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HR pros among most unhappy in their career

Very interesting infographic about Happiness at Work in UK.


Via Happy_Laurence
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Business change
Getting ahead of the curve in business
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A Lesson in Overcoming Adversity Through Innovation

A Lesson in Overcoming Adversity Through Innovation | Business change | Scoop.it
Kamkwamba’s story teaches us that only by thinking about innovating to solve problems of access can we begin to truly tackle these socio-economic issues.

Overcoming adversity through innovating is a process that begins with mental toughness, cultivating one’s curiosity, and doing what others aren’t doing.
David Hain's insight:

A BOY FROM MALAWI TEACHES US HOW TO TACKLE SOCIO-ECONOMIC ISSUES WITH INNOVATION.

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Don't Be So Sure | Mindful

Don't Be So Sure | Mindful | Business change | Scoop.it
Margaret Wheatley explains why now, more than ever, we need a curiosity and a willingness to sit in uncertainty.
David Hain's insight:
Get comfy with VUCA!
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Facilitation, and how it can add value

Facilitation, and how it can add value | Business change | Scoop.it
What is facilitation?

The word facilitation is derived from the Latin ‘facile’ which, simply translated, means ‘to make easy’.  A facilitator is therefore someone who makes something easy for others.  So how is facilitation different from other professional services that might also make something easier, such as consultancy, training or mediation?  And how is facilitation different from other group leadership roles, such as chairing?  Clarity of definition can help to manage expectations on the sides of the client, the group and the facilitator, and so achieve better outcomes.
David Hain's insight:

Are you using facilitation to solve complex multi-party problems? You should be!

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Four lessons for HR from organizational anthropology

Four lessons for HR from organizational anthropology | Business change | Scoop.it
Sometimes I feel like an organizational anthropologist, who has taken deep dives into organizations to learn more about the nature of organizations in general. As an amateur organizational anthropologist, I have to take some basics of the profession into account. I selected four:
David Hain's insight:

Nice take on how HR can bring more from @tomwhaak

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"A Small Group of Committed Citizens"

"A Small Group of Committed Citizens" | Business change | Scoop.it
Here are some of the changes that “small groups of committed citizens” can achieve in the corporate world, without explicit permission or top-down changes in policy:
David Hain's insight:

You don't have to be at the top to make change. In fact, it often helps if you are not!

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The Unfuddle Blog - The Four Primary Pieces of Project Management

The Unfuddle Blog - The Four Primary Pieces of Project Management | Business change | Scoop.it
Getting immersed in big projects requires more than just hard work and elbow grease. For teams to come together and execute something that becomes more than the sum of its parts, it requires a certain dedication, commitment, and strategic vision that runs through every part and parcel of a project. However, many of us in the tech space take advantage of the cloud. Rather than the luxury of a central location or office space where we can verbally reinforce a particular product’s strategic vision, or casually chat with the team about direction and strategy, these crucially important mission statements need to come through email, group chats, or sound-bytes in phone correspondence.

However, dispersed teams can find pathways to effectively communicate and delegate work, and echoed throughout project management software solutions. While these nimble project management solutions can help keep teams on task no matter where they may be, they need to address four critically important components to the project management ecosystem: detailed communication, deadlines and shifting priorities, delegation, and downtime.
David Hain's insight:

Nimble project solutions, inc. the rule of 70 for delegation.

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윤애진's curator insight, November 16, 10:17 AM

Oh it's great

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Top 10+ why happiness at work will increase performance

Top 10+ why happiness at work will increase performance | Business change | Scoop.it

Research research conducted by neuroscientists Richard Davidson and V.S. Ramachandranand by psychologist Shawn Achor – increasingly points to a simple fact: Happy people are better workers! Those who are engaged with their jobs and colleagues work harder and smarter.

David Hain's insight:

People change with their hearts, not their minds! So why do so many organisations conveniently forget this in change efforts?

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How the Most Successful People Keep Innovating

How the Most Successful People Keep Innovating | Business change | Scoop.it
If you feel you or your business are stuck in a rut or, worse yet, failing, use the strategies from these 6 innovation experts to spark creativity and change in your company

Via Ken Cooper
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kobstebtebte's curator insight, November 14, 7:06 AM

Urban Balance,Urban Balance Hadapsar,Urban Balance Pune,Urban Balance Hadapsar Pune,Urban Balance VTP Group,Urban Balance pre launch,Urban Balance special offer,Urban Balance

price,Urban Nest floor plans.

