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Web 3.0 Revolution - Positive Aspects

Tim O'Reilly and Reid Hoffman on the positive aspects of the Web 3.0 revolution.

Via Antonino Militello
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First  steps  for  Social  Media  /Next, Level /.

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A New Paradigm of Development
Unfavorable conditions dictate a New Paradigm of Development, namely the introduction of Nanotechnology for consumers.
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The Evolution of the Web

The Evolution of the Web | A New Paradigm of Development | Scoop.it

Not too long ago, when the web was young and just hitting mass adoption, we were all astounded at the ability to have information at our fingertips, shifting forever the way we live and work.

The 90s featured an emphasis on community and connecting, and a fascination with how social media is transforming the way people think, communicate and act. As we look into what’s next with today’s web, we see how communities are gathering not just to connect and find each other, but also to find power in their shared voice, raising the bar for what companies will deliver, and the type of service they will receive.

These high-level shifts are happening in record time, and leaders and companies are striving to keep up with the trend, much less make predictions on how to better serve a much more empowered, more demanding customer base with high expectations for customized solutions.

We have compiled a summary of the megatrends impacting the evolution of the web, from Web 1.0 of the 1980-90+ (Mass Adoption of the Web) to Web 2.0 1990s-2010+ (Communities Rule) to Web 3.0 (Communities Raise the Bar), in the hopes that insights from this article will help drive the planning, strategy and execution for these leaders.

1. Technology Evolution: Computer Hardware, Software, Network and Devices

Y2K scare spawned a massive investment in IT, and much of the monies were devoted to the acquisition of new equipment – hardware and software, and new ways of communicating, the internet. With Web 1.0, graphics became sophisticated and complex; databases drove interactive solutions; advances in network, computer and server hardware and software and security drove mass adoption and international expansion.

With Web 2.0, software emphasis was more on groups, membership, segmentation and engagement of users. The emergence of smart phones and tablets and an abundance of apps facilitated the expansion and advancement of social media solutions, and the massive response of the millennial generation in particular shifted forever how we connect and communicate, how we think about expressing ourselves.

As we anticipate the rise of Web 3.0, we will see the evolution of wireless, sensors, geophysical and augmented reality solutions, along with the increased sophistication and integration of devices, databases and software. Together, this will allow companies to process unprecedented volumes of information, including video technology, creating actionable dashboards, with the focus on providing personalized services, leveraging aggregated data, and ultimately better serving the needs of the customer.

2. The Role of Marketing: From Getting a Web Presence to the Rise of Community to Forecasting Needs

The self-service nature of Web 1.0 enabled customers to quickly find information and compare it with other offerings, and even get better tech support about their solution. This is a distinct difference from an age where customers and prospects waited for information to be delivered to them.

Information and automation was the focus, and getting everyone within a corporation to collaboratively update and upload accurate information was no easy task. It changed the mindset of corporate employees at all levels, and also the expectations of customers – companies did not look professional unless the web site looked that way.

With Web 2.0, it was a given that companies would have a web presence. Internal marketing departments focused the integrity of the brand, the alignment of the message, and the technical and process hurdles of getting all the information out there, to the right audiences. Independent communities and those sanctioned and supported by companies began to emerge, and began to increasingly impact the adoption curve of products and services. Managing the messages around product and service options became a challenge and an opportunity for companies.

With the emergence of Web 3.0, online communities continue to impact whether a product is adopted or panned as well as which features and products are most desirable now and in the future. But with this next phase, Marketing will leverage the community data and begin to interpret the immediate and ongoing needs of the community, and works with internal departments to deliver to those needs.

3. The Access of Control: From Corporate Leaders to Empowered Communities

With Web 1.0, Corporate leaders dictated web communication strategy and timing. The company webmaster and IT department and marketing and other execs decided whether information is up and what information is put up.

With Web 2.0, IT works with marketing to create interactive communities (or not) and Marketing works with active users and other stakeholders for input and feedback.

With the emergence of Web 3.0, Self-managed communities are increasingly working independently of companies to make purchase recommendations, and corporate execs are scrambling to work with these communities to manage brands and messages and get the right information to the right people. Authentic and proactive communication will support any necessary damage control measures and the goodwill of these powerful stakeholder communities.

4. The Quest for Content, Including Managing Spam: Sifting the Wheat from the Chaff

With Web 1.0, there was little spam, as content is driven and approved by corporate contacts. But, with Web 2.0, content is created by a partnership of company and community and the messages of community members sometimes needed to be managed by the company. Filtering out quality content and leaders was sometimes a challenge. As Web 3.0 emerges, Company-approved ambassadors and influencers partner with companies to provide quality content, mostly unbiased, to growing communities, and Spam gets more anticipated and managed as these trusted ambassadors and influencers are valued, and spammers are increasingly shunned and sanctioned.

