April 19, 2012


How to limit a project/presentation

We've been working on the mini project for a few days now .. but I wonder how can we properly structure it.

We've all been looking at so many information, and going really deep into some of the areas ... but wouldn't it better to structure everthing first ?

The good thing is that I have been through many interesting information but the topics are way too broad, and it becomes hard to limit the research. However, we have a limited time since the presentation is next week and we are supposed to work 40 hours on this and not a hundred ..

This reminds me the dissertation. I am encountering the same problem doing the Literature Review. I realize that when there is not enough structure, is it hard to create an ideal one. The good thing is that I learn a lot but on the other side, I also waste a lot of time looking into things that does not necesarilly makes my work more consistent.

Here is anoher area for improvement .. but where to start ?

April 17, 2012


First meeting with my group.

As expected, everything went smoothly.

When the meeting started, it did not took us a long time to set up clear directions and come up with specific elements to focus on. At first, the meeting was a bit vague, with everyone giving his/her opinion about something different.

Once we had established a few directions on how we wanted to structure the project, the work appeared clearer. We also clarified a few important things by asking questions, making sure we were all at the same pace.

At the end, I found really useful to sum up and say what needed to be done for the following meeting.

Positive point: direction and schedule are essential. It makes people focusing on what is important from the very beginning and thanks to that, they know what to expect from the meeting as well.

Another positive point : there was a real evolution from the very beginning of the year up to now. Our "meetings" are better structured and more effective. I guess progress has been unconsciously made. Well done

April 16, 2012


Possible definitions ?

  • The capacity of acquiring and managing assets thanks to the constant dissemination of knowledge.
  • The development of knowledge to manage effectively the financial health of a company.
  • Make the data and information available thanks to the development of lessons learned ...

I confirm what I said previously... It is hard to combine everything and come up with a single proper definition ...


Today, our task was to seek a proper definition of Knowledge-Based Asset Management (KBAM)

Let's start with a few notions: Knowlege ... Asset Management ... Knowledge-based Management ...

I would assimilate ...

  • Knowledge to:
  • Learning
  • Ideas
  • Critical Analysis
  • tacit knowledge
  • explicit knowledge
  • learn by practise
  • data
  • analysis
  • information
  • Asset Management to:
  • System
  • Tangible/Intangible assets
  • Value
  • ROI
  • financial field
  • goods
  • capital
  • Knowledge-based Management to:
  • Knowledge Management
  • Up-to-date
  • practise - imitation
  • development
  • structure
  • availability
  • storage
  • dissemination

Outcome of this brainstorming:

  • All these concepts appear highly holictis
  • It is difficult to define them since they are constantly changing
  • It encompasses a lot of notions and show the extensive/broaden aspect of KBAM
  • It is complicated to formulate a unique and simple definition of KBAM when everything is interrelated

April 14, 2012

RDM 14

Then, having applied the tools though the exercise, I have learned the efficiency of a tool depends on its context and on other decisions taken to apply the tool itself. I have improved my knowledge thanks to the methods that I did not know before. This makes me feel that I will be able to use it any time and start applying them for my project. This knowledge is important since it helps to get a better view of the situation and may lead to a different decision, based on a more structured and objective approach. However, I do understand the biases but the tools remain really subjective for me and it might be hard to avoid it.

RDM 13

Having done this module, I know think differently and have another approach when taking decisions. Additionally, I have learned many biases that I probably knew but never considered when making a decision. Furthermore, I realized that decisions require as much information as possible in order to get a very large picture of the situation or context and act accordingly. I therefore have improved my understanding of a decision-making process and my ability to take decisions. However, I find it really hard to avoid biases and need to further pay attention to them. This knowledge will be essential in my personal as well as professional life because we do make decision every day that have a more or less important impact. I will now need to practise this philosophy with my every-day-decisions to feel more comfortable with it.

April 12, 2012

RDM 12

The most important idea was the number of biases that do exist. Previously, I did not notice how subjective could be a decision making process. This is probably due to the fact that I think I look out-of-the-box but I must be biased and actually does not. It reveals that information has to be better analysed and obvious progress can be made.

Another significant experience was the exercise. Initially, I thought the methods were all the same and some not really useful. This might be due to the first explanation of the biases that tend to say that decisions are always biased

RDM 11

Making ROBUST decisions is not complicated as long as we know what to use to reach that goal.

Consequently, some knowledge (e.g. robust decision making tools) can make a huge difference between a person who makes decisions randomly, and the one who tries to reduce biases and use appropriate tools.

Small things aren't the key factor to excellence then ? Do we acheive "business excellence" thanks to small but extremely important knowledge, that, one assimilated, deliver excellence ?

Obviously, having done other modules, I understand knowledge is one thing, its application another. But I believe knowing the techniques and tools as well as what can realistically be achieve is essential to be on the right track.

