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PM: Cost of Poor Communications

PM: Cost of Poor Communications | Creating new possibilities | Scoop.it

"According to 55 percent of project managers, effective communication to all stakeholders is the most critical success factor in project management. Get the hard numbers behind this soft skill. Understand the communications challenges that prevent success and the actions that are essential for better results.

 

Good communications are important to project success rates — this may seem obvious, but where’s the proof? It’s in the numbers.

As revealed in our new report from PMI Pulse of the ProfessionTM, 55 percent of project managers agree that effective communications to all stakeholders is the most critical success factor in project management.

 

In fact, for every US$1 billion spent on projects, US$135 million is at risk — and a startling 56 percent of that amount — US$75 million — is at risk due to ineffective communications.

 

Meanwhile, high-performing organizations risk 14 times fewer dollars than their low-performing counterparts. If on average 80 percent of your projects finish on time, on budget and on goal, you’re a high performer. This success goes hand in hand with effective communications."

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Millennials and Leadership: What They Really Think

Millennials and Leadership: What They Really Think | Creating new possibilities | Scoop.it

"Studies on generations often end up in generalizations. Baby boomers think this. Generation X thinks that. My mind usually goes to the exceptions and challenges the assumptions.     Still, I’m fascinated by the research because I want to …"


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Systems Thinking and Leadership for Our Times | Leadership & Change Magazine

Systems Thinking and Leadership for Our Times | Leadership & Change Magazine | Creating new possibilities | Scoop.it
Focusing on your energy through a reflective practice, as well as focusing on the larger system that you are part of, will help you contribute in a positive way.
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Three Core Competencies in Global Mindset

Three Core Competencies in Global Mindset | Creating new possibilities | Scoop.it
At the age of digitalization, ‘being who you really are as a global leader’ is more critical than ever.
The business world has become hyperconnected and interdependent. Global leaders of the future sense, feel, read, imagine and intuit possibilities in the journey of digital transformation. Global leaders articulate strategic visions, interactive designs, and navigating directions where networks of management informally communicate the possibility of generative behavior changes in structure, patterns, and processes. With unprecedented digital technology advances, the knowledge brainstorming is happening in real time with people and plays spontaneous networks of human and business operational concerns. Organizations not only need good managers to take care of today’s business; but also have to grow the world class leaders with a global mindset to leapfrog their companies for long-term prosperity. What are the core competencies in global mindset?
Self-awareness: At the age of digitalization, ‘being who you really are as a global leader’ is more critical than ever, being authentic is a sort of prerequisite of global leadership because your digital footprint is omnipresent, the working life is converging with personal life, you have to be real and true to yourself and others. This will translate and distill into believability throughout your entire organization and beyond. Being authentic means to be original, positive, progressive, courageous, conscious, creative and curious, and to adopt mindsets of critical thinking, challenging convention, maximizing diversity and being willing to experiment, as a basis for then being able to think differently, independently, and globally. You will be seen as a digital professional and leader who can be trusted not just by your coworkers but also by your customers or clients. Global leadership is shifting toward grooming historic digital leadership skills embodying effective communication in networks of global conversations that inspires creativity in diverse domains of expertise.
Inquisitiveness: The diversity of thoughts, character, cognitive difference, skills, style, and generation account for the majority of our difference for today's digital workforce. Global leaders are inquisitive to ask many good questions. The good question is usually open and thought-provoking. The good question brings multifaceted perspective with culture intelligence. People are gregarious by nature, they tend to organize themselves and it gives rise to a collective set of attitudes, beliefs, educational systems, notions of time and space, society structures, ways of doing business, etc. These items are the elements of a culture (regional, national, continental, age, ethnic background, religious beliefs, the list goes on and on). Hence, global leadership certainly has to take into account cultural intelligence and how that affects things: how you interact with one another, how you manage, and what’s your thinking process and how you make a decision; from cognitive intelligence about others - as well as themselves! A global leader needs to be able to facilitate and orchestrate these difference, values, cultures and gain profound understanding about the business ecosystem.
Adaptability: Global leaders manage people across functional and broad geographic boundaries. In one way 'global leadership' is synonymous with leading virtual teams across the globe. They must be comfortable leading remote teams, multiplexing tasks and time zones, communicating and collaborating in a way that keeps everyone focused and connected in spite of the distances. While there are many components of global leadership, one of the most important ones is the ability to adapt, model and influence change. We live in a world where change is the norm and if we don't embrace it, accept it, roll with it or make it happen, we're not going to be successful. The adaptable global leaders are good at shifting from one leadership style to another, but keep the leadership substance on check; they are good at identifying and articulating paradigm shifts, setting trend, not fad; and they are good at molding leaders that go out and promote changes in people's mindsets and paradigms and make influence through vision and insight.
Cultivating digital leaders with the global mind is not just simply a horizontal expansion of management responsibility, look around to find out how to bring leaders closer to integrity and authenticity. They are crucial for global leadership. They bring courage, which is lacking so much so often, they bring determination to make things happen, they bring inspiration when you trust what you feel to decide what to do, and they bring the capability to lead the hyperconnected world effectively.
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The Chain of Advice: How These Entrepreneurs Inspired and Impacted Each Other

