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The Fundamental Problem in Management « Innovation Leadership Network

The Fundamental Problem in Management « Innovation Leadership Network | digitalNow | Scoop.it

The problem with requiring certainty is that when you do, you fail to act. If you have to know in advance whether or not your innovation will succeed, you won’t innovate. If you have to know in advance whether or not your co-workers will perform, you won’t delegate. If you have to know in advance whether or not your idea will be accepted, you won’t put it forward.

All of the bad aspects of bureaucracy come from trying to build systems that provide certainty in a world that is by its very nature uncertain.

The more businesses I work in and talk with, the more convinced I become that the single most important management skill to develop is a tolerance for ambiguity.

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Exploring leadership, management, innovation, and technology issues and trends; impacting associations & non-profit organizations in the digital age.
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Data Never Sleeps 2.0 | Domo

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how much data is created by common web services every minute. Since the internet landscape changes so quickly, we thought it would be interesting to revisit the topic and see what’s changed, through the same ‘one minute’ lens.

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What Motivates Teachers?

What Motivates Teachers? | digitalNow | Scoop.it
Teachers overwhelmingly report that they love their jobs, but hate their workplaces. Teachers weigh in on why they love the classroom and how things could change to make their lives easier.
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Of all the professions we studied in the U.S., teachers are the least likely to say that their opinions count and the least likely to say that their supervisor creates an open and sharing environment,”

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New Studying the Long Term Effects of Online Education

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Would you rather have 20/20 vision, better hearing than a dog or twice the amount of nerve endings in your fingers? The answer could be telling into your learning world. Neil Fleming, an experienced New Zealand teacher, started a system to better suit the preferences of students based on neuro-linguistic programming that is widely used in schools today. Fleming divided learners into three types: visual learners, auditory learners and tactile/kinesthetic learners. That 5th grader who can remember the page numbers of test questions: visual learner. The sophomore who checks out audio books instead of paperbacks: auditory learner. How about the middle schooler who’s boss in a science lab or shop class: tactile all the way. When it comes to your own personal learning style, you might already have a hunch but we’ve designed this quiz to help determine what fits you best. Don’t be surprised if you can relate to pieces of all three; it’s not uncommon to have a mix of preferences. With this knowledge under your belt, you can conquer the world! Well, you might not conquer the world (right away) but you might be able to study for that history exam in record time.

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The Difference Between Great Leaders And Posers

This may sound harsh, but the truth often is... I've witnessed far too many people in positions of leadership that wouldn't recognize an opportunity if it hit them squarely in the face. If you cannot recognize, attract, and acquire opportunity you should not be in a leadership position. Just this week [...]
Don Dea's insight:

 The following list contains 5 suggestions for how to spot and evaluate opportunity:

  1. Alignment: The opportunity should be in alignment with the overall values, vision and mission of the enterprise. Any new opportunity being evaluated should preferably add value to the core, but if not, it should show a significant enough return on investment to justify the dilutive effect of not keeping the main thing the main thing. The core should be used to align, but not necessarily to exclude.
  2. Advantage: No advantage equals no opportunity. If the opportunity doesn’t provide a unique competitive advantage it should at least fill a void bringing you closer to an even playing field. Be careful however not to fall into the trap of “me too” innovation – don’t copy; create. Instead of leveling the field, think about tilting the field to your advantage, and where possible, the creation of a new field altogether.
  3. Assessment: Is the opportunity affordable, feasible, adoptable, and most importantly, is it actionable? An opportunity which cannot be implemented isn’t really an opportunity – it will likely be just another very costly distraction. Conduct your diligence before you pull the trigger, not afterwards. A ready – fire – aim approach to opportunity management usually fails to hit the target. That said, don’t be guilty of moving to slowly. Be decisive; cautious yes – hesitant no.
  4. Accountability:  Keep in mind great ideas are not always the same thing as great opportunities. Ideas don’t always have a corresponding vision, nor do they always contain a framework of accountability which helps to ensure a certainty of execution. For opportunities to become reality they must be viewed through the lenses of organizational awareness and personal responsibility. Any new opportunity being considered should contain accountability provisions. Every task should be assigned and managed according to a plan and in the light of day. Any opportunity being adopted must be measurable. Deliverables, benchmarks, deadlines, and success metrics must be incorporated into the plan. The opportunity must be detailed and deliverable on a schedule – it needs to have a beginning, middle and end. Any opportunity not subjected to sound principles of leadership will likely fail.
  5. Achievement: Opportunities are great, but achievements are better. If any of the four items above are missing the outcome will be unrealized opportunity, or opportunity squandered and lost. The smart game is not played for what could have been, or should have been, but for what was achieved.

