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Steps for Better Storytelling

Steps for Better Storytelling | Human Capital & Business Trends | Scoop.it

Great leaders tell great stories. It’s the reason Steve Jobs sold millions of iPods by skipping the technical specifications and simply stating that one thousand songs could now fit in your pocket.


Via Kenneth Mikkelsen
Tony Brugman (Bright & Company)'s insight:

Great lessons for leaders (and everybody else) for better Storytelling. I love this one: "Show vulnerability"

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John Michel's curator insight, June 24, 2013 9:27 PM

No surprise, telling great stories takes effort. To uncover a handful of key tenets, we asked some experts for their advice on how to be better storytellers in our work lives.

Dan Kirsch's curator insight, June 25, 2013 8:57 AM

Story telling is certainly an intergral part of best practice KM implementation!

Jasmin Rez's curator insight, June 29, 2013 11:18 PM

"Great tips on becoming a better storyteller" 


Human Capital & Business Trends
Latest and relevant insights on the field of people, work and organisations.
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Are You Management Material?

Are You Management Material? | Human Capital & Business Trends | Scoop.it
Do you have what it takes to be an effective manager? Here's what 400 higher-ups told us they look for in potential leaders.
Tony Brugman (Bright & Company)'s insight:

A survey from Robert Half among execs in advertising and marketing shows that "the most important factor they consider when promoting professionals to supervisory positions [is] employees with strong motivational or leadership skills."


The blog article includes a self test to determine whether "a leadership position is right for you".

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Stop Wasting Your Employees’ Time

Stop Wasting Your Employees’ Time | Human Capital & Business Trends | Scoop.it
Smartphones are not the problem—it’s bad management that people resent.
Tony Brugman (Bright & Company)'s insight:

Interesting article by Strategy+Business on the downsides of increased flexibility and working times. Citing a 2012 study by Center for Creative Leadership on the impact of smartphones in the workplace.

 

Findings of that study were:

- Majority were "connected to work" daily for 13,5 hours or more

- 60% "appreciated the increased flexibility" and "didn't resent their smartphones"

- "What did they resent? Having to stay connected because of bad management practices, forcing them to spend business hours waiting instead of working." (Oops)

 

Quoted for truth: "Even the most hardworking employee, when overcommitted and overwhelmed, becomes a bottleneck."

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Managing the Talent Pipeline - Closing the Middle Skills Employment Gap - Accenture

Managing the Talent Pipeline - Closing the Middle Skills Employment Gap - Accenture | Human Capital & Business Trends | Scoop.it
Read Accenture reports’ on how managing the talent pipeline and closing the middle-skills employment gap is essential to competitiveness.
Tony Brugman (Bright & Company)'s insight:

Are middle-skills jobs becoming redundant? This recent Accenture report does not agree.

 

"Estimates show that almost half of all job postings today (47 percent) are for middle-skills jobs—those requiring more than a high school diploma, but less than a four-year degree.

Accenture research has found that 73 percent of employers expect to see their need for middle-skills jobs grow in the next two to three years." 

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The Leadership Power That Comes From Inexperience

The Leadership Power That Comes From Inexperience | Human Capital & Business Trends | Scoop.it
While researching her book Rookie Smarts, Wiseman studied 400 different scenarios where people were new to something or not: Taking on pieces of work, debugging a program, writing a proposal, teaching a class, etc. Her team looked at how experienced people handled tasks and compared it to people doing them for the very first time. Here's what she found:
Tony Brugman (Bright & Company)'s insight:

Good read and interesting article, appeared on Fast Company, about what management and leadership can learn from newcomers and rookies. Some takeaways:


- Experience creates a number of blind spots

- We develop scar tissue (from bad experiences)

- Ignorance can drive top performance

- Some leaders increase the capacity of everyone around them (some do the opposite)

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How Do You Rank the World’s Best CEOs?