5. The Proliferation of Devices: From PCs to Smart Phones and Tablets to TV-Mobile-Computer Integration

Web 1.0 was marked by the mass adoption of the personal computer, even for those not in technology. It also included updated servers and software and security and network access which would support users having multiple computers. Web 2.0 saw the mass adoption of smart phones and tablets, and the obsession with always being online, playing apps, connecting with communities. This mass adoption and rapid advancements in device technology and integration will lead to the integration of TV, laptop, tablets, mobile, a Web 3.0 emerging trait.

6. Security Challenges: The Direct Correlation Between Expansion and Security Challenges

It was easy when Security and IT issues are managed by companies in Web 1.0. There weren’t that many security issues, viruses were existent, but only a problem for those too lax. And with Web 2.0, companies managed the security of communities they create or sponsor and independent vendors managed the security for independent communities. With the rapid adoption of computers and devices, network and software security issues increasingly became a problem, but there were also a host of solutions. As we emerge into Web 3.0, proactive security measures will be implemented, but need to be continually updated as hackers and others get more creative and resourceful.

7. Performance Hurdles: Keeping Up with Insatiable Demand

The performance hurdles of Web 1.0 were generally solved by updating equipment: corporations updating IT, network and software and users updating and purchasing computers and internet access plans. With Web 2.0, the volumes of users and variable usage, IT and performance needs to be proactively managed by corporate team and independent vendors and again, users had to upgrade their equipment – namely adopting smart phones and increased data plans. As we evolve into Web 3.0, Data will become increasingly overwhelming, especially with the rise of video and the dynamic updating and customization of data. Users need better devices and contracts to get full service and access and corporations need to have the hardware, software and bandwidth to deliver what the customers want, and the leadership to proactively manage and anticipate the messaging to the user, and serve the needs of the user and community, as they define it.

8. Serving the Customer: The Evolving Expectations of the Customer

In Web 1.0, corporations needed to have the hardware, software and bandwidth to deliver what the customers want, which was not easy, particularly for companies not in the technology space. Leaders learned to proactively manage and anticipate the messaging to the user, and serve the needs of the user and community, as they define it. They got more sophisticated about it with the rise of Web 2.0, when it was so much about eyeballs, communities, and the rapid spread of messages-that-needed-to-be-managed, sometimes community takes off, serving the needs of the members, independent what companies want their community to hear. With the emergence of Web 3.0, there is more content and larger communities serving more people, who range in their level of participation and involvement. The content and the community help members define ongoing needs and find offerings that meet their needs, raising the expectations of all customers, and therefore, the deliverables of the companies that serve them.

9. Delivery to the Door: As the Volume of Sales Increase, Operational Challenges also Grow

With Web 1.0, eCommerce solutions were brought online, increasing sales of some companies, and putting other brick-and-mortar companies out of business. Products got delivered using standard delivery methods, as customers and companies slowly adopted the eCommerce way, and delivery vendors adapt to the new ways of customers. With the communities of Web 2.0 there were more users and prospects and additional vetting of products and recommendations, generating confidence in purchase decisions, and an increase in ecommerce success stories. ‘The ‘Dell Way’ was embraced by some companies who have quantities of standard materials, preparing for custom-built solutions on demand. Standard delivery options become more efficient, serving more customers. With Web 3.0, we are anticipating an increased volume of eCommerce sales and it becomes important to efficiently deliver to that last mile – Think ‘The Dell Way’ and map with supply chain innovations to optimally deliver personalized solutions. New delivery methods leveraging standard delivery options, software-company-turned delivery-company options (like Amazon and Google) and entrepreneurial options will emerge and grow.

10. Shift in Focus and Profits

With Web 1.0, Retail goes online, E-mail and web get integrated, Messages are easily communicated and updated, and the focus is on getting the information right, and getting it out there, easily available. Money comes from Volume sales of standard offerings, new business generation as information gets to the masses cheaply, and more repeat business/better upsell, although with the expense of conversion of data, upgrades of equipment and staff, etc., profits are marginal for most companies as a result.

With Web 2.0 and the rising influence of communities and their impact on product and service offerings as well as corporate brand, the focus is on ‘eyeballs’ and advertising dollars, not necessarily on revenues.

With Web 3.0, user analytics on  products/ services/features, will continue to guide company strategy as they better understand the aggregated community/user needs. The focus is on profits based on better serving the needs of the customer and revenues will come from better serving immediate needs of customers and even anticipate upcoming needs and trends.

What are your predictions on what will happen with Web 3.0 and beyond? E-mail us at info@fountainblue.biz with your thoughts.


