Governance and Leadership
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Creativity Is Like a Slot Machine

Creativity Is Like a Slot Machine | Governance and Leadership | Scoop.it
"To invent, you have to take the odd and the strange combination of the years of knowledge and experience."

In How to Think Like a Great

Via Sandeep Gautam
Barbara Lond's insight:

Hm, true.  Do people in the UK really like strange?  People are so fearful.

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Sandeep Gautam's curator insight, January 11, 2013 6:40 AM

its combinotariol, but not all patterns/ comibntaions are a jackpot!

Governance and Leadership
Research, news, insights, opinions about governance and leadership
Curated by Barbara Lond
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https://www.ashridge.org.ukNew research shows mindfulness has a powerful impact on leadership capability

Just 10 minutes of mindfulness practice a day can have a significant impact on leader’s ability to be more resilient, collaborative and equipped to lead in complex times.
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Developing Your Critical Thinking Leadership Skills | How To Be A Leader | Leadership And Management | Leadership Skills | Leadership Development | International Institute of Directors and Managers...

By taking responsibility for your own leadership critical thinking processes, you are taking action to analyse and adapt your approach to decision-making and problem-solving. You put yourself - and your company - in a much stronger position to lead and succeed in the "new normal" business world. | How To Be A Leader | Leadership And Management | Leadership Skills | Leadership Development | Leader Training | Management Skill | Executive Leadership | Leadership Skill | Leader Development | International Institute of Directors and Managers | IIDM
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How NASA Uses Telemedicine to Care for Astronauts in Space

How NASA Uses Telemedicine to Care for Astronauts in Space | Governance and Leadership | Scoop.it
Exploring new frontiers in health care.
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The psychology of leadership

The psychology of leadership | Governance and Leadership | Scoop.it
Barbara Lond's insight:
Interesting comment, not the view of Sir Richard Branson I have to say. But I would wholeheartedly agree with the recommendation of talking therapies and performance coaching. One very important key leadership skill is self-awareness. This can only be achieved from these interventions. Personal consulting is a hybrid of coaching and counselling and my personal view is that high skill is required, the most important of which is 'presence'. I see a lot of profiles asserting they do 'coaching' and 'consulting'. In my personal view this sounds like a desperate attempt to get consulting work by getting close to the leader. It seems almost predatory, in a way. Any talking therapy/coaching/personal consulting (the hybrid model) should be all about the coachee/client - not whether extra work can be obtained. I find the whole idea inappropriate. Which leads me to say on that note I'm doing some research on the experience of coaches and experiencetexperiences of coaching
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Emotionally Intelligent Leaders Make Reducing Workplace Stress a Priority

Emotionally Intelligent Leaders Make Reducing Workplace Stress a Priority | Governance and Leadership | Scoop.it
Leaders are wise to pay attention to how their team bears up to the demands of the job. Different people respond and cope differently to stress.
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What Leaders Can Do to Reduce Employee Stress

What Leaders Can Do to Reduce Employee Stress | Governance and Leadership | Scoop.it
Your responsibility as a leader is to look after your team and make their work environment as stress free as possible. Find out how.
Barbara Lond's insight:
Stress at work will be taken into people's homes. It's important and surely makes good business for leaders to understand the extent of stress in their organizations. There is a huge range of issues here and just about everything is important. For example starting with recruitment. The process should be designed to assess important factors for any job. Leaders should (ooh I hate that word, it's a bit preachy!) have a dashboard which pinpoints where the issues are and understand why. Then examine processes to understand what is going on there. Organization design is an ongoing process that leaders need to keep an eye on. Www.theblcgroup.co.uk
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TEDx Manchester: AI & The Future of Work

TEDx Manchester talk on artificial intelligence (AI) and how the ascent of AI and robotics impacts our future work environments. The video of the talk is now a…
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How JetBlue Is Helping to Fuel a Sustainable Future for Aviation | Sustainable Brands

How JetBlue Is Helping to Fuel a Sustainable Future for Aviation | Sustainable Brands | Governance and Leadership | Scoop.it
With 925 flights in the skies each day, JetBlue’s fuel choices present a significant opportunity to reduce greenhouse gas emissions for the aviation industry. As head of sustainability at the airline, Sophia Mendelsohn champions its vision to reduce environmental impact – and the operational strategies required to make that happen. We caught a few minutes with her at SB’16 San Diego in June to learn more.