How Do You Rank the World’s Best CEOs? | Human Capital & Business Trends | Scoop.it

How do you measure a CEO’s impact? An HBR team recently addressed that question by ranking CEOs according to the increases their companies have seen in total shareholder return and market capitalization across their whole tenures.



Via Kenneth Mikkelsen
Tony Brugman (Bright & Company)'s insight:

Wise decision by HBR to re-rank and recalculate their 'best-performing CEOs list'. This time the researchers did not only look at financial results, but also created a "non-financial performance index” (eg. workplace, citizenship, and governance). With interesting results...

 

Bonus quote:

"A great CEO’s legacy is never as one-dimensional as the ledger."

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Kenneth Mikkelsen's curator insight, February 9, 11:24 AM

The raking from HBR illustrates that social relevance must be taken into account when you measure a CEO’s impact.


Companies need to understand what value they are creating, not only for their investors, but also for their employees, customers, and society at large – and they need to know how their reputations reflect this net value creation.


Lisa McCarthy's curator insight, February 10, 12:49 PM

Companies now need to understand what value they are creating, not only for their investors, but also for their employees, customers, and society at large – and they need to know how their reputations reflect this net value creation.

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Technology Doesn’t Always Beat Labor

Technology Doesn’t Always Beat Labor | Human Capital & Business Trends | Scoop.it
How to progress without leaving workers behind
Tony Brugman (Bright & Company)'s insight:

Interesting HBR books overview by Walter Frick on the impact of technology on the Future of Work.


Frick summarizes it as follows:

"Books like these (eg. The Second Machine Age) tap into the fear many people have about technology’s role in society: that lots of wealth will be created but will be distributed very unequally. However, other commentaries paint a more optimistic picture and see opportunities to progress in the 21st century without leaving workers behind."

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Three surprising technology trends for 2015

Three surprising technology trends for 2015 | Human Capital & Business Trends | Scoop.it
The 2015 Digital IQ Survey preview picked three of these emerging technologies that have extraordinary potential, but are under the radar for many businesses: wearables, NoSQL databases, and sensors for collecting business information.
Tony Brugman (Bright & Company)'s insight:

According to PwC, many technology leaders say cybersecurity, private cloud and data mining and analysis are the most important technologies that many businesses need—but they may not distinguish you from the competition.


Interestingly, PwC focuses on three other technologies which have "extraordinary potential, despite being off the radar screen of many businesses": Enterprise wearables, NoSQL databases and Business sensors.

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Driving Business Strategy with the Internet of Things (IoT) - Accenture

Driving Business Strategy with the Internet of Things (IoT) - Accenture | Human Capital & Business Trends | Scoop.it
Annual Accenture report analyzes views of 1,400 C-suite executives focusing on the Internet of Things (IoT).
Tony Brugman (Bright & Company)'s insight:

Do organisations (and C-suite executives) capitalize on Internet of Things? According to this new Accenture report, "while the vast majority (84 percent) believe that their organizations have the capability to create new, service-based income streams using the IoT, a mere 7 percent have developed a comprehensive strategy and committed investments accordingly."


Yet, company leaders have high expectations on the outcomes of IoT. C-suite execs think IoT will result in... 

- employee productivity improvements (46%)
- asset optimization (46%)
- cost cutting (44%)

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How Optimism Strengthens Economies

How Optimism Strengthens Economies | Human Capital & Business Trends | Scoop.it
Research by Manju Puri and David Robinson at Duke University finds that optimistic people work harder, get paid more, get elected to office more often, and win at sports more regularly. They even live longer.
Tony Brugman (Bright & Company)'s insight:

Good piece on the power of happiness! (Bloomberg gives a new year resolution suggestion: "In the coming year, be of good cheer.")

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How We’ll Really Feel if Robots Take Our Jobs

How We’ll Really Feel if Robots Take Our Jobs | Human Capital & Business Trends | Scoop.it
It depends on the type of emotion associated with the gig.
Tony Brugman (Bright & Company)'s insight:

Interesting research on the effect of robot "take over" in the workplace on human emotions by Harvard Business School and Kellogg School of Management. Findings: people feel somewhat more comfortable when robots will replace jobs with more thinking required ("thinking jobs"), than when jobs involved more high-touch involved ("feeling jobs").