Via Linda Holroyd, Edward Chenard
Sergey Yatsenko's insight:

Find  New  Paradigm  for  Development   and  Create  Original  Content for Consumers .  This  is  New  Evolution  on  the Web.

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Linda Holroyd's curator insight, January 28, 2014 4:37 PM

How has your life and business changed with the evolution of the web?

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Is Raw Talent necessary for success?

Is Raw Talent necessary for success? | A New Paradigm of Development | Scoop.it
Matt Maloney: Turning Raw Talent into Industry Leaders
Wall Street Journal (blog)
MATT MALONEY: Although it sounds cliché, the saying “hiring great people is the key to success” couldn't be more accurate.

Via Barry Deutsch
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 The Evolution of Leader. A Permanent Creativity  give "Things of Perfection",The Real Application of They born Smart Transformation / New Understanding & Analytical Wisdom/. This is New Level Knowledge.                                                                   

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Barry Deutsch's curator insight, February 3, 2014 11:14 PM

I agree with a couple of points Matt Maloney makes in his articles.


1. It takes tremendous discipline, focus, and most importantly, patience to hire great talent. As we've documented in our landmark research on hiring mistakes, the top three hiring mistakes all relate to not investing enough time in the hiring process.


2. Cultural Fit - both making sure the personality syncs up with the hiring manager and the team. One of the greatest mistakes in hiring is to assume the "persona" exhibited in the interview is real personality - nothing could be further from the truth.


3. Raw Talent - here's where I disagree. I think success comes from a blend of prior success and future potential. Basing the vast majority of your decision to hire on raw talent (little proven work experience and accomplishments) yields very high risk hires just as focusing too much on past experience and accomplishments yields candidates lacking in future potential.


It's not about talent or experience, but rather what's the right blend for  role, the company, and the candidate. This is radically different from "hiring the best" - it's about hiring the best for that specific role - both now and into the short range future (12-18 months).


HIRE AND RETAIN

 

 

Barry Deutsch

Master of Hiring Accuracy

Doctor of Hiring Failure and Pain

Prognosticator of Radical Hiring Improvement

 

Learn more on our popular Hire and Retain Top Talent Blog

 

Do you have a FREE Copy of our best selling e-book on how to hire and retain top talent?

 

Learn how your success depends on the quality of the team you build and keep by joining us in our LinkedIn Discussion Group on hiring and retaining top talent

 

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5 TED Talks for Encouragement and Motivation - Huffington Post

5 TED Talks for Encouragement and Motivation - Huffington Post | A New Paradigm of Development | Scoop.it
I decided to take a couple days to revisit hobbies I love (because there are more kinds of love than just the romantic kind), like blogging on a more consistent basis than I have for the past six months.

Via Roy Sheneman, PhD, Wise Leader™
Sergey Yatsenko's insight:
Encouragement and Motivation : Leadership is Capacity of Decoding the existent Reality . 
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Roy Sheneman, PhD's curator insight, February 16, 8:45 AM

Some really good information to consider here...

Dixie Binford's curator insight, February 20, 9:21 AM

TED Talks always motivate me.  Have you watched one lately?

Erica Dinese Wyatt's curator insight, February 24, 6:12 PM

5 Ted Talks for Encouragement and Motivation

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Leadership By Virtue: Leadership and Trust | Jaro Berce

Leadership By Virtue: Leadership and Trust | Jaro Berce | A New Paradigm of Development | Scoop.it

A blog about Leadership by Virtue evolving from Martial arts philosophy to enable the art of Leadership to rise above ‘cultural background noise...

 

People are more inclined to trust those who are consistent in their behavior. In the past the greatest leaders in the world were genuinely trustworthy. But today company leaders are challenged between informing their employees of the entire truth and holding back certain realities so as not to unnecessarily scare people or lose top-talent. When leaders are not grateful for one’s performance efforts – and are always attempting to squeeze out of employees last drop of effort – it is difficult to trust such a leader. Employees desire to know what is expected of them and be given the opportunity to reinvent themselves, rather than be told they are not qualified for new roles and responsibilities and can no longer execute their functions successfully. When leaders lack the courage to enable their full potential and that of others, it becomes a challenge to trust leader’s judgment, decision and overall capabilities...

 

Read more at: http://linkis.com/blogspot.com/xf0SI


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The Evolution of Thought Leader, after Transformation.

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Mindsets and Building Culture

Mindsets and Building Culture | A New Paradigm of Development | Scoop.it

Mindsets (beliefs about talent, abilities, and capabilities) impact performance: An interview with Stanford professor and researcher Carol Dweck, whose research indicatest that "people have different beliefs about their talents and abilities."