Via Kasia Hein-Peters
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Seven Pitfalls to Avoid During Organizational Transformation

Seven Pitfalls to Avoid During Organizational Transformation | Governance and Leadership | Scoop.it

leaders and their organizations suffer from fear of failure and practiced incumbency, especially when embarking on an ambitious change initiative.
 
The change journey is fraught with unknowns and the unexpected. Orchestrating organizational transformation in any large company is like launching a rocket into space. Much goes into preparations to be successful, but unforeseen factors like weather or wind pressure can affect the launch and flight path. A multitude of factors can misdirect the change program, resulting in delays, crashes, or becoming lost in orbit.

 


Via Kenneth Mikkelsen
Barbara Lond's insight:
I rather like this. In my experience the groundwork is not sufficiently done. I was involved in a project where 4 years into a large transformation project, there was no strategy, project office or a starting point for people coming into project.
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Gary Bamford's curator insight, May 19, 2016 2:56 AM
Sooo true!
Geoff Feldman's curator insight, May 20, 2016 10:03 AM
Organization Transformation - still need to follow the steps I learned back in the 1970!
Ante Lauc's curator insight, May 29, 2016 2:59 AM
With warm hearts and smart minds we can avoid all barriers.
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Le #BigData doit apprendre à évaluer ses impacts !

Le #BigData doit apprendre à évaluer ses impacts ! | Governance and Leadership | Scoop.it

Le Big Data doit apprendre à évaluer ses impacts !

Pour Cathy O’Neil, si les résultats sont opaques, inexplicables, cela tient beaucoup au fait que les gens sont impressionnés par les mathématiques. Ils pensent qu’ils n’ont pas l’autorité, les connaissances pour comprendre. « Notre analphabétisme en mathématique donne de l’autorité aux traitements impénétrables ». Pour les gens, les maths sont intimidants. Ils sont comme un autre langage dont on n’aurait pas les connaissances pour les comprendre. Pourtant, les mathématiciens eux-mêmes n’accepteraient pas d’utiliser des choses qu’ils ne comprendraient pas.


Via Fouad Bendris
Barbara Lond's insight:
I love the title and imagery of this, book!?
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Fouad Bendris's curator insight, July 10, 2016 4:24 AM
Le premier problème, outre la difficulté que peut représenter parfois la collecte, est de décider quelles données utiliser. Quand on utilise les données de l’évolution du cours de l’action d’Apple, parle-t-on de données en temps réel, de données quotidiennes, de données moyennes sur 10 ou 40 jours… ? Quand on parle de données, on est souvent imprécis, alors qu’il faut être précis ! Utilise-t-on les bonnes données ? Utilise-t-on de bons modèles ? Permettent-elles d’obtenir de bons retours ou de corriger les problèmes ? Rendent-elles aveugles aux externalités ?… Comme le souligne la loi de Goodhart, quand une mesure devient un enjeu, elle cesse assez souvent d’être une bonne mesure ... 
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Bad managers to blame for UK’s productivity crisis, says Bank of England’s chief economist 

Bad managers to blame for UK’s productivity crisis, says Bank of England’s chief economist  | Governance and Leadership | Scoop.it
'Bad managers stand accused of holding back economic growth in the UK by undermining productivity, preventing pay and living standards rising.'
Barbara Lond's insight:
As someone supporting a husband with plumbing-related qualifications and prior to that the construction industry generally, it's still very confusing to actually get your head around the whole training field to find the way in, keep up with changes, and funding training. Apart from that do recruiters actually value training? I think I read a statistic that 90% of employers use recruiters / the main criteria for selection to be put forward for roles is usually your current job title and how long you've had it, your name (African names not allowed), age (too old and you don't get a look in). So why go through all the hassle and costs of training? How do people change careers?
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The More Senior Your Job Title, the More You Need to Keep a Journal

