IMH Leadership Series
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Engaging Leadership is the Key to Staff Retention and Optimal Performance
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As work gets more complex, 6 rules to simplify

Why do people feel so miserable and disengaged at work? Because today's businesses are increasingly and dizzyingly complex -- and traditional pillars of management are obsolete, says Yves Morieux. So, he says, it falls to individual employees to navigate the rabbit's warren of interdependencies. In this energetic talk, Morieux offers six rules for "smart simplicity." (Rule One: Understand what your colleagues actually do.)
IMH HR, L&D and Talent Management Team's insight:

Healthcare business is a complex business. In the attempt to response to the complexity of the business we use complicated approaches governed by bureaucracy.


As a result we obtain less value for higher cost. We simultaneously reduce performance and increase dissatisfaction for all involved.


Can we manage the complexity without getting complicated?


When we think about systems thinking, we should also think simplicity.


In reality we often introduce complexity into the already complex systems.


More often that not our answers to problems are to introduce more departments and units, more processes and checks, more dedicated functions and indices and more measures to measure all of the above.


As a result, every time the solutions are implemented we become more and more disintegrated and disengaged as an organisation. 


Can we simplify?

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The Explainer: Disruptive Innovation

Clay Christensen's landmark theory -- in under two minutes. For more videos, go to http://hbr.org/video
IMH HR, L&D and Talent Management Team's insight:

During the recent CEO Townhall, CEO shared about Clayton Christensen and his theory of Disruptive Innovation.


For some of you who would like to have a quick introduction to the theory, please listen to this 2 minutes clip from HBR.


It shares how a new player to the market with new services/ products could beat the giant who is just trying to maximise the profit (goodwill) of an existing service/ product.


This is disruptive innovation.


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Chimamanda Ngozi Adichie: The danger of a single story | Video on TED.com

Our lives, our cultures, are composed of many overlapping stories.
IMH HR, L&D and Talent Management Team's insight:

Many times in our engagement with others, very quickly we'll arrive at a certain conclusion about the person.


Sometimes we are so effective at doing it that we could judge a person even before meeting the said person.


Sometimes we develop a single identity for people based on past experience with them and that is very difficult to change.


The same is applied by many of us to situations, problems and also in the management of an organisation.


Stereotyping and being judgemental clouds our understanding of issues, the people around us and how we handle matters.


As future leaders of IMH, listen to Chimamanda and think about situations where you have developed a "single story" of something and how that grossly misrepresents the reality and facts.


Having that realisation could be your first step to self-improvement in your management and leadership moving forward.

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When Collaboration Kills Creativity - Susan Cain

To buy the book or to read more about the subject visit: http://www.thepowerofintroverts.com/ Words by Susan Cain from her book, QUIET: The Power of Introver...
IMH HR, L&D and Talent Management Team's insight:
Listen to this thought provoking piece adapted from Susan Cain. It challenges our thoughts on why collaboration amongst many may result in less desirable outcomes. Between group thinking and complete solidarity, how could the optimal position be found?
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The Power of Introverts - Ep 2 - Susan Cain

To buy the book or to read more about the subject visit: http://www.thepowerofintroverts.com/ Words by Susan Cain from her book, QUIET: The Power of Introver...
IMH HR, L&D and Talent Management Team's insight:

The second part discusses the evolution of personality and how it forces people to behave extrovertly, how it forces people to sell themselves to impress others and how personality based on extroversion leads to social stress.

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Nigel Marsh: How to make work-life balance work | Video on TED.com

Work-life balance, says Nigel Marsh, is too important to be left in the hands of your employer. Marsh lays out an ideal day balanced between family time, personal time and productivity -- and offers some stirring encouragement to make it happen.
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Trust, Leadership & Employee Engagement | Visual.ly

Trust, Leadership & Employee Engagement | Visual.ly | IMH Leadership Series | Scoop.it
Leadership training is an essential component of strategy execution. It can help companies improve the trust between managers and other employees, whi
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Don Berwick - What Patient Centred Care Really Means

The excellent Don Berwick's plenary speech at the International Forum in Berlin 2009
IMH HR, L&D and Talent Management Team's insight:

This clip starts with "I fear to be a patient".


This is an honest irony coming from Dr. Don Berwick, a trained medical doctor who later rose to become the CEO of Institute for Healthcare Improvement and was appointed by President Obama to be the Administrator of the Centers for Medicare and Medicaid Services. 


"(My fear) partly comes from my understanding of the technical hazards and the lack of reliability in care"


The fear of inevitably being a patient one day, was borne out of this  "indignity - the loss of influence on what happens to me, it is the image of myself in a hospital gown, homogenised..."