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4 Unexpected Innovation Lessons from the Film 'Interstellar'

4 Unexpected Innovation Lessons from the Film 'Interstellar' | Business change | Scoop.it
The new film 'Interstellar' is being hailed for helping to bring theoretical physics into the mainstream. But, it also communicates unexpected lessons about innovation that are vitally important to executives, entrepreneurs, scientists and others.
David Hain's insight:

Diversity, passion, imagination plus luck. Lessons on saving the world from Interstellar! HT @fardj

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윤애진's curator insight, November 16, 10:20 AM

i want to see interstellar to experience these for unexpected innovation

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How Systems Thinking Makes You An Effective Leader

How Systems Thinking Makes You An Effective Leader | Business change | Scoop.it
There was a time when people thought of businesses as some sort of machine. However, people are not very good cogs. They are just too likely

Via Jürgen Kanz, Philippe Vallat
David Hain's insight:

The organisation you are trying to change always reflects and affects the system in which it sits. Think whole ecosystem!

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Olivia Perez's comment, November 15, 12:12 AM
I defiantly believe that the business world needs people to become one team and to make themselves a team. It was interesting to read this article to kind of understand how the business world works.
Leeza Trainor's comment, November 17, 9:30 AM
More people in the business world need to read this! It could help so many employee's and CEO's. Learn how to effectively communicate to make everyday at work easier
Lexie Ruscheinski's comment, November 17, 10:55 PM
Very resourceful in helping companies with team building but also learning to be a team leader! Any aspiring business men and women can learn from this.
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Great Infographic: Reasons Why Employees Resist Change and How to Guide Against Resistance

Great Infographic: Reasons Why Employees Resist Change and How to Guide Against Resistance | Business change | Scoop.it
We all know that employees often resist change, but why is this? This infographic identifies twelve common reasons that employees are resistant to change, such as loss of control and bad communication strategy. It also outlines a few strategies that managers can use to help overcome this resistance. While 55% of change objectives meet their initial objectives, only 25% sustained these gains over time. To ensure long-lasting success, it’s important to take a proactive approach to employee resistance.
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Are you ready to be a social age leader?

Are you ready to be a social age leader? | Business change | Scoop.it

Industrial Age leadership was good, or at least efficient. It enabled us to get the most out of every worker; expectations were set; consequences for not meeting minimums were clear. People did what they were told, and went home.


But the Industrial Age is over. And it’s not coming back.

 

Welcome to the Social Age.

 

 


Via Roger Francis
David Hain's insight:

Get with the zeitgeist or risk falling behind.  Social is here to stay!

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Tom Hood's curator insight, November 8, 8:05 AM

Love it - the move from the industrial age to the information age to the "social age". Our Leadership Academy identified the new attributes of the CPA Leader of the future as "Proactive, flexible, collaborative, trustworthy, future-focused, balanced, tech-savvy". Welcome to the social age!

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How to Jump-Start Radical Change in Your Company

How to Jump-Start Radical Change in Your Company | Business change | Scoop.it
When Steve Jobs developed the iPod in 1997, he assembled a diverse group of thinkers with different points of view and areas of expertise. They didn’t invent something new. Rather, they brought together disparate technologies that no one had ever thought to use alongside each other before. This is how breakthrough innovations happen: when a variety of high-performers collaborate to run experiments in a high-energy environment.

If a wild, radical solution is what you seek, then jump-starting is the way to go. Jump-starting is the creation of new ideas through exposure to an assortment of stimuli and hand-on involvement with the challenge at hand. The key to the jump-start process is learning through trial and error.
David Hain's insight:

'In radical change, understand that the messiness of the middle is the best part of the story.' ~ Jeff DeGraff

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Is Your Strategy A Compelling Story People Understand? - TalentCulture

Is Your Strategy A Compelling Story People Understand? - TalentCulture | Business change | Scoop.it
Working alongside executive leadership teams at large companies, I find that one of the key opportunities for organizational growth and transformation is when leaders recognize the need to revisit, refresh or redefine the key building blocks that drive their business. When the CEO or CMO realizes it’s time to reinvigorate and reposition their brand it oftentimes highlights the need to refine or redefine their overall business strategy.