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What's in Store for HR in 2015?

What's in Store for HR in 2015? | Human Capital & Business Trends | Scoop.it
The principal and founder of Bersin by Deloitte shares nine predictions for how HR will redefine the workplace this year.
Tony Brugman (Bright & Company)'s insight:

Great special article in SHRM HR Magazine this month. Josh Bersin presents 9 pressing HR trends for 2015 (alongside 9 experts). He sees the following trends for the coming year:

 

1. Culture, diversity, engagement and retention will be front-burner issues

2. Performance management will continue to be redesigned

3. More companies will deal with overwhelmed employees

4. Corporate learning will be transformed and will take on more importance

5. Companies will redesign talent acquisition, leveraging network recruiting, brand reach and new technologies

6. Talent mobility and career management strategies will become necessary to compete

7. Leaders will invest in talent analytics and workforce planning

8. Companies will take advantage of new tools in HR technology

9. HR teams will get a new design and a new focus on professional development

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The Yawn Known as HR Gamification | WIRED

The Yawn Known as HR Gamification | WIRED | Human Capital & Business Trends | Scoop.it
Is it just me or have we all been talking for a long time now about how gamification is going to revolutionize HR functions? While much of the research indicates that more businesses and brands are using gamification to drive greater engagement with consumers than ever before, most folks in HR are just scratching the surface…
Tony Brugman (Bright & Company)'s insight:

HR: Stop talking. Start moving! Gamification in HR has endless possibilities: new ways of recruitment, new ways of learning and development, new ways of boosting employee engagement. Plus, it will generate lots of handy data that can be used for effectiveness studies (even real-time!). Good Wired piece!

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Flex Time Doesn’t Need to Be an HR Policy - HBR

Flex Time Doesn’t Need to Be an HR Policy - HBR | Human Capital & Business Trends | Scoop.it

"Many working dads either do not have access to, or feel comfortable taking, formal types of workplace flexibility owing to stigma and career consequences. "

Tony Brugman (Bright & Company)'s insight:

HBR article discussing a new report by EY and Working Mother Research Institute on working men and working time flexibility. The survey shows that 77% of the working men have access to some form of working time flexibility. Although, flexibility is arranged in an informal way in most cases, having the possibility to use flexible time has tremendous advantages and positive effects for both workers and employers.

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How to Lead in Ambiguous Times

How to Lead in Ambiguous Times | Human Capital & Business Trends | Scoop.it
Stability, resilience, and relationships are the keys to thriving amid geopolitical crises.
Tony Brugman (Bright & Company)'s insight:

Good leadership article strategy+business on leading in times of high turbulence and great uncertainty. According to the authors "sustaining a business in uncertain times requires executives to prioritize stability, resilience, and relationship management." Plus it requires stewardship from the sideline.



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Jerry Busone's curator insight, February 22, 8:06 AM

Hot topic leading in the the VUCA world? 

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Becoming irresistible: A new model for employee engagement

Becoming irresistible: A new model for employee engagement | Human Capital & Business Trends | Scoop.it
Employee engagement is paramount for retaining and attracting today's top talent. Five elements and underlying strategies can make organizations “irresistible”.
Tony Brugman (Bright & Company)'s insight:

Great DU Press article on creating a modern and attractive workplace where full engaged employees can thrive.