Listen and think.

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Eric Dishman: Health care should be a team sport | Video on TED.com

When Eric Dishman was in college, doctors told him he had 2 to 3 years to live. That was a long time ago.
IMH HR, L&D and Talent Management Team's insight:

4P7R attempts to instil the principle of Patient-Centred Care into our day to day work so that we we'll do what we can with the patient's well being in our mind.


Here Eric Dishman, a kidney recipient and a Medical Tech Specialist at Intel attempted to share a message:

"Wake up, take control of your health and get on with your life" - personal health system.


The problem is that in our current model, where it is still very much an institution based care, where the first place to seek help is at the clinics and hospitals and not at the tranquility and safety of our own homes, how can we transit towards a more sustainable and "affordable personal health system".   


To Eric "the current system is dependent on hospitals and clinics for our every care need. It's dependent on specialist who just look at parts of us. It's dependent on guesswork of diagnoses and drug cocktails and the bet that something hopefully works for you. Most importantly it's dependent on passive patients, patients who do not or are not able to ask questions."


The most thought provoking piece in his talk is that of all the researches that are done in the world to improve healthcare, when the results are eventually used on a person, it is still very much a guess work. This is because we treat each patient as individuals using averages obtained from researches.


Listen and be inspired.

 

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Stop Holding Yourself Back

IMH HR, L&D and Talent Management Team's insight:

As we can't share the actual article which needs to be purchased from HBR, here's a quick summary posted by NECCF.ORG on the 5 barriers Anne Morriss spoke about.


Does any of the barriers apply to you? Reflect.

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What Do People Do All Day? - Employee Engagement

A short animation on the future of employee engagement by INVOLVE www.involve.co.uk We recently ran an interactive workshop at a conference for 200 Senior Co...
IMH HR, L&D and Talent Management Team's insight:

See the meaning of employee engagement from the eye of a 10 year old :).

Just a light hearted piece amongst all the serious talks.

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The Importance of Learning in Organizations

An interview with David Garvin and Amy Edmondson, Professors, Harvard Business School. Learning organizations generate and act on new knowledge. The ability ...
IMH HR, L&D and Talent Management Team's insight:

One of the key principles of 4P7R is the idea of "Learning Organisation".


Do you know what Learning Organisation is about?


There are various questions that needs to be cleared up for us to fully appreciate the effort by our SMM in pushing for this principle


Why do we need to be one? How does a Learning Organisation looks like? Can our hospital move towards being an Learning Organisation? How do we learn to be a Learning Organisation?


Here David Garvin and Amy Emondson, Professors from Harvard University  who runs a survey on being an learning organisation shares insights to the questions above.


Are you convinced?

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Suggested by Teng Chiun How
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Management Is (Still) Not Leadership

Management Is (Still) Not Leadership | IMH Leadership Series | Scoop.it
After years of debate, people still confuse these ideas - at their peril.
IMH HR, L&D and Talent Management Team's insight:

From the curator:

Do you have a tendency to use the words management and leadership interchangbly, thinking that they meant the same things?


Which is more important?

Management or Leadership?


Read on and find out why the confusion between these two words is driving the author mad.


- contributed by Teng Chiun How.

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How Will You Measure your Life? HBR

IMH HR, L&D and Talent Management Team's insight:

This is a great article by Clayton Christensen, and it challenges the read to think about how you could apply the best management theories to not just your job, but yourself.


Just read and reflect.

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Leading@Google: Jim Kouzes

Jim Kouzes visits Google's Mountain View, CA headquarters to discuss his book "The Leadership Challenge." This event took place on January 27, 2009, as part ...
IMH HR, L&D and Talent Management Team's insight:

If you have 55 minutes to spare, spend it listening to James Kouzes, the co-author of the great book "The Leadership Challenge" that has guided many people in building their path as leaders of people.


"Leadership is notan affair of the head, but an affair of the heart"


Stay through and you would learn what it means to others when you actually "Do what you say you will do".


Finally learn the key to success in life.

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Friedman's Theory of Differentiated Leadership Made Simple

http://www.onlineacu.com Dr. Jonathan Camp discusses the book A Failure of Nerve by Edwin Friedman, who owes many of his ideas of leadership to Murray Bowen ...
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The Power of Introverts - Ep 3 - Susan Cain

To buy the book or to read more about the subject visit: http://www.thepowerofintroverts.com/ Words by Susan Cain from her book, QUIET: The Power of Introver...
IMH HR, L&D and Talent Management Team's insight:

The third part raises the question on "Are introverts better leaders than extroverts, or the other way round?

