In the 1980s we were told that profit was king. The whole economy was restructured to put this focus before all else, on the basis that if we did that right then everything else would follow. But the reality is very different. Profit itself follows from putting a sense of wider purpose first, and from looking after people in the way that such a purpose ensures.
Agile becomes mainstream software management philosophy and methodology, however, most of organizations are at the stage of doing Agile, not being agile, doing agile is a set of activities; but being agile is the state of mind, the ongoing capability and the culture adaptability. To dig through, why is being agile so hard?
"Agile is a silver mirror, not a silver bullet": You have to do continuous reflection.
It’s not you, it’s your company. Management Innovation eXchange founders Gary Hamel and Michele Zanini believe that continuous improvement requires the creation of change platforms, rather than change programs ordained and implemented from the top. A McKinsey & Company article.
The average lifespan of a company listed in the S&P 500 has shrunk by more than 50 years in the last century, from 67 years in the 1920s to 15 years today, according to Yale professor Richard Foster. Today's rate of change "is at a faster pace than ever," he says. Foster predicts that by 2020, more than three-fourths of the S&P 500 will be companies we don't know about today.
One of the greatest challenges that business leaders and, by extension, their enterprises face is the ability to quickly respond to this constantly accelerating market change and to act as the catalyst of organizational adaptation.
Agility, by definition, is an enterprise's response to change and challenges driven by macro- and micro-economic conditions.
The challenges are well known: women in business continue to face a formidable gender gap for senior-leadership positions.1 Moreover, there are fewer and fewer women at each step along the path to the C-suite, although they represent a majority of entry-level employees at Fortune 500 companies and outnumber men in college-graduation rates.2 Increasingly, the barriers too are well known: a mix of cultural factors, ingrained mind-sets, and stubborn forms of behavior, including a tendency to tap a much narrower band of women leaders than is possible given the available talent pool.
Simon Gregory is Director of the Group for Research and Intervention on Attentive Presence (GRIPA) in addition to being white industrial-organizational psychologist and professor at the University of Quebec in Montreal. His research based interventions around Focuses on mindfulness and Its effects on psychological health. To learn more about Promising Approaches thesis, we Abebooks web sites the expert on the effects of meditation in the workplace. Interview on mindfulness and Its benefits. First, what mindfulness? It Is To Be attentive and vigilant with regard to what is happening around us, goal aussi Within Ourselves, and to observe all that good special way, That is to say, with curiosity, openness and kindness. In general, this state of consciousness we are not very familiar, Because we are often "autopilot" mode, without really being white aware of our thoughts, how we feel, our emotions, our automatic Behaviors Often ... We look outward Because We deliverables and deadlines to meet. Equally important goal it is to turn our gaze inward, Especially in business context, and Pay Attention to the sensations, emotions, thoughts within US or the bumps of Behaviors Abebooks web put forward. Will There a différence entre mindfulness, mindfulness and mindfulness? No, They Are synonyms. The term "mindfulness" is the MOST common, aim the term "mindfulness" is The Most Strategic GRIPA for us. Not only this translation Does justice to the term "mindfulness," goal aussi we found it better business assists versus "mindfulness." Mindfulness: has a more esoteric connotation while mindfulness is better received Because more concrete. How she mindfulness of the concept emerge? The attentive presence Existed for over 2500 years. Imbued with Buddhist tradition is this notion Obviously, goal mindfulness and contemplation sont également share of Some Western philosophical and psychological traditions. The concept is not new completely Call. HOWEVER, what is new since the 1980s, is the ownership of the Buddhist tradition by modern science. There is a definite excitement in the scientific community for mindfulness. Researchers-have Begun to address the Effectiveness of meditation on clinical populations. Then, in the 2000s, They expanded the search field to --other settings, Such As schools and organisms. It shoulds ce jour restera une que la context of this research is secular, That is to say, completely free of religious connotations. In your opinion, why is it significant to make room for Approaches based on mindfulness in organisms? In organisms, Sometimes I Feel That Is Compared to a plant employee. It is ASSUMED That if this plant enough nutrients HAS, sun, water and vitamins, It Will grow and flourish. Similarly, if the employee HAS autonomy of decision latitude year and recognition, he Will Be Happy and Will flourish. In general, I agree with That metaphor. Several evidence shows aussi que la environment plays a key role in employee health. HOWEVER, I am Convinced That this metaphor is incomplete. I think our share of stress, our dissatisfaction and Even our distress and our bread comes from what we do with the stressors in our environment and how They Are Interpreted. For example, we now know That a significant portion of our stress comes from the fact Abebooks web are literally caught in our heads: we are worried over what is coming, we feel regret over the Abebooks web did it ever returns all we-have to do. .. All that mental activity is exhausting. We are Prisoners of the past or the future, and it is very rare Abebooks web're really in the moment. We live in a Time When The workload is heavy, the pressure is on and the pace is frantic. We can act on the environment (change the organization of work, for example), you can order aussi equip employed to create mental Some space. In GRIPA, we