Changing The Workplace
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Overcome Resistance to Change with Two Conversations

Overcome Resistance to Change with Two Conversations | Changing The Workplace | Scoop.it
Allow them to share their thoughts, then respond.

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Can the scourge of bogus self-employment be stopped?

Can the scourge of bogus self-employment be stopped? | Changing The Workplace | Scoop.it
As people struggling with difficult family circumstances continue to face discrimination and ignorance, it’s time to tackle the lack of compassionate management in the workplace
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Four ways to create a ‘speak up’ culture and drive your business forward | Training Journal

Four ways to create a ‘speak up’ culture and drive your business forward | Training Journal | Changing The Workplace | Scoop.it
According to Research from the CIPD, more than half (53%) of line managers are not trained or qualified to handle ‘difficult conversations’.

Nobody likes confrontation, and many people will go out of their way to avoid conflict. At work, however, there are instances where people must voice their concerns, air grievances and speak their mind.

In the spirit of transparency, employers should recognise this and encourage team members to ‘speak up’. Without a solid platform on which issues can be raised, they can often be swept under the carpet only to resurface later.

To enable you to better retain your employees here are some top pointers on how to develop better communication in the workplace:
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Strengths-Based Approach to Better Productivity and Workplace Culture

Strengths-Based Approach to Better Productivity and Workplace Culture | Changing The Workplace | Scoop.it

A common job interview question we’ve all either had to answer or ask is, “What are your weaknesses?” Prospective employees spend time agonizing over how to answer this question in a way that turns their weaknesses into strengths. But let’s flip the question around: “What are your strengths?” Their answers might be more confident and spirited. Companies that use a strengths-based approach to hiring and keeping current talent can enhance strengths, innovation, and productivity.

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Five Not-So-Radical Ideas For Nurturing Change

Five Not-So-Radical Ideas For Nurturing Change | Changing The Workplace | Scoop.it

When everything around is constantly changing, it is easy to:

Get carried away by latest fads, best practices etc.


Execute changes that may not be significant in shifting results to positive direction


Implement solutions to half-baked problem statements


Isolate people affected by change in a rush to just change things


Get confused between change and transformation initiatives


We often see this happening all around us. There is so much conversation going on about change and transformation that it is easy to get carried away when the “Big WHY” of change is not clear.

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The naked truth: how radical transparency is changing business

The naked truth: how radical transparency is changing business | Changing The Workplace | Scoop.it
Emails that are accessible to all team members. Open performance metrics. Radical transparency can be unsettling at first, but it’s got the power to change the way your business operates
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Breaking the silo mentality

Breaking the silo mentality | Changing The Workplace | Scoop.it
With the very nature of work rapidly changing and continuously pivoting, business leaders can’t afford to not examine how silos may be limiting both the success of the business and their own impact as a leader.

Patrick Lencioni, author of Silos, Politics and Turf Wars describes how silos – ‘and the turf wars they enable devastate organsiations: They waste resources, kill productivity, push good people out the door and jeopardise the achievement of goals’. To overcome them he highlights the need for strong unified leadership that is prepared to look past the behaviours that result from silos and focus on the contextual issues that are often at the heart of the organisation.

While it can be very easy to assume that the inefficiencies and lack of collaboration in a team or organisation are a result of employees not knowing how to play nicely together, often the behaviours result from a sense of powerlessness to actually do anything about the problems they have identified. Leadership teams who recognise this and seek to create solutions that remove roadblocks, facilitate new ways of working and empower employees will create long-term solutions that are easy to execute and scalable.


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David Hain's curator insight, May 5, 9:37 AM

Silos need to be broken from executive team example!

Ivon Prefontaine, PhD's curator insight, May 5, 12:47 PM
Teachers experience these silos, as well. How do we spend time with each other, sharing what we do? Margot Anderson proposes three essential things to break through the silos: unify around a common vision, focus teaching around that common vision, and recognize what motivates teachers and students. This would appear to be easy enough in teaching, but I have been told by teachers and principals we do too much of that vision stuff. Embedded cultures are challenging to transform.
johanna krijnsen's curator insight, May 6, 8:05 PM
To overcome silo mentality you need strong unified leadership
 
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Asking the Right Questions Can Frame a Successful Transformation

Asking the Right Questions Can Frame a Successful Transformation | Changing The Workplace | Scoop.it
When plotting strategy, leaders should worry less about solutions and more about identifying the precise problem they are trying to solve.