The proverbial window closes on every opportunity at some point in time. As you approach each day I would challenge you to consistently evaluate the landscape and seize the opportunities that come your way. Better to be the one who catches the fish than the one who tells the story of the big one who got away

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change - Proud2Know

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Sarah Lewis inspires us to see that near wins will get you so much more focussed. Perhaps we could pursue more to value the near wins we have to master providing further excellence. Mastery is constantly closing the gap between where you are and where you want to be. Coming close to what you’ve wanted can get you to heights you never thought possible.

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Learning Theory - What are the established learning theories?

Learning Theory - What are the established learning theories? | digitalNow | Scoop.it
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Dewey, Millwood, Holt...

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Visual Storytelling: Where We Are & Where We’re Headed in 2014

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This presentation was given by PR Newswire Global Director of Emerging Media, Michael Pranikoff on Dec. 12, 2013 at the BDI Visual Social Communications Leader…

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Are You Coachable?

Are You Coachable? | digitalNow | Scoop.it
A proverb says that only stupid men learn from experience. Wise men learn from other people’s experience. The education I received sitting at Mobley’s feet was priceless, but it would never have happened if I had not been coachable.
Don Dea's insight:

Coachable people all share five distinct character traits.

The first trait is humility. Humility teaches that there are things we need to do that we cannot do on our own. Only humility can teach us that the most important things we need to learn require fundamental changes in our behavior and outlook. Humility itself, for example, can’t be attained by reading a book or taking a class. Humility requires a change of heart rather than a change of mind. Working with Mobley was a humbling experience, and if humility was the only thing I learned it was more than enough.

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Mobile Ads Actually Do Work - Especially In Apps

Mobile Ads Actually Do Work - Especially In Apps | digitalNow | Scoop.it
Even as mobile ad revenues skyrocket at sites such as Facebook and Twitter, the little banners still don't work as well as they could--or so goes the widespread perception. But a new study out this morning from the mobile ad serving and tracking firm Medialets indicates that they work better than many advertisers thought.
Don Dea's insight:

More specifically, here’s a sampling of what Medialets found from analyzing some 300 billion data points from mobile ad campaigns:

* Ads on apps get much higher click-throughs than ads on the mobile Web: 0.58% on apps vs. only 0.23% on the mobile Web.

* Travel and entertainment ads do especially well, getting about a 60% higher click-through rate than ads for retail, automotive, and other categories. That’s probably no surprise, given that people are using at least smartphones on the go.

* Most people won’t watch a video ad to the end. More than 80% will watch at least the first three-quarters of a video ad, but only a third will finish it. So the main message or call to action better come first, not last.

* Automated advertising known in the biz as programmatic, now the rage in ads on computers, is coming to mobile fast. Ad impressions from mobile ad exchanges and so-called demand-side platforms that arrange real-time placement of ads are growing as much as 500% in the second quarter from the first quarter.

* But ads run by exchanges and DSPs aren’t always the most effective. Click-through rates on ads placed directly by publishers and ad networks are 0.47% and 0.6% respectively, while DSP ads only get 0.3% and exchanges just 0.11%.

* Clicks aren’t everything. That’s no news to advertisers, but Medialets’ launch this year of a product called Servo Total Attribution helps advertisers track, or attribute, the impact of ads that are seen but not clicked. Using that data, Medialets says, the rate at which ads prompt people to view a Web page rises 288%, while the rate for app downloads rises 162% and the rate for purchases rises 157%.

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The Red Hot Market for Learning Technology Platforms

The corporate learning management systems market is red hot. Why and where?
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The LMS of the future is also coming along. New LMS vendors are now starting to build adaptive systems which run on mobile devices, they are now adding features for intelligent recommendations using Big Data analytics, they have new tools that embed learning right into your workflow, and they are starting to implement a new software interface called the Tin-Can API.