The More Senior Your Job Title, the More You Need to Keep a Journal | Governance and Leadership | Scoop.it
It provides a format for structured reflection.
Barbara Lond's insight:
Of course this is quite correct because leadership is complex. Some decisions require reflection and making too quick decisions can be disastrous. Keeping a journal allows reflection and learning. Many 'tough' leaders may see keeping a journal as a kind of weakness. It's been traditionally a part of more 'feminine' endeavors - one example is the plethora of qualitative research in feminine-type areas such as education and nursing. This methodology requires much reflection. Whereas much of business research is more a quantitative.
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Asset Owners Disclosure Project

Asset Owners Disclosure Project | Governance and Leadership | Scoop.it
How has your fund rated in the 2016 Global Climate 500?
Barbara Lond's insight:
Investors are now asking for disclosure of climate change risk.
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Research: The Gender Gap in Startup Success Disappears When Women Fund Women

Research: The Gender Gap in Startup Success Disappears When Women Fund Women | Governance and Leadership | Scoop.it
An analysis of male and female tech entrepreneurs.
Barbara Lond's insight:
I found this article as I saw some research finding 87% of crowdfunding is taken up by males. My insight is that women are not trusted. My own research into women in financial services found some support that where (top) women were being considered for promotions along with a male, males were trusted over women. My insight is that men don't trust women, many start-ups are techie and most techies are male, and men I think desire power, obsessed by power. I'm going to see to what extent this is supported by any research, whether these are social constructions of power, and whether women need to use different forms of power, bearing in mind the different bases of power.
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Business leaders struggling with stress

Business leaders struggling with stress | Governance and Leadership | Scoop.it
Managing stress and emotions in the workplace is a major issue for those in senior positions
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Why civil service leaders need to take workplace stress seriously | Civil Service World

Why civil service leaders need to take workplace stress seriously | Civil Service World | Governance and Leadership | Scoop.it
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Beat stress at work - Stress, anxiety and depression - NHS Choices

Beat stress at work - Stress, anxiety and depression - NHS Choices | Governance and Leadership | Scoop.it
Learn about the effects of stress at work, what causes it, and what you can do to manage it.
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Will AI Create as Many Jobs as It Eliminates?

Will AI Create as Many Jobs as It Eliminates? | Governance and Leadership | Scoop.it
The threat that automation will eliminate a broad swath of jobs, across the world economy is now well established. As artificial intelligence (AI) systems become ever more sophisticated, another wave of job displacement will almost certainly occur. It can be a distressing picture. But here’s what we’ve been overlooking: Many new jobs will also be created — jobs that look nothing like those that exist today ... 