The Chain of Advice: How These Entrepreneurs Inspired and Impacted Each Other | Creating new possibilities | Scoop.it
We asked "Who gave you the best piece of advice?" Then we asked the advice giver the same question.

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Anita's curator insight, May 20, 1:54 PM
Courtesy of my colleague: Sharing practical wisdom is a great thing.
mabitter's comment, May 21, 2:43 AM
Superior
laborway's comment, May 21, 6:02 AM
excellent
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Leaders: 8 Steps to Be a Mindful Listener

Leaders: 8 Steps to Be a Mindful Listener | Creating new possibilities | Scoop.it
Leaders often listen in order to solve a problem, but they should consider these 8 other forms of listening that will help them be more of a mindful listener.

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Five Cities That Are Leading the Way in Urban Innovation

Five Cities That Are Leading the Way in Urban Innovation | Creating new possibilities | Scoop.it
In an era of urbanization, Singapore, Houston and Medellín, Colombia, are among those redefining what cities can be.

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Dan Roberts's curator insight, May 12, 6:04 AM
Some ideas for urban planners to consider. I'm a little disappointed that smart cities didn't make the detailed list. However, many cities could learn from Singapore's approach to water conservation.
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2015 Saw a Decrease in Global Religious Freedom

2015 Saw a Decrease in Global Religious Freedom | Creating new possibilities | Scoop.it

The global refugee crisis, political strife and economic dislocation all contributed to a worldwide deterioration of religious freedom in 2015 and an increase in societal intolerance, according to the U.S. Commission on International Religious Freedom."


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Seth Dixon's curator insight, May 4, 9:33 AM

This is one of the sad results of the many global conflicts today and increase in reactionary political movements that scapegoat religious minorities.  The image above is a map/wordle of the 18th article of the Universal Declaration of Human Rights which states: "Everyone has the right to freedom of thought, conscience and religion; this right includes freedom to change his religion or belief, and freedom, either alone or in community with others and in public or private, to manifest his religion or belief in teaching, practice, worship and observance."  

 

Tags: religion, ChristianityIslamBuddhismHinduismJudaism, podcastconflict, refugees.

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VUCA Times Call for DURT Leaders

VUCA Times Call for DURT Leaders | Creating new possibilities | Scoop.it
VUCA times call on leaders to raise their game, plant the seeds for a better future ahead. VUCA requires strong leadership.

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12 Critical Competencies For Leadership in the Future

12 Critical Competencies For Leadership in the Future | Creating new possibilities | Scoop.it

The rate of change in the business world today is greater than our ability to respond. In a world that is often described as VUCA (Volatile, Uncertain, Complex and ambiguous), there are major tectonic shifts that demand a new mindset of leadership.


Via Marc Wachtfogel, PhD, Roger Francis, Emeric Nectoux, Suvi Salo, GwynethJones, NikolaosKourakos, Stephania Savva
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Mechanical Walking Space Man's curator insight, April 29, 4:28 AM
The mission: creativity in the boardroom
elearning at eCampus ULg's curator insight, May 2, 3:43 AM
Nice infographics ;-)
Authentis Formations's curator insight, May 6, 3:58 AM
Le leader du futur...le
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Collaborative Leadership For A VUCA World

Collaborative Leadership For A VUCA World | Creating new possibilities | Scoop.it
VUCA is an acronym used today to describe the operating environment many organisations are now facing and stands for Volatile, Uncertain, Complex and Ambiguous.  To cope with VUCA most organisations

Via Wise Leader™, Roger Francis
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Garrath Williams's curator insight, May 6, 9:48 AM
Not sure why people us 4 words when 1 will do.
Good read though.
Joey-David Ovey's curator insight, May 8, 2:45 PM
Collaboration needs certain skills to succeed. I'll look forward to the results of this research.
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What Do Facilitators Do

We are SO Excited to share this illustrated video that uses simple language and charming illustrations to explain just what we facilitators do! In only 4 min...