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Can Creativity Be Taught?

Can Creativity Be Taught? | digitalNow | Scoop.it
Have you ever been... "blindsided by a strategic decision that emerges from a completely unanticipated direction."
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Make friends with frustration; if you are not occasionally frustrated, even angered, by a teacher or learning environment that seems bent on nothing more than highlighting your limitations, you are probably wasting your time. The politically correct notion that no one should feel “uncomfortable” has no place here. Instead resist the temptation to build a case through appeals to what is “fair” when the going gets tough and you’re feeling sorry for yourself. What is fair is what is possible.  Creativity requires treating the impossible as possible.

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The Power of Knowledge Sharing

The Power of Knowledge Sharing | digitalNow | Scoop.it
Knowledge management systems help connect workers to knowledge and other people regardless of physical distance. They are wide-ranging and...
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We found that KM system use helped the career progression of junior and mid-level consultants. In particular, those junior and mid-level consultants who used social information from the KM system were promoted more quickly because they were able to build a network and connect to key people in the firm.  As such, a better sense of the social landscape was more likely to be established by these individuals with several benefits. Firstly, the KM system, because of its neutrality, allowed younger consultants to connect to the right people without being influenced by other colleagues’ opinions of these key people.  They also had access to experts they would otherwise find difficult to approach.  For those in mid-level positions, where networks may already be established, the KM system facilitated their move away from the “lovable fool” within the organisation – someone who is liked and easily approachable but not necessarily the best person to go to for information - and instead gave them access to the best source of information.
Read more at http://knowledge.insead.edu/organisational-behaviour/the-power-of-knowledge-sharing-3496#kK6QOD9soiRfxcAR.99

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Are You Inside-Out or Outside-In?

Are You Inside-Out or Outside-In? | digitalNow | Scoop.it
“Look at Steve Jobs, he didn’t ask the customer. It’s no use, people don’t know what they want.”
...
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There are two simple questions you could ask yourself to evaluate whether you and your organisation lean more towards an Inside-Out approach or an Outside-In approach:

  1. Do you know which your targeted customer segments are, what needs and behaviours they have, how to best solve their relevant problems and what kind of value you provide them? 
  2. Is there a strong fit between your target segments’ needs, your value proposition, your overall business model, internal processes and a customer-oriented organisational culture, with focus on creating value for your customers? And do you feel that it is a fundamental necessity of running a successful business?


Read more at http://knowledge.insead.edu/blog/insead-blog/business-strategy-are-you-inside-out-or-outside-in-3515#TxLcbWL5m55mYUkh.99

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Smart, Affordable Education is the Crux of the Global Massive Open Online Courses Market: TechNavio Report

Smart, Affordable Education is the Crux of the Global Massive Open Online Courses Market: TechNavio Report | digitalNow | Scoop.it
The Global MOOCs Market is expected to record a CAGR of 56.61 percent from 2013-2018, according to a new TechNavio report.
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High cost leading students to turn to Online Learning

Extended and wide-reaching internet connectivity, escalating expenses of higher education, and the cumulative demand for highly trained workers have created a perfect storm for MOOCs worldwide, leading to a big increase in their popularity.

“In the US, the cost of a 4-year program from a public college has increased by more than 70 percent since 2000, while the average earnings of full-time workers with a bachelor's degree has declined by approximately 15 percent over the same period,” says Faisal Ghaus, Vice President of TechNavio.

“Under such circumstances, MOOCs have gained increasing popularity since their inception in 2008.”