Via Fouad Bendris
Barbara Lond's insight:
 In my view I think it is difficult to estimate that at the moment. What I would say is the whole field of work is changing. A whole new mind set for the world is needed going forward; we almost need to completely throw away the older model and bring in a new one. For just about everything. Stereotyping and occupational segregation are mindsets of a past. AI is future and  we need a different mindset to come up with the new ideas. 
When I look at much written in business articles, Linked In, everyone still seems to be playing follow the leader. There is very little inspirational thought going on. Yet the knowledge is out there. We have a load of knowledge in the world but I don't see much of it being used in business still. 
Artificial intelligence has been around for many years and has been contained within universities rooms. So first of all, how do we get this information out into the world to be used, is one aspect.  We could probably create new industries  based around just this one. We have been saying for years we are in a knowledge society. But as mentioned above, we still seem  in a 'follow-the-leader-and-copy' society. But the 'leaders' seem to just have rather large egos  and a great need for narcissistic power. So this is not about inspiring people know helping others up the ladder. 
Great leaders will need to be fully informed of future possibilities. We still see trite proclamations about how the world should be, but with very little idea and applications to do this.
I fully believe that diversity, probably a boring subject to most, Is the key to a new world. Once we mix things up a bit, we will get something new. The same old people are still in the leadership roles  and these need to be different kinds of people. Leaders will need to be very knowledgeable and very inspirational as well as highly socially and emotionally intelligent.  People everywhere need hope and inspiration. All leaders need to express this. We need completely different ideas coming from completely different people than what we are used to.
 I think anyone predicting the future in artificial intelligence at the moment won't have the full picture. We need to pick up a creation of ideas and come up with new ones. For example, a whole new legal field will result from AI.
 What we need is to take a view of the whole world and what is needed and then create new opportunities with this new mindset. Many still have a very myopic view and cannot see beyond this to create new opportunities.

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Fouad Bendris's curator insight, March 24, 8:19 AM
Instead of eliminating human workers, AI may create new jobs requiring updated skills and training.
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Is neuropsychology the solution to workplace stress?

Is neuropsychology the solution to workplace stress? | Governance and Leadership | Scoop.it
A new book argues that research in neuropsychology can help HR tackle workplace stress by encouraging more integrated, coherent and cohesive organisations
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Critical Educational Questions for Big Data - DML Central

Critical Educational Questions for Big Data - DML Central | Governance and Leadership | Scoop.it
We need to ask questions about the nature of the “learning” being experienced by big data, or machine learning algorithms.

Via Jesús Salinas, Mark E. Deschaine, PhD
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Evolving Leadership in the Digital Age

Evolving Leadership in the Digital Age | Governance and Leadership | Scoop.it

Today leaders face added complications of rapidly changing technology, virtual working teams separated by cultural and geographical boundaries, and the difficulties of making decisions when faced with an overload of information.

 


Via Kenneth Mikkelsen
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Tanyam's curator insight, May 15, 2016 10:23 PM
Share your insight
People Power's curator insight, May 19, 2016 11:32 AM
It's not just leaders .. all of us - wake up - and don’t wait for the 'leaders' - they will follow
Dawn Hoenie's curator insight, May 12, 3:44 AM
Today leaders face added complications of rapidly changing technology, virtual working teams separated by cultural and geographical boundaries, and the difficulties of making decisions when faced with an overload of information.
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How a Flex-Time Program at MIT Improved Productivity, Resilience, and Trust

How a Flex-Time Program at MIT Improved Productivity, Resilience, and Trust | Governance and Leadership | Scoop.it

It cost nothing and it helped more work get done.

At first glance, the financial gain is negligible; it’s simply a benefit we added that did not increase our personnel budget. 

But looking deeper there are tangible bottom-line benefits to our flex-time program. For example, our employees report feeling less stressed, simply because — for some — we reduced or eliminated a grueling commute. According to Psychology Today, commuting can have a significant detrimental impact on people ;()




Via Fouad Bendris
Barbara Lond's insight:
'It cost nothing and it helped more work get done.'  This is the case with many interventions that organisations don't realise. I suspect a few issues may get whipped into a frenzy of 'get rid of him, her', etc., or 'we need to do a transformation'. Psychologists are experts in human behaviour and know how to investigate. It's a science-based discipline applied to business issues and there is a huge knowledge base that leaders are not even aware of
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Fouad Bendris's curator insight, July 1, 2016 10:57 AM
In today’s increasingly competitive hiring market, organizations need to think differently about how to attract new employees and retain existing ones. Unfortunately, many of the obvious solutions require a financial investment: increasing salaries, bonuses, medical benefits, or vacation days. And if your “competitive advantage” in hiring simply boils down to throwing money at the problem, your hires are quite possibly going to jump ship when a higher offer or benefits package is put in front of them.