invite workers to slow down, to find work and Their Meaning in to stake further Top advancement injustement than reactive show or act through automation. We also urge you to suit les entre Their consistency and equity gains. What are the benefits of interventions based on mindfulness in an organizational environment? There's a lot of research on the Approaches based on mindfulness. The results show That There are Many beneficial effects on the psychological health of employed: Reducing the level of stress, anxiety and fatigue, as well as a Higher Level of priority management. Implement interventions based on mindfulness Can Be beneficial for employed 'psychological health. Some studies aussi-have shown meditation That Could Increase the level of empathy, listening and compassion Among leaders. The data is still fragmentary, They Are Promising goal. In GRIPA, we aussi Would like to explore the hypothesis That meditation Promotes creativity, innovation and divergent thinking. What we must remember Is That thesis Approaches (of mindfulness) can make a difference and are very easy to integrate Into Business. How Could companies integrate thesis Approaches? There are Different Ways to Implement initiatives thesis based on mindfulness. Companies can Develop more Targeted interventions, as Was the case in our study in call centers using audio version meditation capsules directly to the employee workstation. There are aussi formal programs for managers to Implement suit les and a meditation approach in management practices. In GRIPA, we ares currently Evaluating the Effectiveness of a program designed to Promote health and well-being of employed. Simple Measures Can Be Implemented. For example, one way to integrate mindfulness in the workplace is to take a Few Minutes to "settle" before a meeting. The goal is to be cool and calm for the meeting, qui est Often not the case Because We usually behind the stress of the carried out tasks --other in the day. More Generally, it is possible, to encourage employed to take breaks. The optimum concentration is not possible, for eight hours away, so it is beneficial to take short breaks to stretch, walk, talk or eat with colleagues ... In short, do not Involve thesis paradigmatic exchange initiatives. Rather, it is easy to Implement qui adjustments' in the long term, and help cleanse the workplace suit les good and healthy work clothes. Can companies Implement initiatives based on mindfulness to Improve the productivity of Their employed? Instrumentalize thesis Approaches a trap to me. We must not lose sight of the goal of mindfulness is the well-being: better self-knowledge, more understanding, calmness, clarity, distance, lucidity ... If, in the end, People are more efficient, great. This goal is not the intention behind thesis interventions. In companies, I am Often Abebooks web sites to add performance indicators and performance studies I Realized. Goal again, this is not the first goal. One must Be Careful When presenting thesis Approaches. It shoulds not exploit em so That They Become Reviews another management strategy Among Others avocation at Ensuring That workers are more productive and efficient. What are the prospects of research on interventions based on mindfulness? JI-have the feeling That There Was a strong media interest Currently in thesis Approaches, goal I think the attraction Will Decrease. HOWEVER, I believe que la Will continue scientific interest. In GRIPA, we want to start using smart real-time applications to obtenir data with better ecological validity. We also want to use physiological Measures (Such as cortisol) to better Understand the impact of These interventions on stress. My wish Is That organisms make more room for Such interventions in the future. As we live in a time of emergency and instantaneity, our relationship to time Appears to me unhealthy. For employed and organisms, we Would Have much to gain by just slow down a little, and take the time being white injustement than doing ... Thanks for the Explanations and good luck in the rest of your research.
Until I set up a small organisation, my experience of managing change had been within large public sector organisations where it often felt like a massive task to work through, planning and implementing best practice and nurturing the right kind of response and flexibility to bring about transformation.
Now, leading a small organisation, I can see how much better they are to react and adapt to the need for change and provided, as the head of the organisation, I play to my own strengths and those of my team, change can happen quickly and with success.
There are a number of practices I’ve found that really help me to make changes within the organisation.
Expecting resistance to change and planning for it from the start of your change management progamme will allow you to effectively manage objections. Understanding the most common reasons people object to change gives you the opportunity to plan your change strategy.
You want to work for a great boss — someone you can respect and learn from. But what if your manager isn’t good at his job? What if you’re more competent or have greater skills? Should you be raising a ruckus or keeping your head down? And how do you get what you need without making your boss look bad?
Can an organisation really be designed? Do people really work that way? Should it not just evolve? Does it apply to highly paid knowledge workers? Should people not just work it out?
There are many who criticise rational design. That believe it either just can’t be done or shouldn’t be. That there is another way and by implication that other way is mutually exclusive to the rational design approach.
I have a huge amount time for this view. Having done my best to understand Economics, I know just how poor ‘we’ are at understanding it. That our tools are so blunt, they are almost useless. Einstein famously wrote on his blackboard at Princeton that:“Not everything that counts can be counted, and not everything that can be counted counts.”It is with this in mind that we preach several core principles in doing effective Micro design:
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