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Business change
Getting ahead of the curve in business
Curated by David Hain
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Face-to-Face, A New Trend!

Face-to-Face, A New Trend! | Business change | Scoop.it
The Harvard Business School came out with a recent study stating “the average leader believes they over-communicate, when in reality the average leader under-communicates by a ratio of one to 100.” Starting today, communicate more often, and do it...

 

The Harvard Business School came out with a recent study stating “the average leader believes they over-communicate, when in reality the average leader under-communicates by a ratio of one to 100.” Starting today, communicate more often, and do it exceptionally well through various mediums to increase the chance you’re being heard.

 

Over-communicating and doing it well means understanding the importance of getting to the point to minimize miscommunication. The majority of individuals I’ve had the opportunity to work with ramble because they speak in run-on sentences. Even more frightening, most individuals aren’t aware they ramble. They only wonder, “Why do I get interrupted?” “Why aren’t my ideas heard?”

 

If you want to be an influential communicator, find out what influential communicators do and follow it. ...


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HR Magazine - Navigating culture is biggest hurdle facing leaders, according to First100

HR Magazine - Navigating culture is biggest hurdle facing leaders, according to First100 | Business change | Scoop.it

More than four out of five chief executive officers and senior executives say they are not adequately supported during periods of leadership transition...


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7 Ways to Borrow Creative Ideas with a Clear Conscience | The Brainzooming Group | Strategy Consulting and Strategic Planning

7 Ways to Borrow Creative Ideas with a Clear Conscience | The Brainzooming Group | Strategy Consulting and Strategic Planning | Business change | Scoop.it
really okay to borrow creative ideas? I talk often about borrowing creative ideas for creative instigation.
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The Yin and Yang of Project Management and Leadership

The Yin and Yang of Project Management and Leadership | Business change | Scoop.it
It is very important to recognize these differences and maintain an appropriate balance between the "yin" of good project management and the "yang" of strong leadership. Let's examine some of these differences and the ...
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Can You Learn Disruptive Innovation?

Can You Learn Disruptive Innovation? | Business change | Scoop.it
Or are truly creative people born with something special? Clayton Christensen discusses his latest book, The Innovator's DNA, which analyzes the traits of CEOs who have disrupted their industries. (Can you learn disruptive innovation?
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Five Ways to Ruin Your Innovation Process

Five Ways to Ruin Your Innovation Process | Business change | Scoop.it
Most companies sabotage their own innovation processes without meaning to. I've noticed five tell-tale signs of this syndrome, which I recently described during a talk to the Columbia Media Forum. 1. Innovation is episodic.
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Connecticut Council for Philanthropy: Standing in their shoes: How widespread empathy leads to better decisions

Connecticut Council for Philanthropy: Standing in their shoes: How widespread empathy leads to better decisions | Business change | Scoop.it

Friends and colleagues who joined us on May 23 at the Connecticut Philanthropy Summit, the Council's annual luncheon, heard important messages from keynote speaker Udaya Patnaik of Jump Associates.

Udaya's keynote, "Standing in their shoes: How widespread empathy leads to better decisions," addressed the least known of the three components for creating enduring sources of growth for an organization.

 

While most of us have a handle on creativity and execution, we don't understand empathy - the ability to see the world as others see it. All individuals are wired to have empathy, but how do you appropriately expand and scale it to an entire organization?


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Dealing with Change Resistance

Dealing with Change Resistance | Business change | Scoop.it
Not everybody jumps at the chance to change.  Perhaps you have heard the old rule of thumb that says for any change effort you will have 20% of the people be on board, 60% who go along and 20% that...
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Stakeholder engagement case study — Andrew Huffer ...

Stakeholder engagement case study — Andrew Huffer ... | Business change | Scoop.it
Hi folks,. I've just returned from an IAP2 event held here in Perth. The event provided some great insights into a complex stakeholder engagement project relating to a major road project. I undertook an independent review of ...
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Change In Your Small Business: Everyone Will NOT Make The Leap

Change In Your Small Business: Everyone Will NOT Make The Leap | Business change | Scoop.it
So what happens when you decide to make a change in the way you handle your business? What if you choose to move toward a more customer focused marketing.
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Creating a roadmap for sustainable, transformational change

Creating a roadmap for sustainable, transformational change | Business change | Scoop.it
John Elkington gives an insight into the potential signals and accelerators of breakthrough innovation (RT @ronaldebprins: Creating a roadmap for sustainable, transformational change http://t.co/iWeav844...
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Leadership Tip: Take Lessons from a Baby - Forbes

Leadership Tip: Take Lessons from a Baby - Forbes | Business change | Scoop.it
ForbesLeadership Tip: Take Lessons from a BabyForbesThis week, Shaun Spearmon, my Kotter International colleague, describes how leaders can apply the lessons of parenting when pursuing large-scale change.
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How to Get Senior Leaders to Change - Scott Keller - Harvard ...