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Carol Sherriff's curator insight, September 7, 2013 11:03 AM

Interesting use of metaphor to explain role of faciltators

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Co-Facilitation | Experiential Tools

Co-Facilitation | Experiential Tools | Creating new possibilities | Scoop.it
Those whose work requires that they lead groups with other people often share that co-facilitation is one of the most challenging aspects of their jobs, but also the most beneficial and rewarding.

Via Ariana Amorim, Carol Sherriff
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Ariana Amorim's curator insight, January 9, 2013 8:19 AM

I've just found this blog and I really like it.

Carol Sherriff's curator insight, September 16, 2013 2:59 PM

A neglected area of advice - co-facilitation

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Is tacit knowledge the Grail of facilitators ?

Is tacit knowledge the Grail of facilitators ? | Creating new possibilities | Scoop.it

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Philippe Schoen's curator insight, February 17, 2014 2:50 AM

In their article "Leading at the Edge : How Leaders influence Complex Systems", ( http://www.thesoulatwork.com/pubs/emerge.html ) Birute Regine and Roger Lewin point out the importance of relationship and communication between all elements of the organization :

 

"In a nonlinear, dynamic world, everything exists only in relationship to everything else, and the interactions among agents in the system lead to complex, unpredictable outcomes." ... "Relationships are the most important thing in a complex system. If you don’t have strong relationships, none of this works."

 

The authors describe 5 levels of relationships :

1. to one’s work

2. between individuals

3. to the shared purpose and values

4. to other complex systems such as other companies in the business environment and in their economic web, and to the community in which they lived

5. to the natural environment.

 

For each of these levels, what kind of communication skill or knowledge is needed to adapt effectively in a complex, unpredictable and transforming environment ?

 

Michael Polanyi's "tacit knowledge" could be piece of the puzzle :

 

"With tacit knowledge, people are not often aware of the knowledge they possess or how it can be valuable to others. Effective transfer of tacit knowledge generally requires extensive personal contact, regular interaction and trust. This kind of knowledge can only be revealed through practice in a particular context and transmitted through social networks. To some extent it is "captured" when the knowledge holder joins a network or a community of practice."

(Wikipedia)


Tacit knowledge is kind of a bridge between expert knowledge and practice, which allows real adaption and change :


"Often we employ knowledge experts, subject matter experts and have a diversity of specialists collaborating as they are surprisingly as individuals, often unaware, often unable to articulate, communicate and describe what they know; it often requires others around them to bring it out. The important point is they know but often cannot articulate it without prompting or drawing out what they know in a ‘given’ context to make clearer meaning of it, moving it from tacit to explicit."

( http://paul4innovating.com/2011/11/11/tacit-knowledge-rich-in-its-innovation-implications )


the way to spread and share tacit knowledge seems to be bringing group together and facilitating conversations.


Facilitators familiar with the art of hosting could find here the theoretical backgrounds of their practice :

- complex systems

- tacit knowledge


This could lead to a better understanding of our practice of designing new effective processes to facilitate transformation, cooperation, innovation.

Carole Maurage's curator insight, February 27, 2014 3:25 AM

La connaissance tacite est la connaissance des collaborateurs qui n'est pas transmise à d'autres membres de l'organisation souvent par manque "d'intimité" relationnelle entre les personnes. Cette connaissance représente une grande richesse dans les organisations. Sa transmission ne peut souvent pas se faire seule et un facilitateur peut alors devenir un levier pour permettre le passage du tacite à l'explicite. 

Carol Sherriff's curator insight, July 23, 2014 11:11 AM

Great to see tacit knowledge considered in relation to facilitation. As tacit knowledge is embedded in people's minds, bodies and relationships you cannot order people to share it, only facilitate them to do so.

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Shifting Paradigms: Aligning with the Wisdom of Nature

Shifting Paradigms: Aligning with the Wisdom of Nature | Creating new possibilities | Scoop.it

“See simplicity in the complicated, Seek greatness in small things.