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Social Media Facts, Figures and Stats

Social Media Facts, Figures and Stats | digitalNow | Scoop.it
Keeping up with these social media facts and figures is imperative to keep your business strategies fresh and relevant.
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  • 75 percent of the engagement on a Facebook post happens in the first 5 hours.
  • 23 percent of teens consider Instagram as their favourite social network.
  • More than two users sign up for LinkedIn every second.
  • 53 percent of interaction between Google+ user and a brand is positive.
  • 44 percent of users on Twitter have never sent a tweet.
  • 84 percent of women and 50% of men stay active on Pinterest.
  • 40 percent of YouTube traffic comes from mobile.
  • Number of snaps sent per day on SnapChat is 400 million.
  • Weekends are the most popular time to share Vines.
  • Blogs generate 67 percent more leads for B2B marketers.
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the ‘Average’ U.S. Facebook User

the ‘Average’ U.S. Facebook User | digitalNow | Scoop.it
There is no such thing as the average Facebook user, but play along with us: Fialkov Digital used Facebook’s audience insights to paint a picture of Facebook users in the U.S.
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  • Female (54 percent).
  • 25 through 34 (24 percent of women, 28 percent of men).
  • Married (46 percent).
  • College-educated (63 percent).
  • Renting their home (72 percent).
  • Household income of $50,000 to $75,000 per year (29 percent).
  • Living alone (27 percent).
  • Home market value of $100,000 to $250,000 (46 percent).
  • Using some kind of cards to make purchases (94 percent), usually bank cards (88 percent).
  • Working in a sales job (17 percent).
  • Accessing Facebook via desktop and mobile in the past 30 days (55 percent), with computers (34 percent) representing the most-used devices.
  • Liked 18 pages in their lifetimes.
  • Liked retailers’ pages, specifically Walmart‘s.
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Megatrends for Sales

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Massive changes in technology, demographics, customer behavior, and business economics are forcing big changes on sales organizations. Sales leaders need a cle…

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Deloitte technology media telecommunications predictions 2014

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objective is to identify critical inflection points we believe should inform industry strategic thinking, and to explain how we think these will manifest over the next 12-18 months.

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9 Minutes a Day is the Magic Number for Better Personal Branding

9 Minutes a Day is the Magic Number for Better Personal Branding | digitalNow | Scoop.it
Professionals know it's important to promote yourself to step up the corporate ladder. But if you think you don't have the time for that, think again. Personal branding expert William Arruda says all you need is nine minutes every day.
Don Dea's insight:
  1. Update your LinkedIn status, letting your contacts know what you are up to or what your opinion is on a timely topic.
  2. Reach out to a former colleague or manager to reinforce your connection.
  3. Discover your brand color. Then use it in your personal communications, your email signature and your online profiles.
  4. Ask for feedback, recommendations and endorsements from managers, clients and other colleagues.
  5. Research thought-leaders
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Surge pricing is the next wave of digital ordering

Airlines and hotels have been surge pricing for years. But other than a "market price" for fresh fish or other rare commodities, the restaurant industry has largely stayed away. All this could soon change as mobile ordering gains momentum.
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Airlines and hotels have been surge pricing for years. But other than a “market price” for fresh fish or other rare commodities, the restaurant industry has largely stayed away. All this could soon change as mobile ordering gains momentum. Uber raises pricing on the fly based on real-time data gathered via mobile devices, the primary source for ride requests. Digital ordering for restaurants allows a similar opportunity by enabling fluid pricing. If, for example, a concert lets out at Madison Square Garden, Uber might charge higher rates to encourage drivers to come to the area. The local burger shop might also experience a flood of mobile orders. Algorithms via mobile device data could calculate that demand and create real-time price increases for the restaurant, while direct connections to POS systems allow changes in price to be displayed across the digital ordering interface — website, mobile app or in-store kiosk. Moreover, all this can be accomplished without human intervention and in real time.

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The Perils Of Workforce Complacency

By Cindy Wahler Complacency can be the toxic undercurrent of your organization. If you are the top dog in your field you run the risk of being fat and lazy. You assume you have all the answers and you quickly take your eye off the ball. Don’t forget, your competitors who [...]
Don Dea's insight:

Leaders start to transition from eager participants to observers  After all they argue they worked hard to get here and it is now time to reap the rewards.  We see this in sports all the time. Teams and individual athletes start to take their top seed positions for granted. They take a bit of a break from their ever so strict regime.  Get a little soft around the belly, trading down for bad foods, letting up on their grueling workout, and worst of all change their headspace.  Their superior technical skills are still there but their physical and psychological mindset has shifted. This will cost them every time.

