Learning Provider Profile
Ms. Bova is a Certified Learning Provider (CLP) at Appleton Greene having extensive direct experience in general management. She achieved a Master of Science in Social Work from Columbia University and a Bachelor’ Degree in Labor Economics and Political Science from Brooklyn College of the University of the City of NY. She has a certificate in Neurolinguistic Programming and completed The Gestalt Institute of Cleveland’s Organization and Systems Theory Program. She has industry experience within the following sectors: Healthcare, Finance, Consumer Products, Insurance, Education, and Research and Engineering. Although based in the US she has had commercial experience within the following countries: Canada; Belgium, Spain, Germany, Italy, Puerto Rico, and Mexico. Her personal achievements include 25+ years working in and with senior management, extensive experience on the human side of enterprise, Requisite Organization studies with Dr. Elliott Jaques, and expertise in strategic planning and organization design. Her skills incorporate: strategy and direction setting, organization infrastructure analysis, continuous improvement, organizational leadership and change management. Ms. Bova prides herself on being a generalist looking at the whole organization and the interdependencies of various component parts. A weaver, she is comfortable working with multiple levels of system simultaneously.
Management Paradigm is aimed at helping companies in healthcare, financial services, technology, manufacturing and R&D successfully transform their managerial processes and practices to provide for greater organization agility and employee engagement. These industries have experienced the impact of intense pressure for profitability and innovation. Roles have been eliminated and some replaced by technological advancements. Many department heads feel as if they are running as fast as they can yet not making headway. Management Paradigm provides multiple lenses through which existing business unit and department heads view effective, accountable managerial leadership and their role in it. It introduces a new paradigm about work systems and effective management built upon the scientifically based Requisite Organization (RO) framework. RO is proven to create more trust-based systems, providing clarity about what workers are accountable for and to whom they must account.
At the conclusion of Management Paradigm, you will have experienced, first-hand the adage “the whole is greater than the sum of its parts”. The combination of understanding how large- scale work systems perform using a consistent set of managerial processes across the board, results in significant yet sustainable improvements. Management Paradigm also views individual senior managers as whole systems and provides them with processes and practices to increase their EQ and manage their own self-care. This combination puts you the individual accountable managerial leader at the hub of the wheel. The adage “there is strength in numbers” holds true. Those of you taking this journey will create dialogue amongst yourselves creating a cohort within the company that will demonstrate significant outcomes in engagement, creativity, innovation, retention, customer service, quality and profitability. Not only are you adding value to the company, but you are strengthening your managerial acumen. These processes and practices are transportable. Once experienced you cannot go back to the old ways.
Month 1 consists of a preliminary assessment of your organization’s strengths and weaknesses. You will be asked to conduct a preliminary analysis of your organization identifying what is working and not working. Essentially to get a clear picture of what is and what could be. We will identify key roles and what and if they are adding value. Each of you are accountable for the overall performance of your department. Management Paradigm provides not only the tools but the processes you will use to transform your organization’s overall effectiveness.
01. Company Positioning: Preliminary company-wide assessment; self-assessment, outlining personal goals for the program. Time Allocated: 1 Month
02. Company Uncertainties: What keeps you up at night. Setting targets for improvement. Time Allocated: 1 Month
03. Business Unit Assessment: Analyze your business unit identifying strengths, weaknesses, opportunities and threats. Time Allocated: 1 Month
04. Defining Issues: Using the two preliminary assessments you’ve done identify the defining issues you see and must address. Time Allocated: 1 Month
05. Session Infrastructure: Analyze and assess the interplay of organization structure and you. Time Allocated: 1 Month
06. Managerial Leadership: Analyze and assess the managerial roles in your organization. Identify authorities and accountabilities each have. Time Allocated: 1 Month
07. Organization Structure: Compare and contrast the organization structure of your organization with the information provided. What works? Where are their fractures? Time Allocated: 1 Month
08. Personal Awareness: What do you know about yourself? How are you received, experienced at work? Time Allocated: 1 Month
09. Awareness Knowledge: Introduction and take DiSC Behavioral Workplace Style Profile Time Allocated: 1 Month
10. Organization Development: Introduce, plan and preliminary implementation of an OD process for your organization. Time Allocated: 1 Month
11. Self-Care: Assess and analyze how you take care of yourself and encourage others to take care of themselves. What habits need to be broken and new ones created. Time Allocated: 1 Month
12. Demonstrating Interconnectedness: Synthesizing what has been learned and demonstrating the interconnectedness. Time Allocated: 1Month