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AS WORK TRANSFORMS, LEADERSHIP STILL MATTERS

AS WORK TRANSFORMS, LEADERSHIP STILL MATTERS | Creating new possibilities | Scoop.it
It has certainly been interesting as of late, with leaders and the practice of leadership receiving more scrutiny than any other time in recent history. There seems to be no shortage of data pointing to the current “leadership crisis,” from surveys on confidence, trust, hope, and optimism, and the frequently discussed issue of employee engagement. With little to no improvement, the leadership conversation now includes theories and practices such as distributed leadership, holocracy management, and leaderless environments. And while the jury is still out on many of the new models, I strongly believe that as work transforms, leadership still matters.

Via David Hain, Ides De Vos
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David Hain's curator insight, April 29, 2:07 AM

Regardless of the orhganisational model, leadership is still business critical and always will be!

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Nasdaq CEO Bob Greifeld explains the strategy he uses to find the company's next leaders

Nasdaq CEO Bob Greifeld explains the strategy he uses to find the company's next leaders | Creating new possibilities | Scoop.it
Nasdaq, Inc. CEO Bob Greifeld regularly has group lunches with non-executive employees to remain visible and available to those outside of his inner circle.
But through these lunches, Greifeld is able to get an idea of who will be rising up the ranks to a leadership position.
"It's always interesting to me to see the range of engagement of people," he told Business Insider in a recent interview held in Nasdaq's New York headquarters.
He'll find some employees who are "intellectually curious" and know what is happening within Nasdaq and the industry, and other employees who may be talented and capable but only know what's happening within their own job.
"If you don't have that intellectual curiosity, magnified by passion, then it's hard to advance, and, certainly at the executive level, hard to thrive," Greifeld said.
To help monitor the growth of natural leaders possessing this trait, Nasdaq ties 10% of its employees' compensation to an engagement score.
"Intellectual curiosity" is also the primary attribute Greifeld looks for when interviewing candidates for a role that reports directly to him.
"I think water seeks its level over time," he said. "As managers you might think you have the ability to change employees, but I say you have the ability to improve them but not to change them, because they will always go back to their own level." Therefore, he wants to find candidates whose innate curiosity and passion will drive them, without his intervention.
"You've got to assess who this person is, what their motivations are, at what rate do they want to work, and how do they want to advance," Greifeld said.
"We want to see people who want to be passionate, want to be engaged, want to be part of the industry, and are not just coming here to work to make what is a good paycheck."
Join the conversation about this story » NOW WATCH: 'Shark Tank' star Daymond John reveals the advantages of being broke
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7 Ways Leaders Can Inspire Commitment to Goals

7 Ways Leaders Can Inspire Commitment to Goals | Creating new possibilities | Scoop.it
How to build your dream team and lead them to victory

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Luciano Alibrandi's curator insight, May 12, 11:41 AM

A good formula for effective leadership summarised in 7 points.

Good summary by Nido Qubein

 

  1. Recognize outstanding performance.
  2. Constantly ask for input and ideas.
  3. Don’t make assumptions.
  4. Play the role of coach and mentor.
  5. Just be a nice person.
  6. Build an environment of growth.
  7. Perform regular maintenance.

 

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What Leadership Looks Like in Different Cultures

What Leadership Looks Like in Different Cultures | Creating new possibilities | Scoop.it

What makes a great leader? Although the core ingredients of leadership are universal (good judgment, integrity, and people skills), the full recipe for successful leadership requires culture-specific condiments. The main reason for this is that cultures differ in their implicit theories of leadership, the lay beliefs about the qualities that individuals need to display to be considered leaders. Depending on the cultural context, your typical style and behavioral tendencies may be an asset or a weakness. In other words, good leadership is largely personality in the right place.

Research has shown that leaders’ decision making, communication style, and dark-side tendencies are influenced by the geographical region in which they operate. Below we review six major leadership types that illustrate some of these findings.


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The Learning Factor's curator insight, May 9, 6:52 PM

How decision making, communication, and dark-side tendencies vary.

muneer ben nour's curator insight, May 10, 9:34 AM

its looks like a bueatful drawing

rodrick rajive lal's curator insight, May 11, 6:10 AM
Core leadership skills will remain the same through a plethora of cultures, however culture specific skills will vary according to this article. Behavioural tendencies, and trends do have an impact!
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How to build a resilient startup culture

How to build a resilient startup culture | Creating new possibilities | Scoop.it
Here's how to face the adversity your startup could run into.