 

The authors see three issues in organisations nowadays:

Employers need to Rethink what “engagement” means todayCompanies need to use real-time measurement tools for measuring employee feedback and engagementLeaders must upgrade employee engagement from an HR program to a core business strategy
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EY - Megatrends that will shape our future

EY - Megatrends that will shape our future | Human Capital & Business Trends | Scoop.it
EY has identified six megatrends that will define our future with their far-reaching impact on business, society and more. How might your business be impacted?
Tony Brugman (Bright & Company)'s insight:

New trend report by EY identifying six megatrends that will shape our future:

1. Digital future
2. Entrepreneurship rising
3. Global marketplace
4. Urban world
5. Resourceful planet
6. Health reimagined

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It’s time to flirt with Tinder for a new approach to recruitment - FT.com

It’s time to flirt with Tinder for a new approach to recruitment - FT.com | Human Capital & Business Trends | Scoop.it
We are hopeless at hiring. Deep down, we know this is true, but we have to pretend it isn’t because we spend so much time and money doing it and because it matters to get it right. But in reality we never know if the people we pick are going to be

Via David Green
Tony Brugman (Bright & Company)'s insight:

It seems like a serious proposition by the FT reporter, Tinder for work.

 

"There is surely a market for an app – let’s call it TinderIn – that would be a fast and efficient way of matching people to jobs. (..) It couldn’t be worse than the present arrangement."

 

Mirror: http://is.gd/PURP3I

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Passive Candidates — Valuable, Yes, but They’re Not Passive Nor Are They Candidates

Passive Candidates — Valuable, Yes, but They’re Not Passive Nor Are They Candidates | Human Capital & Business Trends | Scoop.it

Using the term “passive candidate” is just wrong for so many reasons. First, these recruiting targets haven’t applied for anything, so they can’t be classified as candidates (the correct name for those who have not applied is prospects). Calling them “passive job seekers” is equally inaccurate because they are not in fact currently seeking a job. And finally, they can’t accurately be called “passive” because they are definitely not passive individuals. In fact they are frequently bold and aggressive individuals while on the job.


Via Andrée Laforge
Tony Brugman (Bright & Company)'s insight:

Fun and good to read post by ERE.net's superblogger John Sullivan on the phenomenon of the 'passive candidates'. Sullivan describes"four key realizations" for recruiters and HR pros in engaging with "these highly desirable not-looking top prospects."


Best one I like is number four: "Don't worry, they will find you"

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Andrée Laforge's curator insight, February 9, 12:43 PM

Un candidat passif ça n'existe pas... c'est plutôt un prospect.

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The 2015 Best Companies for Leaders | ChiefExecutive.net | Chief Executive magazine

The 2015 Best Companies for Leaders | ChiefExecutive.net | Chief Executive magazine | Human Capital & Business Trends | Scoop.it
GE returns to the top ... again.
Tony Brugman (Bright & Company)'s insight:

Annual study and ranking by Chief Executive magazine to identify companies that excel in leadership and leadership development. This year General Electric and Deloitte are ranked #1 (respectively in top of public and private companies) as "Best Company for Leaders".

 

Apart from the ranking, the study found that "companies whose leadership development efforts ranked in the top 15 percent grew their market capitalization by 122 percent over the 10 years ending in 2014—while those in the bottom 15 percent grew by only 37 percent."

 

Focus on high quality leadership development does make a difference!

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Disruptors Sell What Customers Want and Let Competitors Sell What They Don’t — HBS Working Knowledge

Disruptors Sell What Customers Want and Let Competitors Sell What They Don’t — HBS Working Knowledge | Human Capital & Business Trends | Scoop.it
By decoupling activities that consumers value from the ones they don't, enterprising digital startups are wreaking havoc on established firms. Thales Teixeira discusses his research on the second wave of Internet disruption.
Tony Brugman (Bright & Company)'s insight:

Excellent article and ditto research by Harvard Business School on why the future of business lies in the hands of disruptive innovators that manage the art of 'decoupling'. 

 

"Decoupling allows you to say, we are not going to compete by building a car manufacturing supply chain, a telephony network or a big retail footprint. We are going to use that available infrastructure to our advantage."