01. Company Positioning: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
02. Company Uncertainties: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
03. Business Unit Assessment: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
04. Defining Issues: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
05. Session Infrastructure: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
06. Managerial Leadership: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
07. Organization Structure: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
08. Personal Awareness: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
09. Awareness Knowledge: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
10. Organization Development: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
11. Self-Care: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
12. Demonstrating Interconnectedness: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
01. Create a task on your calendar, to be completed within the next month, to analyze Company Positioning.
02. Create a task on your calendar, to be completed within the next month, to analyze Company Uncertainties.
03. Create a task on your calendar, to be completed within the next month, to analyze Business Unit Assessment.
04. Create a task on your calendar, to be completed within the next month, to analyze Defining Issues.
05. Create a task on your calendar, to be completed within the next month, to analyze Session Infrastructure.
06. Create a task on your calendar, to be completed within the next month, to analyze Managerial Leadership.
07. Create a task on your calendar, to be completed within the next month, to analyze Organization Structure.
08. Create a task on your calendar, to be completed within the next month, to analyze Personal Awareness.
09. Create a task on your calendar, to be completed within the next month, to analyze Awareness Knowledge.
10. Create a task on your calendar, to be completed within the next month, to analyze Organization Development.
11. Create a task on your calendar, to be completed within the next month, to analyze Self-Care.
12. Create a task on your calendar, to be completed within the next month, to analyze Demonstrating Interconnectedness.
Albert Einstein once said, “the mind that opens to a new idea never returns to its original size”. Think of Management Paradigm as an adventure in transforming how you think, see, feel and even smell the world of work and in particular your company. It’s a quest for you to be your best and to assist your company and, in particular, the unit you manage to excel in new and different ways.
The Management Paradigm Program is a multiyear program intended to provide an in-depth experience of science-based managerial principles and processes and individual worker awareness of their accountability, emotional intelligence and how to take care of themselves in turbulent corporate environments. This first session will provide a macro view of what participants will be learning and experiencing in the upcoming sessions of the program.
Companies and other work systems are being impacted by disruption, technology, local economies and geo-political phenomena. These four factors provide the contextual framework through which corporations must function. It is the intention of this first session to help attendees understand they are dealing with outside forces that are impinging on the business.
Industry disruption is nothing new. We’ve seen Uber, Lyft and Via disrupt the taxi and black car industry in many large cities. Outer borough car services once the only source of non-personal private transportation options have also been severely affected. AirBNB has totally disrupted the hotel and motel industry allowing people to travel more cheaply while at the same time providing options for people with a spare bedroom to become hosts and recoup some of the income lost in the recession. Add VRBO to the mix and you can see the impact on the resort rental markets. Realtors have lost a significant market segment as companies like Zillow, Compass and Triplemint are using data to transform how we buy and sell homes and property. Carvanna, Vroom and others are disrupting how we buy cars and sell them too.
Technology is developing by leaps and bounds. Scientists are now able to identify where in the Human genome the genetic code, there is an oddity. They can correct the oddity replacing the wrong gene with the correct one. Studies underway at the National Institute of Health in Washington DC believe they may have found the answer to eradicating Sickle Cell Anaemia an excruciatingly painful and debilitating disease. The hope is this process can result in curing hundreds of illnesses. Laboratories around the world are frantically working to find a vaccine for the coronavirus. The pandemic has intensified the need for speed in laboratories and its hopeful vaccines will be available as well as treatments in the next 12-18 months. This all because of technological advancements. Artificial Intelligence (AI) is growing robustly. When we call the number on the back of a credit card or have an online chat more often than not, we are connected to a bot not an actual person. These advancements will impact millions of people around the world. The need for low skilled labor will be diminished. New compensation systems will need to be created. More importantly, the mindset countries have to take care of their people, will need modification as corporate wealth generation may require many fewer workers. How will countries both industrialized, and developing, feed, clothe and educate their own? Roughly 30 million people in the US are unemployed in October 2020. That is about 20% of the workforce. People staying home and cooking has reduced demand for food products. Dry Cleaners mostly small mom and pop businesses are closing their doors, no one is dry cleaning their clothes in the midst of a pandemic. Demands for work attire have crashed while demands for pyjamas have risen dramatically.
Management Paradigm provides the processes by which corporations can thoroughly review how they are organized to conduct business. Today’s companies must be agile and have engaged workforces. Yet worldwide surveys indicate most workers acknowledge being disengaged. Five generations are working side by side today with young managers overseeing the work of employees old enough to be their parents or grandparents.
Baby Boomers, many of whom lost significant savings in the 2008 recession are working longer. The millennial generation came of age in prosperous times. Consequently, their prosperous parents having grown up in challenging times themselves showered their children with toys and praise, a “you can do anything mindset”. Everyone got an award when their Little League team won or even lost. Character building suffered inadvertently. When Millennials entered the workforce, many had little or no staying power with a mindset that devalued of corporate loyalties. They got up and moved whenever things were not going their way. Generation Z grew up in a very different environment. Their families were seriously affected by the 2008 recession. They are more thoughtful and perhaps more conservative about spending. And perhaps most importantly they were born into the digital age and know nothing about an analogue life experience.