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2015 Saw a Decrease in Global Religious Freedom

2015 Saw a Decrease in Global Religious Freedom | Creating new possibilities | Scoop.it

The global refugee crisis, political strife and economic dislocation all contributed to a worldwide deterioration of religious freedom in 2015 and an increase in societal intolerance, according to the U.S. Commission on International Religious Freedom."


Via Seth Dixon
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Seth Dixon's curator insight, May 4, 9:33 AM

This is one of the sad results of the many global conflicts today and increase in reactionary political movements that scapegoat religious minorities.  The image above is a map/wordle of the 18th article of the Universal Declaration of Human Rights which states: "Everyone has the right to freedom of thought, conscience and religion; this right includes freedom to change his religion or belief, and freedom, either alone or in community with others and in public or private, to manifest his religion or belief in teaching, practice, worship and observance."  

 

Tags: religion, ChristianityIslamBuddhismHinduismJudaism, podcastconflict, refugees.

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Leading in an Increasingly VUCA World

Leading in an Increasingly VUCA World | Creating new possibilities | Scoop.it

The world is getting more dynamic and complex, not less, so leaders must learn how to surmount new challenges. There is some good news: Although the leadership challenges in an increasingly VUCA world are significant, they’re not insurmountable for those who are willing to look beyond old thinking and approaches. Here’s some pragmatic guidance to help you craft a strategy:


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Sue Hickton's curator insight, February 18, 7:43 AM

yep - it's here people! Read it and believe it!

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Three Questions to Assess a Person’s Agility

Three Questions to Assess a Person’s Agility | Creating new possibilities | Scoop.it
An individual’s agility is a fundamental digital capability block through which she or he can build more advanced professional capabilities and better fit in the digital dynamic we live in.
Agility is related many things such as adaptability, flexibility, changeability, robustness, sensitivity, comprehensiveness, speed, responsiveness, etc. Either at the business level or from the individual perspective, agility is the multidimensional competencies to adapt to changes, formulate creative or unconventional alternatives or solutions to resolve problems, to show versatility and flexibility in response to unpredictable or unanticipated circumstances. It’s a crucial ability to thrive in today’s “VUCA” normality. Which questions should you ask to assess an individual’s agility?
Are you mastering the full learning cycle: Learning, unlearning and relearning? The mind with learning agility likes to experiment and comfortable with change. Learning agility can help a digital professional to move out of his or her comfort zone, take risks, learn from mistakes, and grow to a lifetime learner. People are always the most critical element for any business success, and more often the weakest link as well. In Agile circumstances, people should be able to unlearn what is not working, eager to learn new things, willing and be able to communicate and collaborate, have a passion for what they do etc. Of course, this needs to be supported with people focused organizational culture and appropriate reward and recognition policies, which encourages learning, change, sharing, and collaboration.
What’s the correlation between agility and innovation? Digital means flow, there is more flow of creative ideas, the better opportunities to reap the benefit from innovation management. Learning agility is an important element to spark creativity. Being learning agile via experiment on innovation, delivering a result at the first-time situation will be more frequent than ever. It will allow one to obtain new insights and experiences that can only help in your future endeavors as well. Think outside the box, go against the grain. At times throw away conventional means and try something radically new, and overall multifaceted resourcefulness. Agile is a fantastic way of working to involve everyone in the process of creation and delivery. Organizations need to be getting used to these forms of working and commercializing value at the digital era with the new characteristics of hyper-connectivity and convergence.
Do you (either as a professional or a team) follow the agile principles to focus on three “I”s: Interaction, Improvement, and Innovation? A process or methodology like agile is people dependent, agility is all about people and change. A mature Agile team composed of passionate people that embrace change and seek understanding will be paramount. Share early and share often, cross-functional collaboration and iterative communication are encouraged to optimize business processes and improve business agility. A system has neither accountability nor responsibility. A system cannot provide leadership. Individuals must be made accountable and responsible including giving into mediocrity. The systems never have saved the world but individuals did. Organizations, as a social milieu made of individuals, may encourage or even drive mediocrity. You need first and foremost people who value working to the best of their ability, being agile and willing to cooperate and communicate effectively under conditions of mutual trust, to achieve a common goal.
Agility is about both creating the change and adapting to changes. An individual’s agility is a fundamental digital capability block through which she or he can further build more advanced professional capabilities and better fit in the digital dynamic we live in. There needs to be broad management support for Agile talent management and an understanding that it means empowering staff to be creative and adaptive. This is not always an easy transition for an organization but being agile is the right way to go, and agility is a high professional quality.
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The Creative Society

The Creative Society | Creating new possibilities | Scoop.it

Via The Digital Rocking Chair
Sushma Sharma's insight:

 

Simon Staffans:  "There are trends in today’s world, and there are things that could be better described as mega-trends. One of them is – building on things I’ve discussed in posts on this blog over the past few weeks, months and years – the notion of a creative society."