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The Power of Introverts - Ep 1 - Susan Cain

To buy the book or to read more about the subject visit: http://www.thepowerofintroverts.com/ Words by Susan Cain from her book, QUIET: The Power of Introver...
IMH HR, L&D and Talent Management Team's insight:

This is a quick summary of Susan Cain's "Quiet". The first part gives a quick introduction to the difference between introvert and extrovert and quickly distinguished between shyness and introversion.

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The As If Principle

IMH HR, L&D and Talent Management Team's insight:

For a long time we have heard about the importance of positive thinking. But as we think, do we really become?


Here the as-if principle pushed for positive action on top of positive thinking.


By behaving as-if we already am in the intended behaviours makes us more likely to achieve that outcome.


Try it.

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Atul Gawande: How do we heal medicine? | Video on TED.com

Our medical systems are broken. Doctors are capable of extraordinary (and expensive) treatments, but they are losing their core focus: actually treating people.
IMH HR, L&D and Talent Management Team's insight:

Dr. Atul Gawande a general and endocrine surgeon at Brigham and Women's Hospital in Boston and also a staff writer at The New Yorker shared at TED on why healthcare needs to function as a system.


Here he explained why clinicians cannot functioned as autonomous cowboys but as part of a system supported by data, team based solutions and process oriented service delivery.


We all need to be pit crews according to him.


Listen and reflect on our push towards systems thinking and patient centredness.

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Five Ways to Develop Your Team | At the Whiteboard

To manage their employees effectively managers need to know when to guide, coach, teach, mentor and sponsor. Ed Muzio, CEO of Group Harmonics, explains how t...
IMH HR, L&D and Talent Management Team's insight:

Have you ever had a staff saying this to you:

"I am just lousy at this. No matter how hard I tried, I couldn't do it and I'm very frustrated now"


As a manager and leader, how would you response when you hear this?


What roles would you play to help your staff improve and eventually achieve success?


Where would you start?


Here Ed Muzio shares with you about 5 possible issues that may be contributing to your staff's predicament and the 5 roles that you could take to help the staff out.


Take note that each role mentioned by Ed Muzio requires a good udnerstanding and practice before you are good at it.

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Restoring Employee Engagement

IMH HR, L&D and Talent Management Team's insight:

When an employee says " I don't like my job" or "I don't value my job" or any other negative words in between, what do you say?


Too bad? Or time for a job change? Or Let's understand what we can adjust?


Here Ed Muzio from groupharmonics.com, would like to inspire in you that there are many things that could be adjusted before saying "Too Bad" or "It's time to change job"


Listen and apply at your work.

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What's Holding You Back?

Anne Morriss, managing director of the Concire Leadership Institute, identifies the common barriers that stop people from becoming leaders.
IMH HR, L&D and Talent Management Team's insight:

Have you ever blame others for being the stumbling block in your ability to be an effective leader?


Upon doing that, you are defeated as the success of changing others are low compared to yourself.


with deeper reflection, sometimes the root of our incapability to live to the leadership role lies within ourselves.


Listen to Anne Morris, the author of "Stop Holding Yourself Back" on the five ways people unwittingly sabotage their own rise to leadership.

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The 'X' model of employee engagement - BlessingWhite © 2012

Employee Engagement can be a vague term. In this model, BlessingWhite details a specific and compelling model for articulating what Employee Engagement is - ...
IMH HR, L&D and Talent Management Team's insight:

During the 4P7R launch, the HR Director shared a set of axis consisting of relationship and performance to explain staff enagement.


Here, BlessingWhite uses another sets of scales to explain staff engagement namely satisfaction and performace.


Listen and gather some tips on how staff engagement could be improved at all levels. 

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Peter Wong Horng Hien's comment, February 13, 2013 7:05 PM
I like the point that employee engagement is a shared responsibility by all.
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RSA Shorts - The Power of Quiet

The world is full of noise and those that are the loudest are the ones we tend to follow but what about the quiet ones? Author Susan Cain shines a spotlight ...
IMH HR, L&D and Talent Management Team's insight:

Very often, the louder ones are heard and somehow would appear to be more influential then the quiet ones.


There's even a perception that leaders generally need to be extroverts. They go out network, bring in the relationships and bring in the opportunities.


Where does that leave the introverts. Are the stereotype so strong that we naturally look for extroverts to connect and follow?


The speaker seek to show that the stereotype is far from the truth.

Introverts, Extroverts; both are as important and in fact enyjos a mutualistic relationsip for success.

 

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