 

Fixed Mindset

 

Those who hold a “fixed mindset” believe that their talents and abilities are fixed traits; you have only a certain amount and that’s that. This is a mindset that turns people away from risks or challenges that may reveal deficiencies and, in this way, can work against innovation and growth.

 

- Innovation - Employees and leaders with a fixed mindset are less likely to innovate. Research shows that the prime characteristic of managers who have break-out ideas or products is a growth mindset.

 

 

Growth Mindset

 

But other people hold a “growth mindset”: They believe that their talents and abilities can be developed over time through learning, dedication and mentorship. They don’t necessarily believe that everyone’s the same or that anyone can be anything, but they believe that everyone can grow their abilities. This is a mindset that leads people to stretch out of their comfort zone to try new things. They are less interested in proving how smart they are than in getting smarter.

 

- Mindset and Work Environments - Research shows that growth-mindset managers:

 

1. Create better work environments.

 

2. They are more open to feedback from employees (because they’re interesting in learning);

 

3. They are better mentors (because they believe in development); and

 

4. They are perceived by their workers as more fair (because they believe everyone has the capacity to improve).

 

Mindset and Leadership

 

Because those with a growth-mindset seek opportunities to learn and grow, those with a growth-mindset acquire the skills for success.

 

- Negotiators - For example, research shows that those who believe that negotiators are made (a growth mindset) become better negotiators than those who believe good negotiators are born (a fixed mindset).

 

 Finally, growth-mindset work teams accomplish more. Research shows that teams whose members have a growth mindset set higher standards, keep pushing the envelope, work together better and outperform teams whose members have a fixed mindset.

 

Mindset and Outcomes

 

Growth-mindset work teams accomplish more.

 

- Research shows that teams whose members have a growth mindset:

 

1. set higher standards

 

2. keep pushing the envelope

 

3. work together better

 

4. outperform teams whose members have a fixed mindset.

 

Mindset and Culture Creators

 

Fixed-mindset leaders seek personal glory. Challenges, criticism, and the success of others are all viewed as "threatening."

 

Growth-mindset leaders want to maximize everyone’s contributions over time, and therefore create a culture of growth that includes everyone. They see obstacles and challenges to be overcome, criticism as feedback and opportunities to learn, and they view the success of others as inspiration.

 

No Failure, Only Feedback

 

The focus must be on getting better--continuous, incremental improvement. In a growth-mindset culture, mistakes are expected and accepted as opportunities to learn and grow.

 

Finding Solutions, Not Knowing the Answers

 

In a growth-mindset organization everyone is "expected to be learners and collaborators, not the people with all the answers."

 

Signs of a Fixed-Mindset Organization

 

1. emphasis on sheer talent

 

2. categorizing and labeling employees by ability

 

3. constantly telling themselves (and you) that they are the elite,

 

4. emphasis on pedigree

 

5. lack of respect for many employees

 

6. an atmosphere of competition vs. collaboration within the company.

 

Signs of a Growth-Mindset Organization

 

1. emphasis on development (mentorships, programs for encouraging growth across the company)

 

2. a concern for all employees’ progress

 

3. respect for everyone’s contribution

 

4. teamwork and collaboration

 

 

 

 

 


Via Mel Riddile
Sergey Yatsenko's insight:

Mindsets and Building Culture .                                                                 Real Influence is Level of The Changing Mindset.   

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Heather Kauffman's curator insight, September 6, 2014 11:28 AM

proving your smart vs getting smarter....what's your mindset?

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How to Cultivate High-Potential Talent

How to Cultivate High-Potential Talent | A New Paradigm of Development | Scoop.it
Companies that hire CFOs and treasurers via external searches are missing out on the opportunity to develop future executives with exactly the right skill set.

Via Kevin T. Kjellerup
Sergey Yatsenko's insight:

A Permanent  Creativity  as  Index  of  Hight - Potential Talent.

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Performance analysis should be at the heart of what we do - Training Journal

Performance analysis should be at the heart of what we do - Training Journal | A New Paradigm of Development | Scoop.it
Performance analysis should be at the heart of what we do
Training Journal
Does Instructional Design have a future?

Via Mark E. Deschaine Ph.D.
Sergey Yatsenko's insight:

Performance analysis  from Thought Leader.  

Leadership is Capacity of Decoding the existent Reality .

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More on Liberal vs Conservative Brains

More on Liberal vs Conservative Brains | A New Paradigm of Development | Scoop.it

Another study from the University of Nebraska found that liberals and conservatives had different reactions to "gaze cues" — whether they tended to look in the same direction as a face on their computer screen. Liberals were more likely than conservatives to follow another person's gaze, suggesting that people who lean right value autonomy more; alternative explanations suggest that liberals might be more empathetic, or that conservatives are less trusting of others.