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Communication is the Key to Getting the Best From Your 1099s

Communication is the Key to Getting the Best From Your 1099s | Changing The Workplace | Scoop.it

We all know communication is central to the success of any relationship. So why, then, do so many companies and HR managers have trouble setting effective communication parameters with freelance talent? Part of it could be that most companies simply do not know how to manage agile talent (sometimes referred to as freelancers,

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Twelve Forces That Will Radically Change How Organizations Work: The New New Way of Working

Twelve Forces That Will Radically Change How Organizations Work: The New New Way of Working | Changing The Workplace | Scoop.it
A tidal wave of change is coming that will soon make the way we work almost unrecognizable to today’s business leaders. In an age of rapidly evolving technologies, business models, demographics, and even workplace attitudes—all shifting concurrently—change is not only constant but also exponential in its pace and scope. Companies from startups and online businesses to incumbents in all industries will experience the effects in far-reaching and transformational ways.

During a comprehensive, yearlong analysis of the global work landscape, The Boston Consulting Group identified 60 major trends propelling this tidal wave, which we’ve grouped into 12 primary forces. These forces, or megatrends, fall into four categories. The first two address changes in the demand for talent: technological and digital productivity and shifts in ways of generating business value. The second two address changes in the supply of talent: shifts in resource distribution and changing workforce cultures and values

Via David Hain
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David Hain's curator insight, April 28, 11:11 AM

Authoritative overview of the business conditions of the future!

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The Skills Humans Need to Stay Relevant In The Smart Machine Age

The Skills Humans Need to Stay Relevant In The Smart Machine Age | Changing The Workplace | Scoop.it

In the coming decades, the smart machine age will transform organizations through artificial intelligence and other technologies. As a variety of jobs are automated, the disruption will equal that of the Industrial Revolution, according to Edward Hess, professor and Batten Executive-in-Residence at the University of Virginia’s Darden School of Business. Hess is co-author with Katherine Ludwig of Humility Is the New Smart: Rethinking Human Excellence in the Smart Machine Age (Berrett-Koehler Publishers, 2017).

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Change leadership: how to give employees a sense of control

Change leadership: how to give employees a sense of control | Changing The Workplace | Scoop.it

The critical factor when it comes to deciding on or agreeing to doing anything differently (this is a simple definition of change), is that there is usually something beneficial in it producing a co-created outcome.

Put simply; draw your leaders out so they understand not only the reasons for change, but also how they can influence the way that change is implemented - this will mean they feel part of the solution.

The same goes for bringing about change within the team; really involve them, talk to them at length, listen to them at length, ask for their solutions and find ways of incorporating their ideas for the changes needed, as well as good reasons as to why some of their ideas may not be applicable.

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Ivon Prefontaine, PhD's curator insight, April 27, 1:41 PM
When we are asked to change things in a wholesale manner, it is daunting and overwhelming. The example of changing my golf swing resonated. I did that several years ago and it was a terrible experience. Once I adjusted, it worked well. Teachers given small bites of change and taking on some leading might manage those changes better
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Five ways to get your employees to change 

Five ways to get your employees to change  | Changing The Workplace | Scoop.it


Behaviour change is really hard! If you’ve ever tried to give up smoking or do more exercise you’ll know what I mean. There are so many factors that weigh in on it: personal, social, cultural, organisational – getting it right is very difficult.

But, it is the holy grail of learning and there are some things that you can do to help smooth the way to successful change:

Focus

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JASON CAVNESS's curator insight, May 20, 11:58 AM
Everyone says they are open to change. But the truth is that people prefer the norm.
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Flat hierarchies: Just another step in the wrong direction

Flat hierarchies: Just another step in the wrong direction | Changing The Workplace | Scoop.it
So you better quit trying to make your company "flatter". In complexity, an organization must be federative - not flat. When outside markets rule, then it is the part of the organization that we call the periphery that earns the money. It is the periphery that learns from the market easiest. That can best adapt to and respond to markets - quickly and intelligently. In complexity, the center loses its information monopoly, its competence advantage: it can hardly issue any meaningful commands any more. The coupling between periphery and center must consequently be designed in a way that enables the organization to absorb and process market dynamics. For that, the periphery must steer the center through market-like mechanisms and own the monetary resources. Not the other way around. (But hey, the periphery earns the money anyways, right?)

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David Hain's curator insight, May 17, 5:38 AM

The case against hierarchies, convincingly made by Nils Pflaeging!

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How to Achieve Organizational Change Through Micro-Adjustments

How to Achieve Organizational Change Through Micro-Adjustments | Changing The Workplace | Scoop.it

In order to reach their full potential, every organization needs to be able to adapt to changes.