How to Get Senior Leaders to Change - Scott Keller - Harvard ... | Business change | Scoop.it
Most senior executives understand and generally buy into the famous aphorism, "Be the change you want to see in the world." Prompted by HR professionals or consultants, they often commit themselves to "being the change" ...
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You Don't Need a PhD to Innovate

You Don't Need a PhD to Innovate | Business change | Scoop.it

Many small business owners don't honestly believe that they can be innovative enough to make a difference to their business outcomes, yet if you were to suggest that they lacked the ability to think, their reaction may not be positive.

 

The point is that, if you are capable of thinking, you are capable of being innovative in your approach to addressing your business problems.

 

This excellent article from Harvard, provides guidance by way of a number of examples, and suggests that you can simply build a great business by asking "why" more often.


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Disruptive Innovation and Social Enterprise - Huffington Post (blog)

Disruptive Innovation and Social Enterprise - Huffington Post (blog) | Business change | Scoop.it
Disruptive Innovation and Social EnterpriseHuffington Post (blog)An ophthalmologist from a small rural village, Dr. V set out to bring the same efficient, high-volume approach to eye care in India that McDonald's had achieved ...
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Guy Kawasaki's 5 Innovation Tips

Guy Kawasaki's 5 Innovation Tips | Business change | Scoop.it

Businesses that are truly innovative, can get the jump on their competitors in the race for market share, and ultimately greater business success.

 

Small businesses can be more innovative than their larger competitors, as they have the ability to make faster decisions, and are generally able to quickly implement those decisions.

 

This good article, reporting a recent forum featuring Guy Kawasaki, lists five innovation tips provided by the man himself.


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7 Big Mistakes I See Small Businesses Making Every Day.

7 Big Mistakes I See Small Businesses Making Every Day. | Business change | Scoop.it

To effectively grow your small business, you need to avoid making all of the common mistakes, that small business owners make day in and day out.

 

Whilst it may not be possible to avoid each and every mistake that small business owners are commonly guilty of making, developing an awareness of the most common mistakes, will go a long way to making sure that your business does not make those in particular.

 

This good article from Daniel Priestly, identifies seven big mistakes, that every small business owner should avoid making.


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The Power of Story in Business Analysis

The Power of Story in Business Analysis | Business change | Scoop.it

Tell me if you’ve heard this one before – you’re on a project that was thrust on your stakeholder groups from high above.  They were insufficiently consulted during the problem definition phase, and they are now questioning everything during implementation. These stakeholders can’t get the project to be outright cancelled, but they can cause it to be ultimately unsuccessful if they don’t commit to putting their time and energy into ensuring that the solution being developed is appropriately used.

 

Sound familiar? It sure does to me! 

 

So what is a leader, manager, consultant to do? Add stories into the mix.

 

I like this article because it directly addresses the difficulties of project management, enrolling people to your cause, and how stories can be one of the remedies applied.

 

The author includes 3 steps to shift the situation and get your projects back on track. If you are stuck -- read this. 

 

And if you consult with others, tuck this list in your back pocket to keep your clients & project on track.

 

Read the full article here:

http://www.batimes.com/articles/the-power-of-story-in-business-analysis.html ;

 

This review was written by Karen Dietz for her curated content on business storytelling at www.scoop.it/t/just-story-it ;


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Karen Dietz's comment, June 23, 2012 12:39 PM
Glad you like it Jan! Thanks for the comment. Have a great weekend :)
Venkadesh Narayanan's curator insight, March 14, 6:58 AM

http://bacourse.com/

SNMinc WebGems's curator insight, April 24, 3:39 PM

Storytelling always keeps your audience engaged.

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Risk aversion is just making us all feel ordinary

Risk aversion is just making us all feel ordinary | Business change | Scoop.it
It really depresses me when you hear the remark “actually, in all honesty, we have no appetite for innovation, we are so risk averse.”  Actually it is heard a fair amount if you ask about risk...
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5 Tips for Creating Scalable Leadership - Forbes

5 Tips for Creating Scalable Leadership - Forbes | Business change | Scoop.it
I’ve often said, “if leadership doesn’t scale neither will your organization.” Experience has led me to conclude there is no greater contribution a leader can make to the enterprise than developing a true culture of leadership. Here’s the thing – a culture of leadership can only exist when leaders understand their primary obligation is to develop other leaders. If leadership is sought after, valued, developed and rewarded, then good things will happen. In today’s column I’ll examine the value of creating a culture of leadership.

 

Scale is not an individual endeavor – it’s a cultural and organizational achievement that requires the right set of collaborative individual efforts. People don’t scale, but effective groups, teams, and organizations can create scale. Well intended, but ill equipped leaders push individuals for more output, where savvy leaders teach and mentor individuals to think strategically and create leverage, which in turn, leads to scale.

 

There’s a difference between acting strategically and understanding strategy. The most valuable leaders are not only astute, but they’re insightful. They don’t just think strategically, they shape strategy. Perhaps most importantly, they ensure the sustainability of strategic focus by developing a culture of leadership.