Via Edwin Rutsch
Sergey Yatsenko's insight:

How grow  with New Mindset for Development .

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How to Define Your Social Media Strategy - The National Law Review

How to Define Your Social Media Strategy - The National Law Review | A New Paradigm of Development | Scoop.it
When developing a strategy for social media marketing, you need to give serious thought to the 5 “W’s” and the “H”:
Who is your target market
What you want to a

Via Andre Castaybert
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How to Define Your Social Media Strategy  with Thought  Leader .
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Understanding Dyslexia

Understanding Dyslexia | A New Paradigm of Development | Scoop.it
Have you asked yourself what is dyslexia? Learn about the signs of dyslexia in children as well as dyslexia treatment options.

Via LucyHarper.Com
Sergey Yatsenko's insight:

Brain activity: To be able to read, our brains have to translate the symbols. New Mindsight from Thought Leader.  

Leadership is Capacity of Decoding the existent Reality .  Kind Regards, Sergey .
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LucyHarper.Com's curator insight, January 27, 4:31 AM

Recognition and a modern day understanding of dyslexia are key to unlocking the potential that lies within the dyslexic brain! 2 years ago we had neither and now there is no stopping us!! 

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Does it pay to know your type?

Does it pay to know your type? | A New Paradigm of Development | Scoop.it

In this infographic, you'll get an overview of the 16 types to give a sense of how these bigger-than-life personalities fit in the Myers-Briggs philosophy. The official test is based on Carl Jung’s work in psychological typology.


Via Karen Dietz
Sergey Yatsenko's insight:

The  needful  information .

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nahum ben binyamin's curator insight, January 29, 2013 5:47 PM

It pays to know who is the type you are talking with.

Can save you a lot of misunderstanding due to lack in communication.

Art Jones's curator insight, November 2, 2014 9:36 PM

Understanding TYPE is analogous to understanding your personal story of temperament  (why we do the things we do and how we get those things done).


What's your TYPE  story?

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Using Global Insights to Drive Local Innovation | Innovation Management

Using Global Insights to Drive Local Innovation | Innovation Management | A New Paradigm of Development | Scoop.it

“Innovation” has become yet another buzz-word, used overwhelmingly by organizations to distinguish themselves from competitors.


Via Tony Fish
Sergey Yatsenko's insight:

Using Global Insights  with  New  Mindset .

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Do Bodily Expressions Compete with Facial Expressions? Time Course of Integration of Emotional Signals from the Face and the Body

Do Bodily Expressions Compete with Facial Expressions? Time Course of Integration of Emotional Signals from the Face and the Body | A New Paradigm of Development | Scoop.it

The decoding of social signals from nonverbal cues plays a vital role in the social interactions of socially gregarious animals such as humans. Because nonverbal emotional signals from the face and body are normally seen together, it is important to investigate the mechanism underlying the integration of emotional signals from these two sources. We conducted a study in which the time course of the integration of facial and bodily expressions was examined via analysis of event-related potentials (ERPs) while the focus of attention was manipulated. Distinctive integrating features were found during multiple stages of processing. In the first stage, threatening information from the body was extracted automatically and rapidly, as evidenced by enhanced P1 amplitudes when the subjects viewed compound face-body images with fearful bodies compared with happy bodies. In the second stage, incongruency between emotional information from the face and the body was detected and captured by N2. Incongruent compound images elicited larger N2s than did congruent compound images. The focus of attention modulated the third stage of integration. When the subjects' attention was focused on the face, images with congruent emotional signals elicited larger P3s than did images with incongruent signals, suggesting more sustained attention and elaboration of congruent emotional information extracted from the face and body. On the other hand, when the subjects' attention was focused on the body, images with fearful bodies elicited larger P3s than did images with happy bodies, indicating more sustained attention and elaboration of threatening information from the body during evaluative processes.


Via Ashish Umre
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New Opportunities  of  Decoding  Facial  Expressions.

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The Leadership Team Evolution -- And The Scars To Prove It - Forbes

The Leadership Team Evolution -- And The Scars To Prove It - Forbes | A New Paradigm of Development | Scoop.it
The Leadership Team Evolution -- And The Scars To Prove It
Forbes
My previous two blogs focused on the importance of growing leaders from within your company, and then on what we learned from our own company's initial leadership offsite.

Via Sue Rizzello
Sergey Yatsenko's insight:

 The Evolution of Leader. A Permanent Creativity  give "Things of Perfection",The Real Application of They born Smart Transformation / New Understanding & Analytical Wisdom/. This is New Level Knowledge.            