Maybe your company isn’t as organized as it could be and a ton of resources are being wasted. Maybe employees are overwhelmed with work and a majority of them are looking for new jobs. Maybe you’re relying on outdated systems, tools, and processes and your organization is not anywhere near as effective as it could be. Maybe you need to reduce your expenses as you figure out how to navigate an uncertain economic climate.

Whatever the case may be, from time to time all successful companies are forced to undergo organizational changes. Unfortunately, these efforts often don’t turn out the way executives expect them to. In fact, according to the Harvard Business Review, 70% of organizational change efforts are unsuccessful.

Change is hard for many people. But the good news is that you can increase the chances your organizational change efforts are successful by taking the right approach.

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Psychological Consulting: A Partnership for Emotional Fitness

Psychological Consulting: A Partnership for Emotional Fitness | Changing The Workplace | Scoop.it

Before Austen Heinz, the 31-year old CEO of Cambrian Genetics took his life in 2015, a string of suicides had rocked the startup world. Heinz suffered from bipolar depression – an illness he rarely discussed but likely added to the pressures he faced as an entrepreneur juggling the demands of shipping a product, meeting payroll, and managing public relations. His death sparked a conversation around mental health issues among entrepreneurs and prompted a research study on the subject led by Dr. Michael Freeman.

Because May is Mental Health Awareness Month, we want to do our part to foster discussion and build awareness of this important subject.

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Proactive Measures: Critical Success factors for the Future of Work

Proactive Measures: Critical Success factors for the Future of Work | Changing The Workplace | Scoop.it

Proactive measures and personal involvement are becoming essential for your team’s advancement, workforce, and business, as well as your own work and career. As a result, self-awareness and emotional intelligence are becoming critical success factors to facilitate individually-sensitive, informed decision-making in the emerging, talent-focused, Future-of-Work environment.

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The new rules to leading people through change

The new rules to leading people through change | Changing The Workplace | Scoop.it

With Brexit underway, organisational leaders are said to be facing one of the most challenging periods in change leadership for over 30 years, but a recent 'State of Leadership & Change report’ found that while 90% of senior management expect organisational changes ahead of Brexit, 42% are not worried and 26% ‘not at all worried.’
 
The research also found that 75% said leaders are getting better at managing change, while 60% of respondents said their businesses had met their objectives for change in the past few years.

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Focus on buy-in might be the reason your change efforts keep failing

Focus on buy-in might be the reason your change efforts keep failing | Changing The Workplace | Scoop.it

It's as if only managers could identify what's best for the organisation and everyone else just had to agree  

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Is 'radical candour' really a new approach to management?

Is 'radical candour' really a new approach to management? | Changing The Workplace | Scoop.it

If you pride yourself on your care and consideration for colleagues and your ability to sidestep potential conflict, you might smugly consider yourself to be doing rather well. But I have news for you: your lack of candour means you’re in dangerous territory known as ‘ruinous empathy’, or so says former Google executive Kim Scott, founder of ‘Radical Candor’, a trend that is sweeping through tech companies like forest fire.
  
According to Scott, it’s your combination of your ability to care personally & challenge directly that determines whether you’ll be a “kickass boss”. To go one step further, Scott suggests that it’s your “moral obligation” to be completely candid with those around you.

We look at the benefits and potential pitfalls of radical candour in the workplace.

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A Better Way Of Doing Business? Why It's Time To Revisit the John Lewis Partnership

A Better Way Of Doing Business? Why It's Time To Revisit the John Lewis Partnership | Changing The Workplace | Scoop.it
With poor governance hitting the headlines, it's worth revisiting the John Lewis Partnership for a case study of a different way of doing things
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How to future-proof your firm against tides of change

How to future-proof your firm against tides of change | Changing The Workplace | Scoop.it

As surging demand for technical staff hints at the future shape of industry, what can leaders do to ensure they’re ahead of the curve, rather than crushed by the wheels of progress?

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Seven principles for change management 

Seven principles for change management  | Changing The Workplace | Scoop.it
Every organization—and every change management initiative—is unique. But these seven principles apply across the board, and they can improve an institution’s odds of realizing the envisioned benefits.

Download Seven principles for effective change management: Sustaining stakeholder commitment in higher education, to read the full article in PDF format.

Via David Hain
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David Hain's curator insight, April 28, 11:30 AM

These principles are pretty universal when it comes to organisation change

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Gig economy: what's its place in the future of work?

Gig economy: what's its place in the future of work? | Changing The Workplace | Scoop.it

Predicting what the future of work may look like starts with understanding the four forces of employment change:

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