This is the first of a series of videos on how an organization can achieve an agile cultural change.
All of the disruption from technology and generational change will impact all organizations. Opportunity exists to achieve competitive advantages through agility. Stop and learn why.
The pace of change makes it impossible for the old hierarchical approach to leadership to succeed in the future. This video explains why and gives insights into how to make changes to improve your future success
We are developing a series of videos on the importance of organizations making the cultural and operational transition to embracing agility. Our view is agility is the critical competitive advantage needed for sustained success. You can find the links to all of the series here.
Agile Sprint Series: INTRODUCTION
The New Role for Leadership: LEADERSHIP
What are the best strategies for Michigan to leverage its unique capabilities to capitalize on the dramatic disruption related to the technological change of the 4th Industrial Revolution? CFP colleagues, David Pistrui, Ph.D. and Darrell Kleinke, Ph.D., collaborated with Automation Alley, The Michigan Economic Development Corporation and the World Economic Forum to take a deep dive into the opportunities for Michigan. Continue reading
November 1, 2018
To answer the question, let’s first discuss what it means for an organization to be agile. An agile organization proactively seek opportunities to identify and apply new ideas that improve organizational effectiveness. It also has a cultural mindset that values and encourages learning, collaboration and shared ownership of the vision, mission, and purpose of the organization. Continue reading
October 15, 2018
Last night Sears filed for Chapter XI bankruptcy. Started in 1886 by Richard Sears as R.W. Sears Watch Company, it transformed retailing. Sears developed an innovative distribution delivery system and mail order catalog that offered virtually any product, to anyone, anywhere in the United States. They accomplished this feat by leveraging the US Postal Service’s Rural Free Delivery program that connected the most remote parts of the US. Sears recognized the opportunity to re-imagine retailing as a national versus a local business. In many ways, they started out like the Amazon of its day and then followed with retail stores across the country to become the Walmart as well. Continue reading
Expanding the Agile Methodology to the entire organization
FAYETTEVILLE, NOVEMBER 1, 2018 – Cape Fear Partners executive, Darsweil L. Rogers receives certification in Agile Talent (ICP-TAL). Mr. Rogers earned the certification for course development and instruction from the International Consortium of Agile. Agile Talent leverages the success of the Agile methodology in software development and project management and now applies it to the entire organization.
“We operate at a unique point in world history where there is expected to be more technological change in the next 20 years than there was in the last 300 years. This technological disruption, known as the 4th Industrial Revolution, aka Industry 4.0, includes advances in artificial intelligence, augmented reality, autonomous robots, the internet of things (IoT), 3-D printing and more. All organizations will be experiencing disruption in the way they operate” says Rogers. “This is a period of great opportunity for organizations to reimagine the path forward IF they embrace the opportunities that are available. Conversely, those that fail to become more agile will find themselves falling behind.”
“Darsweil earning the Agile ICP-TAL certification is a further acknowledgement of the sort of work we have been doing for clients all along. We help our clients to “think” differently and “see” new opportunities by applying new models and methods to achieve success”, say David Pistrui, Ph.D., Rogers’ Partner. “When you combine the generational disruption due to Millennials and Generation Z dominating the workforce to the technological disruption from Industry 4.0 every organization should take a fresh look at how they achieve sustainable success. We are thought leaders in assisting clients in managing these disruptions,” says Pistrui.
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About CFP Innovation
CFP Innovation (CFP) are seasoned business professionals and distinguished academics providing guidance on the effective deployment of human and organizational resources. CFP is headquartered in a Fayetteville NC with offices in Detroit MI and Chicago IL. The CFP practice combines dynamic thinking, systems engineering, systems thinking, social science and finance to provide a unique suite of solutions and analytical processes to clients. Our target market spans from mid-sized family businesses to Fortune 500 companies and government entities.
For any organizations wishing to learn more about Agile Talent workshops or advisory engagements or anything related to CFP’s practice contact Darsweil L Rogers, at 910-818-5308 or DLRogers@CFPInnovation.com
About the International Consortium for Agile
he International Consortium for Agile (ICAgile) is an internationally recognized, independent accreditation and certification body. ICAgile focus on advancing high-quality agile learning by ensuring courses align with learning objectives as defined by industry experts.
Name: Darsweil L Rogers
Title: Co-Managing Partner
Email address: DLRogers@CapeFearPartners.com
Active in SAMS
Duns: 08-080-5128 * Cage Code: Applied
NC Hub Certified * Minority-Owned Small Business – North Carolina-based; Operates Worldwide
611430 Professional and Management Development Training
541611 Administrative Management and General Management Consulting Services
541612 Human Resources Consulting Services
Cape Fear Partners, LLC (CFP) is aNorth Carolina based advisory and research firm with a “people centric” approach to supporting Fortune 500 companies, governments, closely-held enterprises, and educational institutions. We are a leading authority in developing strategies to address the disruption related to Industry 4.0. We provide services in three areas:
Talent Evaluation and Development
Organizations need an agile workforce. We provide clients with comprehensive advice in the recruitment, onboarding, development and retention of talent across the spectrum of jobs. We use EEOC compliant data-driven suite of assessments that are best-in-class to uncover individual and team behavioral styles, motivations and soft skills that translate into superior performance.
Innovation and Growth Operational Models
The disruption of technology, talent and competition is requiring organization to envision new opportunities and be highly responsive to remain competitive. Current business models are insufficiently responsive and resilient. We support our clients through the application of dynamic thinking and structured innovation processes that go from people to new processes and product development to include all of the critical cultural elements of the organization.
Research & Analytics
We leverage our evaluative tools and in-depth work in the area of human talent development to enhanced analytical techniques such as multivariate equation modeling to uncover relational, causal and predictive performance that can further enhance opportunities for success.
Darsweil L. Rogers Partner, executive, coach and Certified Behavioral Analyst with 30+ years working with organizations across the US supporting organizational change, executive and mid-management development, strategic and dynamic thinking processes. 20+ years with JP Morgan Chase & Co, as corporate lender, insurance executive and strategist.
David Pistrui, Ph.D., Partner, executive, entrepreneur and educator having served as an advisor to the states of North Carolina and Illinois, Austrian Federal Economic Chamber, Bahrain Institute of Banking and finance and Fortune 500 companies such as Tenneco and Ford. Holds Ph.D.’s in Applied Economics and Sociology.
In 2016 and 2017 we completed an analysis of the behaviors, motivations and skillset of the leaders in Fayetteville and Cumberland County North Carolina. The process began with inviting a nominated group of community leaders to take the TTI TriMetrix® DNA suite of assessments. The assessment looks at behavioral style, driving forces (motivations) and skillset. These leaders came from business, education, non-profits, a government. One-hundred and sixteen (116) participants completed the assessment. We looked at the leaders against the national average, men versus women and African Americans versus White leaders. The findings are insightful and provide basis for moving the community forward on a positive path.