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Sue Rizzello's curator insight, January 23, 2014 3:21 AM

"the right person for the job can be the wrong person for the company"

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Should You Be Upgrading Your Talent?

The fact is that your company probably has individuals or teams that could drastically improve results. (How to upgrade the talent in your business?

Via Barry Deutsch
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 A Permanent Creativity is the Best Quality for Leader with New Opportunities for Business..

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Barry Deutsch's curator insight, March 25, 2014 3:31 AM

Do you have a few key critical roles where the person in the role is not fully living up to your expectations of performance?


Are they doing a great job for 65-70-75 percent of the job, but suck at the other 25 percent?


Why do you tolerate less than stellar performance in the critical game-breaker elements of the job? This article indicates that most companies don't want to address the issue because they have no one else lined up to take over the job.


I'll contend the issue is deeper:


You don't want to spend the time to find someone new. "Better the Devil I know than the one I don't"


You hope the person will change and get better so you're playing the "let's give it another 30 days game", only it's now 2 years later.


You have no hope of finding a better a candidate. You just throw up your arms and accept the status quo because you believe it's too hard to find, select, and develop a new person.


How dysfuctional do these rationalizations and justifications sound? Why do you keep uttering them when faced with under-performers in critical roles?


Have you thought about the 1 or 2 critical roles on your team which need to be upgraded?


Barry Deutsch

Master of Hiring Accuracy

Doctor of Hiring Failure and Pain

Prognosticator of Radical Hiring Improvement

 

Learn more on our popular Hire and Retain Top Talent Blog

 

Do you have a FREE Copy of our best selling e-book on how to hire and retain top talent?

 

Learn how your success depends on the quality of the team you build and keep by joining us in our LinkedIn Discussion Group on hiring and retaining top talent

 

Join the Discussion With Me On Google Plus

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We All Can Transform Culture Through Resonant Leadership

We All Can Transform Culture Through Resonant Leadership | A New Paradigm of Development | Scoop.it
Exceptional leaders are resonant. They are attuned to people's feelings. And they support people in creating, amplifying and catalyzing positive emotions. A truly great work culture cultivates the development of resonant leaders so that people at all...

Via Anne Leong, Wise Leader™, Jaro Berce
Sergey Yatsenko's insight:

We All Can Transform Culture Through Resonant Leadership. -  

Transformation of Thought Leader give New Understanding & Analytical Wisdom . 
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Daniel Tremblay's curator insight, January 30, 2:16 PM

"Rather than reprimanding Fields, Mulally applauds. And then he says, "Mark, I really appreciate that clear visibility."

Then Mulally does something just as radical. He asks: Who can help Mark with this?"

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Psychologists Identify the Best Ways to Study

Psychologists Identify the Best Ways to Study | A New Paradigm of Development | Scoop.it

Scientific American

Some study techniques accelerate learning, whereas others are just a waste of time—but which ones are which? An unprecedented review maps out the best pathways to knowledge

By John Dunlosky , Katherine A. Rawson , Elizabeth J. Marsh , Mitchell J. Nathan and Daniel T. Willingham  


Sunday, August 18, 2013

 

Some study techniques accelerate learning, whereas others are just a waste of time—but which ones are which? An unprecedented review maps out the best pathways to knowledge


Via Mel Riddile
Sergey Yatsenko's insight:
Psychologists Identify  with New Mindset.   Transformation of Thought Leader give New Understanding & Analytical Wisdom . 
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The Advantages of Transformational Leadership Style

The Advantages of Transformational Leadership Style | A New Paradigm of Development | Scoop.it
The transformational leadership style draws on assorted capabilities and approaches to leadership, creating distinct advantages for the organization. A leader using this approach possesses integrity, ...

Via Dr. Susan Bainbridge
Sergey Yatsenko's insight:

The Advantages of Transformational Leadership Style  with New  Mindset. 

 Transformation of Thought Leader give New Understanding & Analytical Wisdom . 
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John Michel's curator insight, May 4, 2013 10:08 AM

The transformational leadership style draws on assorted capabilities and approaches to leadership, creating distinct advantages for the organization. A leader using this approach possesses integrity, sets a good example and clearly communicates his goals to his followers. He expects the best from them. He inspires people to look beyond their own interests and focus on the interests and needs of the team. He provides stimulating work and takes the time to recognize good work and good people.

Rescooped by Sergey Yatsenko from Maximizing Human Potential
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What Great Leaders Must Love - Kevin Eikenberry on Leadership & Learning

What Great Leaders Must Love - Kevin Eikenberry on Leadership & Learning | A New Paradigm of Development | Scoop.it

Here is a list of 5 things that all leaders must care about deeply if they want to lead in transformational and powerful ways.