Oftentimes, there is a lack of understanding around some of the most important building blocks for change. And more often than not, there is a lack of agreement around what vision, mission and values actually mean, why they’re important and how to put them into action to drive growth.
David Hain's insight:

"Patagonia’s “Worn Wear” film is a great example of how a company’s values can create a powerful story people can connect to." ~ Shawn Parr

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Wield this decision-making tool for managing ch...

Wield this decision-making tool for managing ch... | Business change | Scoop.it
It’s time for organizations to recognize the impact of trade-offs on business decisions
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Cynefin with Liz Keogh

Handling Uncertainty with Behaviour-Driven Development and Cynefin BDD is a set of practices which help software development teams to have conversations abou...

Via F. Thunus
David Hain's insight:

Good explanation of great model for complex change.

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Executive coaching for organisational change

Executive coaching for organisational change | Business change | Scoop.it
How can organisations best utilise coaching to adapt to change? Can technology provide answers in the future? Dimitrios Tsivrikos of University College London explains all.
David Hain's insight:

Orgs spend >$2bn a year on coaching services, 82% of British orgs use it for leadership devt, ~ CIPD.  Can't all be wrong!

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Sandeep Gautam's curator insight, November 21, 2:53 AM

Coaching , as being especially helpful, during times of change!

Miklos Szilagyi's curator insight, November 22, 1:41 AM

"...In fact, Lambert and Barley (2002) conducted a study which found that client readiness accounted for 40% of the variance in coaching effectiveness outcomes...." - how true...


And  let's do not forget those who are "sent" into the coaching process, do not want anything from it, and - somehow, perhaps due to the coach's careful approach and patience and excellent capacity to be able to hear the "inner music" - who are finding something to work on  and also the joy & fun to do so... that's an even more important challenge...    

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Innovation by Breaking the Rules – A Lesson from Freddie Mercury

Innovation by Breaking the Rules – A Lesson from Freddie Mercury | Business change | Scoop.it

The song Bohemian Rhapsody was written by Freddie Mercury for Queen’s 1975 album A Night at the Opera. It broke all the rules for a popular music single release. At a time when most pop songs were simple and formulaic Mercury’s song was a complex mixture of different styles and tempos. It had six separate sections – a close harmony a capella introduction, a ballad, a guitar solo, an opera parody, a rock anthem and a melodic finale. It contained enigmatic and fatalistic lyrics about killing a man. And it was very long.
When it was proposed to Queen’s record producers EMI that they release the song as a single they flatly rejected the idea. It was 5 minutes 55 seconds in duration and the general rule of the day was that radio stations only played items that lasted no more than three and a half minutes.


Via Alexander Crépin
David Hain's insight:

Creative geniuses do not start by tinkering with what exists today, or listen to  demands of customers, bosses, critics.  

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Leading a Core Banking Transformation - The skills you need to succeed! |

Leading a Core Banking Transformation - The skills you need to succeed! | | Business change | Scoop.it
I’ve seen a lot of good and bad leadership styles while working on large scale banking transformations. Thankfully over the course of my career I have worked and learned from almost as many great leaders, as I have bad . In all cases I’d like to think that I was able to learn something from all of the experiences with these leaders and that I have been able to take these lessons to heart in the progressive elaboration of my own style.   I’m always on the lookout for ways to improve both my hard technical skills and more importantly, for the type of work I do, the soft skills that help move a core banking transformation forward to a successful conclusion.

More and more I have moved into a mentor type role with my clients who are looking for advice and guidance while also developing core banking transformation skill within their own teams. As this role has developed overtime  I am constantly aware of the types of lessons my clients are learning from both my words and actions. I’d like to provide a model of the most important leadership skills that I feel are required for the development of a core banking transformation leader.
David Hain's insight:

Nice take on leading transformation by a T-shirt wearing veteran!

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윤애진's curator insight, November 16, 10:18 AM

good information

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The Surprising Truth About Where New Jobs Come From

The Surprising Truth About Where New Jobs Come From | Business change | Scoop.it
Amid the political maneuvering, there is, happily, some serious work being done by the Kauffman Foundation and the Institute for Competitiveness & Prosperity to figure out where new jobs actually do come from. The surprising truth is that over the last twenty five years, almost all of the private sector jobs have been created by businesses less than five years old.