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Perfecting Performance Management | Chief Executive magazine

Perfecting Performance Management | Chief Executive magazine | Human Capital & Business Trends | Scoop.it
From formal reviews to performance-based compensation, most mid-market companies have tools in place to evaluate and drive employee performance. Yet, few of those efforts are viewed as effective by company leaders, according to the National Center for the Middle Market at Ohio University’s recent survey of more than 300 C-suite executives from mid-market firms.
Tony Brugman (Bright & Company)'s insight:

Research by Ohio University shows that although many organisation have several performance management practices in place, much less rate these practices as "very effective". Top obstacles are: managerial behaviour on making "tough decisions", and managers' lack of training in performance management.

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The Global Innovation Index

The Global Innovation Index | Human Capital & Business Trends | Scoop.it
Bloomberg's 2015 ranking of the world's 50 most innovative countries.
Tony Brugman (Bright & Company)'s insight:

Nice infographics by Bloomberg on the most innovative countries in the world. Overall Top 3: South Korea, Japan and Germany.

 

According to Bloomberg, their Bloomberg Global Innovation Index 2015 differs from the WEF Global Competitiveness Index ranking. (Quoted from magazine article.)

 

"The WEF’s ranking is more qualitative, as it relies heavily on a poll of 15,000 executives asked to grade the nations where they operate on factors such as “capacity for innovation” and the degree of cooperation between industry and university researchers."

 

"Bloomberg’s own ranking zeroes in on quantifiable inputs to the innovation process. Among the factors considered are the intensity of research and development, the amount of high-value manufacturing, college graduation rates, and the number of high-tech companies."

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Top Human Resources Conferences of 2015

Top Human Resources Conferences of 2015 | Human Capital & Business Trends | Scoop.it
Here's Adecco's outline of the top 10 human resources conferences in 2015.

Via Andrée Laforge
Tony Brugman (Bright & Company)'s insight:

Nice overview by Adecco!

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Andrée Laforge's curator insight, January 8, 4:17 PM

Les tops conférences RH pour 2015 (aux États-Unis)

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The 25 Hottest Skills That Got People Hired in 2014

The 25 Hottest Skills That Got People Hired in 2014 | Human Capital & Business Trends | Scoop.it
Believe it or not, 2014 is almost over and 2015 is right around the corner. With a new year comes new opportunities, and around this time we at LinkedIn are typically asked the following question: “Who’s getting hired and what are they doing?”

To get to an answer, we analyzed the
Tony Brugman (Bright & Company)'s insight:

Thanks to the people of Linkedin we now know what was hot in 2014 (in relation to hiring for skills and competences).

 

"A few skills trends stood out to us when we reviewed the results.

 

1. Investing in science, technology, engineering, and math (STEM)
2. Data. Data everywhere (data storage, retrieval, and analysis)
3. It pays to know a second language
4. Rise of the technical marketer (fueled by digital, online and SEO marketing)"

 

Also, check out the Slideshare (https://www.slideshare.net/linkedin/the-25-hottest-skills-of-2014-on-linkedin) for a overview of the Top 25 skills per nation.

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Tony Brugman (Bright & Company)'s curator insight, January 26, 11:05 AM

'Statistical Analysis and Data Mining' tops the list of most wanted skills in 2014, according to Linkedin.

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Getting Virtual Teams Right - HBR

Getting Virtual Teams Right - HBR | Human Capital & Business Trends | Scoop.it
Anna Parini “Virtual” teams—ones made up of people in different physical locations—are on the rise. As companies expand geographically and as telecommuting becomes more common, work groups often span far-flung offices, shared workspaces, private homes, and hotel rooms. When my firm, Ferrazzi Greenlight, recently surveyed 1,700 knowledge workers, 79% reported working always or frequently in […]
Tony Brugman (Bright & Company)'s insight:

Very neat HBR article from December issue on physically dispersed teams or better 'Virtual Teams'. The author, Keith Ferrazzi, explains how you to effectively create, manage and lead a virtual team. He sees four factors for success: the right team, the right leadership, the right touchpoints, and the right technology.

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