Via Mike Klintworth
Sergey Yatsenko's insight:

New Content  from Thought  Leader.                                           

  Transformation  of  Thought Leader  give  New  Understanding &  Analytical  Wisdom .  
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Rescooped by Sergey Yatsenko from Technology and Leadership
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Why You Need A Content Curation Tool (And How To Choose One)

Why You Need A Content Curation Tool (And How To Choose One) | A New Paradigm of Development | Scoop.it
Content curation tools are a fantastic way to stay organized, up-to-date and in-the-know. But the number of content curation tools out there can be almost as overwhelming as the amount of articles and blog posts you want to ...

Via Joyce Valenza, Dennis T OConnor, Ledcome
Sergey Yatsenko's insight:

The  Original  Curation  after  Transformation .

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Pam Colburn Harland's curator insight, April 2, 2014 7:27 AM

Students, teachers, and administrators need to curate content.

Felicia Morley's curator insight, April 4, 2014 11:32 AM

add your insight...

JulieLaRoche's curator insight, April 10, 2014 3:14 PM

New to content curation? Wondering if it is a good tool for you? This quick article provides brief bullet points about content aggregation and content discovery and mentions Feedly and Scoop.it as tools. Currently I am testing Scoop.it to gather, read and comment on material online.

Rescooped by Sergey Yatsenko from OSINT daily
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Employing a social media monitoring tool as an OSINT platform for Intelligence

Employing a social media monitoring tool as an OSINT platform for Intelligence | A New Paradigm of Development | Scoop.it

This whitepaper discusses how social media monitoring tools can be applied as powerful and cost effective Open Source Intelligence (OSINT) platforms; and how they can support collection and analysis of relevant and targeted information relating to counter-terrorism, criminal and political open sources. The use of such tools has wide application and benefits for a number of industries, including; Government and Defence Intelligence agencies, Law Enforcement, Commercial Risk Management companies, Private Security Companies (PMCs) and Non-Government Organisations (NGOs).


Via Bonnie Hohhof, Oksana Borukh
Sergey Yatsenko's insight:

A Social Media monitoring tool  need  for  the Understanding new Content from Thought Leader.      

Leadership's Secret is Find New Paradigm for Development .           Regards, Sergey. 

                                                               

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Mindsight: The New Science of Personal Transformation?

Mindsight: The New Science of Personal Transformation? | A New Paradigm of Development | Scoop.it

Transforming the system.(Bringing psychology, neuroscience, and systems science together for personal transformation.)...


Via Abel Revoredo
Sergey Yatsenko's insight:

New Mindsight from Thought  Leader.

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9 Things Leaders Must Do To Create A Transformation

9 Things Leaders Must Do To Create A Transformation | A New Paradigm of Development | Scoop.it
By Supriya Desai Many high performing senior managers, leaders and executives find themselves at some point in their careers faced with the challenge of leading a strategically critical, highly visible transformation program.

Via Anne Leong, Roy Sheneman, PhD
Sergey Yatsenko's insight:

Transformation of Minset with Thought Leader . 

 Leadership's Secret is Find New Paradigm for Development .      Kind  Regards, Sergey .
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Roy Sheneman, PhD's curator insight, January 28, 10:01 AM

The process of change is multifaceted.  Here is a short list of things to do to effect change in your organization. 

Claude Emond's curator insight, February 1, 8:46 AM

First thing first : «Define what you are going to do, why you will do it, what the benefits of change are, and what the dangers of not changing are» !

Claude Emond's curator insight, February 1, 8:47 AM

First thing first : «Define what you are going to do, why you will do it, what the benefits of change are, and what the dangers of not changing are» !

Rescooped by Sergey Yatsenko from About leadership
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The Five Dimensions of Responsible Leadership

The Five Dimensions of Responsible Leadership | A New Paradigm of Development | Scoop.it

Since the 2008 financial crisis, the global chorus of voices questioning capitalism has grown steadily louder. It is difficult indeed to reconcile neoliberal optimism about homo economicus with the precipitous slide of the global economy, and the folly of the subprime lending bubble. And the problems that have deepened in the last six years – income inequality, unemployment, the threat of environmental crises brought on by human activity — do not track with the neoclassical notion of the benign, self-correcting global market.  An article in the September 2014 edition of McKinsey Quarterly, of all publications, crystallised this crisis of conscience, calling into question “our long-held assumptions about how and why the system [i.e., capitalism] works.”

Unfortunately, our business and political leaders have been slow to recognise the need for change, the frequent appearance of buzzwords such as “CSR” and “sustainability” in management literature notwithstanding. As a result, public trust in business and government hit historic lows in the years following the Great Recession.