 

Team members become most valuable to an organization when their strategic (thinking/teaching/mentoring/coaching) skills are leveraged far beyond what their tactical (doing) skills could ever achieve. When individuals enlighten, inform and empower groups to be more productive scale is achieved.

 

When individuals are pushed to simply “do more,” both the quality and quantity of performance declines. The simple truth is most process glitches and production bottlenecks are individual choke points, not system errors. Scale is not a production issue, technology issue, or money issue – it’s a leadership issue.

 

Great leaders view each interaction, question, or even conflict as a coaching opportunity. Don’t answer questions or solve problems just because you can, rather teach your employees how to do it for themselves. If you make a habit of solving problems for people, you simply teach them to come to you for solutions at the first sign of a challenge.

 

So, how do you get your organization to create scale? Stop talking about process and start talking with your people. The following 5 steps will help you create a culture of leadership and create a scalable organization:

 

1. Focus on Leadership: Everything in business begins and ends with leadership. That said, leadership doesn’t just exist at the top of an organization, but should be expected of everyone within the organization. Hire leaders, develop them to become better leaders, and teach them to repeat the process.


2. Organization First: Leadership is influencing the thoughts and actions of others such that individual interests are aligned with business interests. This becomes a reality when placing the organization ahead of the individual becomes culturally ingrained thinking. To truly understand the value of scalable leadership it’s important to first understand the two primary causes of why leadership doesn’t scale. When individual leaders, or even worse, leadership teams view themselves as the doers and not teachers, mentors, and coaches, organizational scale is quickly sacrificed on the altar of ego and/or incompetence.


3. Do Away With Form Over Substance: I have grown to have a great distaste for 9 box thinking when it comes to leadership development. I question the “best practice” mentality of labeling people, and putting them in a box. If talent management and succession planning were as easy as identifying “high potentials” the business world would have many more success stories than currently exist. In fact, I would go so far as to say the phrases key employee or high potential are outdated, elitist terms that create angst and animosity among the ranks. Good leaders view all employees as key, and great leaders don’t label people as high potentials – they ensure people achieve their potential. The fact a company singles out someone as “key” or “high potential” to begin with means at a minimum they have a lack of transparency and continuity in their organization, and more probably, they lack depth of talent and are weak in process and knowledge management.

4. Drive Decision Rights Down: The best organizations drive the most complex decisions down to the lowest possible levels within the company. If all big decisions are made by an individual, or a small group of individuals, your organization won’t scale. Teach the organization and its employees how to make great decisions and then provide them with the authority to do so.

 

5. Embrace Dissenting Opinion: Conflict and challenge are part of change. If you stifle candor and free thought you stifle the ability to scale. When leaders engage people with stimulating and probing conversation they learn and grow.


The take away here is great leaders don’t create a state of dependency. In fact, they won’t allow dependencies to exist – rather they mandate independent thinking and decision making. Many leaders struggle with understanding that rescuing is not the same thing as leading. To create a culture of leadership and a framework for scale, stop feeding your employees and teach them how to fish…

 

Thoughts?

 

Follow me on Twitter @MikeMyatt


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The Almond Effect: Dealing with Resistance to Change

The Almond Effect: Dealing with Resistance to Change | Business change | Scoop.it
Let me ask you to reflect. What does YOUR organisation do to reinforce people's fears and passions about change? What do you do to rewire their neural-pathways? How have you been reinforcing their resistance to change?
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Manage Major Business Transformations In Stages - Forbes

Manage Major Business Transformations In Stages - Forbes | Business change | Scoop.it
ForbesManage Major Business Transformations In StagesForbesTransformational change requires aligning plans, people and practices around a shared purpose. Tackling those pieces with the right approach and resources ...
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5 Global Megatrends- an Update from McKinsey

5 Global Megatrends- an Update from McKinsey | Business change | Scoop.it

At the Global Summit of Women in Athens, Michael Halbye, Regional Leader, Europe Middle East & Africa at McKinsey & Co shared the latest information on 5 key Global Megatrends.


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Why Execution (Not Ideas) Will Bring You Success

Why Execution (Not Ideas) Will Bring You Success | Business change | Scoop.it

Simply having a unique and potentially lucrative business idea, is in itself, no guarantee of eventual success as an entrepreneur.

 

Sometimes picking up on an old idea that has been left on the shelf, or someone elses current idea that is not being well executed, can result in better end results.

 

This excellent article, strongly suggests that it is not the quality of the idea or the originality of the idea that leads to success, but the way in which any idea is executed that determines the eventual outcome.


Via Daniel Watson, Jessy Paston, donhornsby
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Middle managers 'crucial engagement group for change' - People Management Magazine Online

Middle managers 'crucial engagement group for change' - People Management Magazine Online | Business change | Scoop.it
Middle managers 'crucial engagement group for change'People Management Magazine OnlineIt is the responsibility of business leaders to acknowledge that change must be delivered on multiple levels to those working within the organisation.
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