No one as of yet knows the impact of the Pandemic on the world of work. The true impact will take years to realize as researchers get to work to analyze the lasting changes. We do know that many more people are working from home. We also know that in the US many women have dropped out of the workforce to take care of children and elder parents. We know brown and black communities have been hit the hardest. We also know that this forced pause out of fear for one’s health has also provided an opportunity for people to ponder and reflect on their lives. For some this has been an important time of reflection. Many have been caught up in “doingness”. That is, doing whatever they have been asked to do without thinking about it. Potential ramifications of actions have been lost. Fear of losing one’s position and income, demotion and avoidance of any potential conflict has sucked out the vibrancy and left our organizations hollow. Trust has eroded in companies and subsequently in valued relationships amongst workers.
In Session 1 an overview of the topics which will be addressed in depth in the subsequent sessions of the Management Paradigm will be provided. In its entirety, MP introduces processes that will build viable structures upon which trust can be built. Organization structures exist without roles being occupied by people. The managerial roles themselves have accountabilities and authority that managers must have to effectively oversee the workflow in their areas. Even though participants may not be authorized to redesign their business units it is hoped that the processes and knowledge shared will provide them with enough information to begin to dialogue with those in power in their organizations about organization transformation. Additionally, by providing participants in Session 1 with knowledge how to increase their own EQ and provide techniques to improve their own self-care we expect their experience of empowerment and engagement will also be increased.
Participants will be asked to keep a journal between sessions and write about any aha’s they may have. What questions do they have? Whether or not they have attempted to discuss or implement any of the learning they’ve had and subsequent outcomes.
What if your company or business unit was zipping along in a flow state never before experienced? What if your employees were totally engaged? Demonstrating improvements in engagement of 50% or more. What if both internal and external customers were commenting on how effectively your organization responds to their needs and requests? What if you had a mindset shift enabling you to see new opportunities? What if your self-confidence, managerial skill and experience at work was transformed spilling over into improved connectivity with others both inside the company and in your life in general? What if positivity became your modus-operandi? What if you noticed an overall improvement in your health?
Perhaps this sounds like pie in the sky. But it is not. Would you be willing to participate in a 12-month transformational experience guarantying significant sustainable growth for not only your company but you and your team members?
Management Paradigm, one of Appleton Greene’s newest program offerings, does just that. In Management Paradigm a multi-year program you will be introduced to managerial processes, self-management processes, scientific principles, increased emotional intelligence (EQ) and selfcare skills and tools that support your total transformation.
Management Paradigm will provide you with a new framework from which to view organization effectiveness and identify the supportive processes you can institute which provide insight into how work gets done. MP introduces management processes enabling greater effectiveness of work getting done; while managing employees with deep connectivity, respect and valuing their efforts. When “trust” exists in the workplace many things are possible. Management Paradigm is a two-pronged system introducing managerial processes the company can embrace while at the same time providing opportunities for individual participants to learn and grow. The knowledge provided in Management Paradigm allows for sustainability in the company. At the same time, it is transportable. Participants can use what they learn wherever their career takes them. In the end, both the company and the individual participants realize success. The company realizing increased employee engagement, and release of creativity and innovation among its workforce. Connected, respected and engaged workers transform a company. Concurrently, participants will be demonstrating new managerial processes and skills enabling them to experience greater satisfaction at work. A stronger sense of self. When your human capital is fully engaged success is close at hand.
Devaluation of effective accountable managerial leadership has not happened overnight. During the 1980’s academia provided a plethora of books touting the importance of leadership. For those who were yet born, this was the time when the Viet Nam War was coming to an end. Many Americans were angry at what had transpired. Soldiers returning home were vilified and emphasis was on the military industrial complex’s failures. It’s command and control management (aka ways of getting work accomplished) was devalued. At the same time a shift took place in corporate America emphasizing the importance of shareholder value. Corporations’ purpose was to provide profits for their shareholders. This led to the requirement of quarterly earnings reports. Fear of stock price declines resulted in an emphasis on meeting short term market analyst analyses. This confluence of sociological phenomena took root and like a tree takes years to grow into fullness the damage to the business community has taken years to blossom in fullness. Leadership was in, and management out. Shareholder value took top priority. Companies were required to report earnings quarterly, CEO salaries grew exponentially, and long-range planning fell by the wayside. Management training programs were abolished. Employees were suddenly informed they had to be leaders.
Corporations’ value is not only for shareholders. It is how we provide for our citizenry to create security for their families. Corporations are anchors for communities. We are forty years into the decline, and we are now seeing and experiencing levels of worker disengagement never seen before. The middle class is rapidly disappearing before our eyes, poverty and homelessness are on the rise. Work has seen dramatic changes over the last three to four decades. Emphasis shifted from developing and engaging the workforce to profitability and shareholder returns. Salaries of CEOs, Presidents and other key executives skyrocketed. In some cases, 300+% that of the average workers. Salary incentivization has also grown for the mid and top tier of the employment ranks.
All this happening while average wage-earners salaries remained stagnant. Although the workforce is likely now to be 51% female women and minorities still earn significantly less per dollar than men do.
Many in managerial leader