A similar pattern emerges within employee ranks. Leaders bask in all the positive press. Before you know it, there is a paradigm shift. They transition psychologically from a sense of earning this position in the marketplace to one of arrogance.  Employees forget that what it takes to sustain this position is not past achievements. That’s now history. Oh sure take a few pages from your last playbook.  However, now you need a new playbook.  If you don’t, you may become Kodak, RIM, Compaq. Remember all those great companies?

Leaders have a responsibility to continue to promote new talent. Rising stars have an appetite to make their mark. They see new opportunities.  An organization must foster a culture that rewards and champions change and gives a platform for a new direction or a different kind of capital investment.

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The Future Could Work, if We Let It

The Future Could Work, if We Let It | digitalNow | Scoop.it
A book offers an optimistic view of the effects of technology, but its arguments have one big blind spot: human behavior.
Don Dea's insight:

Their predictions for the future of automobile transportation offer a telling example of this point. Mr. Rogers, a consultant for McKinsey who also did a stint at the federal Energy Department, and Mr. Heck, a former McKinsey consultant who is now a professor at Stanford, say that sectors of the economy that are most ripe for reinvention are those that are now extremely inefficient. Automobile transportation is near the top of the list.

The numbers are damning. After housing, cars are the second-most-expensive goods most Americans buy. Yet most of us buy vehicles just to park them; on average, cars are moving during just 5 percent of their lives. When we do drive our cars, we often do so alone. Worse, most of the energy in our gas tanks is being wasted by the inefficient internal combustion engine.

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This is Uber's playbook for sabotaging Lyft

This is Uber's playbook for sabotaging Lyft | digitalNow | Scoop.it
Uber is arming teams of independent contractors with burner phones and credit cards as part of its sophisticated effort to undermine Lyft and other competitors. Interviews with current and former...
Don Dea's insight:

As their plans evolved, Uber realized the likelihood that Lyft drivers would be recruited multiple times by its team members and alert Lyft about the street team’s existence. The solution: a private group on the messaging app GroupMe where members of the street team could post Lyft driver profiles. That way, Uber contractors could make sure their Lyft driver had not already been pitched. "You guys will run into drivers you have already got in cars with," a Los Angeles-based marketing manager emailed the team. "Post the driver profiles in groupme when you request so people are aware."

In messages to the contractors, Uber’s marketing managers are full of good cheer. "Hello my lovely Sloggers!" begins one note, which gives instructions for filling out some paperwork. Once that’s out of the way, she writes, "then it’s all the little Lyfts your hearts desire." She ends her sentence with the hashtag #shavethestache, a reference to the big pink mustaches Lyft drivers affix to their vehicles’ grilles.

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Recruiters put premium on communication skills

Recruiters put premium on communication skills | digitalNow | Scoop.it
As companies flatten corporate hierarchies, even young leaders must be able to convey their ideas clearly and concisely
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Today’s companies have moved from a command-and-control decision-making style to a flatter corporate hierarchy, with team leaders at every level expected to share information with peers across the organization. Moreover, an increasingly diverse work force requires clear language to convey key ideas with accuracy and nuance.

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It’s all About: Trust, Honesty, and Transparency

Company cultures, the good, the bad, and – well in the interest of being nice we’ll leave it at that – have been the focus at Great Place to Work® for the last 25 years, since Robert Levering and M...
Don Dea's insight:

Considering all the research and data that surround the term “company culture” today, Software Advice surveyed 886 U.S. adults to learn how they define company culture, and to better understand what culture means to the group it impacts the most: employees and job seekers. What did they discover? Most survey takers described “company culture” as a value, belief, or habit of employees that worked at an organization, or the overall feeling of the environment at that company. The majority of respondents listed their ideal company culture as “casual or relaxed” followed by “family oriented,” “fun,” “friendly,” and “honest and transparent.” However, when asked which of these five attributes would most likely convince them to apply at company, respondents stated that “honesty and transparency” would be the biggest influencer.

So while “casual/relaxed” and “fun” ranked over honesty as the most common definition of an ideal company culture, the fact that “honesty and transparency” are the bigger influencers on whether a prospective candidate actually applies at a company highlights what we’ve known about company cultures all along… that trust and values matter most.

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