance in the Food Administration or the Fuel Administration or the Railroad Administration. From neither the White House nor any other senior administration post would there come any leadership, any attempt to set priorities, any attempt to coordinate activities, any attempt to deliver resources.

From neither the White House nor any other senior administration post would there come any leadership, any attempt to set priorities, any attempt to coordinate activities, any attempt to deliver resources.

To administer the ongoing rapid cycling process, Gilfoy created a small office led by Seema Dhanoa, the “director for simplicity.” This manager led a three-person team that included a senior consultant, Christina Fai, whose job it was to be a key facilitator and coach others at Vancity to lead the methodology, and a consultant, Ali Anderson, to coordinate workshops, capture ideas, manage the details, and work on the implementation of the rapid cycles. Rather than staff the team with permanent employees who again would come to “own” simplicity, she rotated employees in and out of the team on temporary assignments to facilitate workshops. Team members were volunteers selected on the basis of their cross-organizational experience, ability to facilitate discussions, ability to learn new processes, and overall curiosity. As they left and went on to other assignments, they would take their simplification experiences with them, helping to build a simplification mindset, competency, and culture within the organization.

The other caution has to do with coordinating what work is phased out as a result of lower staffing levels. Leaders often let any such phasing out proceed of its own accord because they have faith that when they eliminate layers in the organizational chart or increase leadership spans of control, people who feel the increased workload will wisely and naturally eliminate tasks that are non-value added or of reduced competitive importance. But this faith is misplaced if employees are not clear about the relative value of work or what the strategic trade-offs should be. If they do not know what work to eliminate, they may not eliminate any at all and instead pass it on to someone else. In this way the organization chart is like a square of jiggly jelly. If you squeeze the jelly from the top and the bottom, it is going to squelch out the sides, and if you squeeze from the sides, it is going to squelch out the top and the bottom. Increasing spans of control—giving leaders more responsibility—may soon result in more layers (for example, one firm created “senior technician” roles for technicians to fill as intermediaries for busy managers). Decreasing layers of the organizational chart may increase spans of control (for example, another company eliminated a layer of managers but then hired a couple of new directors to handle the additional workload when all the reports were reassigned to the next highest management level). The total headcount dollars are never reduced, just reapportioned.

BUT IT WAS ALL A LIE. A few senior U.S. Navy officials knew the truth. Searchers had located the Scorpion on June 9, four days after the navy had pronounced it "presumed lost." The entire focused-operations search involving the Mizar and the other research ships was an elaborate, time-consuming and expensive cover-up. Just as navy officials had known about the Scorpion sinking within hours of the actual event-and not five days later when it failed to reach port-the senior admirals dispatched the Mizar to the search area knowing exactly where to look for it. Rather than a frustrating detective hunt that had taken five months from beginning to end, the navy survey ships had steamed to the search area with the latitude-longitude coordinates of the wreckage already in hand. The entire affair was again cloaked in the tightest security classification possible. That was because the Russians had told them where to look.