Via John Lasschuit ®™
Sergey Yatsenko's insight:

 Dimensions of Responsible Leadership   depend  from  Level  of  Mindset.

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John Lasschuit ®™'s curator insight, November 14, 2014 2:54 PM

Henri-Claude de Bettignies - five dimensions of #leadership that should be present.

Rescooped by Sergey Yatsenko from Connection
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12 Certainties That Will Transform Every Career and Create New Ones

12 Certainties That Will Transform Every Career and Create New Ones | A New Paradigm of Development | Scoop.it

As technology continues to impact our lives, workers in today’s ever-changing labor market need to be prepared with skills to adapt and succeed in the workplace...

Mobile Hardware, Software and Services will continue to rapidly evolve creating many new careers, asall phones become smartphones and our primary computer and tablets continue to evolve as our laptop replacement.This new level of mobility will allow any size business to transform how they market, sell, communicate, collaborate, educate, train, and innovate.Remote Visual Communications will become a primary relationship-building tool for businesses of all sizes asemployees use smartphones, tablets, and laptops, in combination with current video conferencing systems, to communicate at new levels with customers, partners, and employees.Social Business Enterprise Management will grow rapidly as organizations shift from an Information Age “informing”model to a Communication Age “communicating and engaging” model. New careers will emerge as Social Software for business rapidly grows with applications to enhance relationships, collaboration, networking, social validation, and more. Social Search will increasingly shape careers as marketers, researchers and those on Wall Street create applications and services to tap into millions of daily tweets and Facebook conversations, providing real-time analysis of many key consumer metrics.Cyber Security and Forensics careerswill grow rapidly as we become increasingly connected and dependent on computer systems and machines using intelligent sensors connected to just about everything. Careers in data and information forensics will grow rapidly as the need to solve cyber crimes increases.Additive Manufacturing (3D Printing) will create many new careers in manufacturing as this revolutionary technology allows any size company to manufacture quickly, locally and with far fewer costs. Additive manufacturing builds things by depositing material, typically plastic or metal, layer by layer until the final product is finished. Examples of final products today include jewelry, iPhone cases, shoes, car dashboards, parts for jet engines, prosthetic limbs and much more.Gamification of Education will create many new careers as corporations and educational institutions at all levels accelerate learning by using advanced simulations and skill-based learning systems that are self-diagnostic, interactive, game-like, and competitive, all focused on giving the user an immersive experience thanks to a photo-realistic 3D interface.Cloud Services and Virtualization will be increasingly embraced by businesses of all sizes, as this represents a major shift in how organizations obtain and maintain software, hardware, and computing capacity. IT is rapidly becoming an on-demand service that is rapidly transforming all business processes resulting in a rapid evolution of current careers as well as creating new careers in every functional area.Big Data and Real-Time Analytics describe the technologies and techniques used to capture and utilize the exponentially increasing streams of datawith the goal ofbringing enterprise-wide visibility and insights to make rapid critical decisions. This new level of data integration and analytics will require many new skills and cross-functional training in order to take advantage of new opportunities as well as breakdown the many data and organizational silos that still exist.Intelligent ePersonal Assistants using natural language voice commands was launched with Apple’s Siri, which was rapidly followed by Google, Microsoft, and others all offering what will become a mobile electronic concierge on your phone, tablet, and television. The technology will rapidly evolve and soon every profession from retailers to maintenance workers will have a Siri-like assistant. Adding an e-personal assistant to support an existing product and/or service will create many new careers.3D Web will transform today’s Internet experience (which is like looking at a flat piece of paper with a few photos, embedded video, and a few hyperlinks) to a true 3D experience, similar to todays video games, where you can virtually walk into a showroom, look around and both listen to and see the new car you are interested in, or whatever the website is trying to show you. This will employ many new graphic artists, designers and programmers.Connected Intelligent Objects using chips, microsensors and both wired and wireless networks will create a rapidly growing “Internet of things” sharing real-time data, performing diagnostics, and making remote repairs. Many jobs will be created as we add intelligent connected sensors to bridges, roads, buildings, homes and much more. By 2020, there will be well over a billion machines talking to each other and people will install them.Advanced Robotics and Automation will take a giant leap forward thanks to networked sensors, artificial intelligence, and Siri-like voice communications, taking the next level of repetitive jobs from humans. This will create many new career opportunities from design, programming, and installation to service and maintenance, to name just a few.


Via Linda Holroyd
Sergey Yatsenko's insight:
Create New Ones  with  Thought  Leader.
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Linda Holroyd's curator insight, March 18, 2013 3:00 PM

Great insights from a great tech forecaster, Daniel Burrus. It helps you keep an eye on which tech trends are hot, and help you guide your career direction.