 

DRC:  The latest blog post in Simon Staffan's excellent series on storytelling for an evolving audience ....

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Marc Wachtfogel, PhD's curator insight, March 27, 7:37 AM

 

Simon Staffans:  "There are trends in today’s world, and there are things that could be better described as mega-trends. One of them is – building on things I’ve discussed in posts on this blog over the past few weeks, months and years – the notion of a creative society."

 

DRC:  The latest blog post in Simon Staffan's excellent series on storytelling for an evolving audience ....

massimo facchinetti's curator insight, March 27, 10:03 AM

 


 


Simon Staffans:  "There are trends in today’s world, and there are things that could be better described as mega-trends. One of them is – building on things I’ve discussed in posts on this blog over the past few weeks, months and years – the notion of a creative society."


 


 


 


DRC:  The latest blog post in Simon Staffan's excellent series on storytelling for an evolving audience ....

blaucloud's curator insight, March 30, 12:30 PM

 

Simon Staffans:  "There are trends in today’s world, and there are things that could be better described as mega-trends. One of them is – building on things I’ve discussed in posts on this blog over the past few weeks, months and years – the notion of a creative society."

 

DRC:  The latest blog post in Simon Staffan's excellent series on storytelling for an evolving audience ....

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Four Emotional Drivers for Employee Engagement

Four Emotional Drivers for Employee Engagement | Creating new possibilities | Scoop.it

Via Daniel Watson, Carol Sherriff
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Carol Sherriff's curator insight, September 7, 2013 11:36 AM

I like the simplicity of the model suggested - prompts thought - but on reflection it is to simplistic. People are differently motivated within each of the four headings. I tend to use Archetypes or NLP frames of reference when working with a group on motivation/

Bryce Wettstein's curator insight, September 9, 2013 12:08 AM

"Management is the opportunity to help people become better people. Practiced that way, it's a magnificent profession." - Professor Clay Christensen

 

I think this quote is an excellent supplement to the article. The article talks about four different emotional drivers that motivate employees, and how their morale affects their overall performance. If a manager is able to satisfy these emotional drivers, it develops positive employee engagement in the workplace.

 

This is a great example of the behavioral approach to management, which stresses group dynamic and leadership, social needs as primary motivating factors, and focuses more on the human side of an organization.

Terence R. Egan's curator insight, July 5, 2014 9:32 PM


Now, how can the principles of Behavioral Economics be employed in the workplace in order to optimize the attainment of the four emotional drivers?

 

For example, studies have shown that sharing unique, or even risky activities can considerably enhance bonding and teamwork. This has been shown to be true whether between lovers (or prospective lovers), colleagues, or both (although that last one is purely my own speculation!).

 

How can Behavioral Economics inform us on the attainment of the other three emotional drivers?   

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The Influence Landscape: The Evolving Power of Shapers & Influencers

The Influence Landscape: The Evolving Power of Shapers & Influencers | Creating new possibilities | Scoop.it

Even as recently as twenty or thirty years ago, the people with influence were relatively easy to spot: the President or Prime Minister of a nation, religious leaders, CEOs, and probably your parents.

 

Their influence was based on a combination of position, experience, knowledge, wealth – and most importantly control of the channels of communication to the “people,” for to have power influence must be spread.

 

No longer – the influence landscape has already shifted dramatically and will continue to evolve.


Via Kenneth Mikkelsen, Carol Sherriff
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Annemarijs's curator insight, October 18, 2013 11:06 AM

Wie heeft de macht in deze groeiende netwerksamenleving? Zij die de meeste invloed uitoefenen, maar zijn dat nog dezelfde die dat vanuit hun functie of geboorterecht altijd gehad hebben?

Alex Watson's curator insight, October 18, 2013 11:39 AM

Interesting read.

Tom Hood's curator insight, October 19, 2013 11:29 AM

Great visual of the modern leader and to quote Jim Collins,m"we are moving from organizations well managed to networks well led." Essentially, the leaders of today will be more like association executives than command and control CEOs of the past. What do you think about this?