April 10, 2012

RDM 9 – Mind Tools

Application of decision-making tools within an organization

Doing this PMA, I noticed the importance of the techniques in an organization to make proper decisions. I was quite amazed to see proper website based on the decision making process such as Mind Tools. A bunch of tools can be used to take a specific

The complicated tools appear to me more sensible and probably more realistic than simple ones. That might not be objectively true. However, complicated tools remain harder to apply.


Our whole life is a decision-making process

However, we find a few types of people:

  • the ones who live with the flow without making any proper decisions, the kind "let's see what happens"
  • the ones who live by making choices based on a simple decision-making process
  • the ones who live wondering every single step what they should do

The other day, I met someone who told me "why do u already think about what is going to happen in September after your master ? Relax... you've got plenty of time heard of you - Look at me, I never plan anything in advance"

I that specific moment, I thought : this is what makes the difference between "ambitious people" and the kind "let's see what is going to happen" style.

From a general standpoint, people who do not make any decision and just wait passively to see what is going to happen can hardly go really far in their life, can't they ?

I realized that too many people tend to complain about their life, finding all kind of excuses ... But at some point, we need to be realistic, the "making decision process" has be done and not undergone.

March 24, 2012

Leadership 12

Having learned a lot about leadership theories and ways to become efficient, I now know that a leader has to learn first about himself. Negative as well as positive experiences allow a leader to learn how to deal with different situations but also different personalities.

Moreover, every single experience brings to someone a new perspective/element linked to his/her personality. Every detail captured from each experience helps an individual to better understand his/her own reactions and interactions with people.

Having done the PMA, I feel this is important to first learn about ourselves before seeking to deals with other people’s personality.

March 22, 2012

Leadership 11 – a matter of personality

Can we climb up the leadership ladder as we climb up the social ladder ?

Having done the PMA, I wonder if there is a specific way to reach the top leadership level. I suppose leaders need to take "the leadership learning" step by step and learn how to lead progressively through different experiences and situations.

I wanted to use inspiration leadership style but thought it might be too hard to coach someone who knows nothing or little about leadership. Inspire people is not an easy thing and this might come with time, personnal and professional experiences. Once again, to impact on people with inspirational speeches, a reflective process has to be made at some point.

Even if practise is necessary, I feel like there are some type of leaderships that are meant to be used at a certain stage/period. For instance, inspirational leadership style is probably one of the hardest style to get for people who are not born with the qualities and skills of this style. On the other side, the democratic style is certainly easier to apply even if our personality does not tend toward democratic thinking.

On the other side, some styles might be quasi impossible to apply. I refer to the charismatic leadership one. First, it might not suit everyone. Secondly, I would say that this style can be really effective but has to be natural, I am not convinced people can learn how to be charismatic.

March 21, 2012

Leadership 10 – Right or Wrong ?

Democratic/Autocratic style and Steve Jobs

If we listen to the people that used to work with him or if we read books related to his life and company, we realize that Steve Jobs was far from being a democratic and sympatic leader. However, the company remains one of the best organization ever, one of the most efficient in the world.

This make me think that no style of leadership is the right answer.

- Journals tend to defend the democratic style and its impact on organization

o Better commitment

o Better performance

o Better communication within the organization

o Better confidence

However, is it even possible to compete with some leaders like Steve Jobs ? He had the knowledge, the ideas and did not necessarily need the opinion of others. He created a business plan for the 10 next years with a spectacular sens of creativity and innovation. As an autocratic leader, he used to tell people what to do and how to do it, and used to get advise from some specific people within the organisaiton. However, many people that used to work with SJ said that he was a aweful person to work with. But the organization is a success.

Can we therefore consider that Apple and Steve Jobs as a exception ?

Leadership 9 – Generations

Style of leadership and generation

Can a leader remain effective over a long period of time with the evolution of the generations, mindsets and values ?

How can a old/young female/male person be equally effective within an organisation ?

- no given style is perfect

- there is no right solution to be efficient

- some people are naturally gifted, some other need to work to be recognised as "good" leaders

However, we can see from different articles that there is a proper evolution in the mentalities. With the example of female/male leader within an organisation: opinions has profoundly changes over the past few years. The opinion about women as leaders was not really optimistic 10 years ago. Now, we find that women detained many good qualities, skills and attributes. They appear more democrate and comprehensive. They develop natural skills required to efficiently interact with people. On the other side, male leader tend to be more aggressive and more autocratic.

Whatever the arguments are, an evolution is clearly present and the notion of leadership keeps evolving. Therefore, we can deduct that a personal cycle of improvement is essential to stay up-to-date and be aware of the new techniques and methods to lead.

March 19, 2012

leadership 8 – learning


Ø Learning emerges from communication and interaction between individuals

Ø People’s point of view must be taking into account

Ø Trustful relationships bring a better communication process and decrease the divergence of thoughts

 Ø Individual learning and collective one > evolution of the company

Øcreation and innovation are two sine-qua-none elements that an organization needs to develop to stay competitive


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