“In fact, between 1988 and 2011,” write Jason Wiens and Chris Jackson of the Kauffman Foundation, “companies more than five years old destroyed more jobs than they created in all but eight of those years.
David Hain's insight:

"Fundamental shift in how firms run needed - give primary attention to value to customers, thru investment, innovation and treating employees/partners right." ~ Steve Denning

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Anne Sweeney: “Failure Is Very Important for the Creative Process”

Anne Sweeney: “Failure Is Very Important for the Creative Process” | Business change | Scoop.it
During her recent Stanford GSB View From The Top talk, President of Disney/ABC Television Group Anne Sweeney discussed risk-taking, curiosity, learning from failure, and more. Read top takeaways below
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윤애진's curator insight, November 16, 10:19 AM

i change my mind. failure is so precious experience

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The Three Phases of Transformational Change

The Three Phases of Transformational Change | Business change | Scoop.it
Have you ever started out on a new path, a new philosophy or even just tried to introduce something new at work. Maybe it was a simple as trying to convince your bosses that "Dress Down Fridays" are a good idea and won't tarnish the firm's image. And did you notice what your idea had to go through to be accepted?

All change -- I've come to the conclusion -- goes through three main stages. This is Adapted from 19th century German philosopher Arthur Schopenhauer's three stages of truth -- which is that "all truth passes through three stages. First, it is ridiculed. Second, it is violently opposed. Third, it is accepted as being self-evident."

My personal interpretation of this goes for transformational change too. Whether that's you suddenly telling your Mediterranean meat-eating family that you're suddenly giving up meat (that was me), or you're trying to introduce as company newsletter (me again) or you're telling your mates that you're giving up your safe corporate office job to become a coach and author (me again!) -- you will undoubtably encounter:
David Hain's insight:

Change often comes in 3 phases.  Here's one take on the trio. Useful to orientate efforts.

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How to Reduce Innovation Failures

How to Reduce Innovation Failures | Business change | Scoop.it
A study by Booz & Company shows only a quarter of all companies are effective at the start of innovation. And Stage-Gate Guru Robert Cooper shows that of every seven new product/service projects, about four enter development, 1.5 are launched, and only one succeeds.

Innovation is difficult to master. In my experience from practice, innovation really is a balancing act. It's all about finding the right balance between:

the business of today and the business of tomorrow;
creativity and business reality;
'outside the box' and 'inside the box';
breakthrough thinking and feasibility;
customer interests and company's interests;
breaking rules and fitting existing patterns;
risks and rewards.
Innovation confronts you with a lot of questions on how to start it the right way. I like to inspire you with 12 practical tips to reduce innovation failures at the start: ' a good start is half the battle'.
David Hain's insight:

If only 25% of companies are effective at the start of innovation (Booz), there's a lot to play for!

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Business transformation considered essential, but the enterprise struggles

Business transformation considered essential, but the enterprise struggles | Business change | Scoop.it
According to a new report released by Oracle and Forbes, "Making the Change: Planning, Executing and Measuring a Successful Business Transformation," emerging players on the global platform now place pressure on businesses to seek out new ways to get ahead of the competition. Transforming a business — through bringing new products to market, deploying IT systems, or major investments and acquisitions — can take countless forms, but keeping current is proving a challenge for many companies.

The study surveyed 534 senior executives at companies with at least $1 billion in annual revenue, spanning across the Americas and EMEA region. A range of industries was included, such as professional services, banking, finance, retail and engineering.

While the majority of executives surveyed — 86 percent — said business transformation is necessary for continued success, 48 percent admitted their company was only somewhat or not at all prepared to execute a transformation today.

One in five said attempts at transformation had failed, and three in five have not yet attempted to change their business to remain competitive.
David Hain's insight:

82 percent of executives cited the need for #innovation as an important driver of the need for business transformation.

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Tom Hood's curator insight, November 8, 5:44 AM

Incremental change is no longer sufficient according to this latest report - "86 percent — said business transformation is necessary for continued success, 48 percent admitted their company was only somewhat or not at all prepared to execute a transformation today."