Improving Organizational Effectiveness & Performance
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Improving Organizational Effectiveness & Performance
Focuses on Tools for Leaders and Managers that Enhance Organization Results: #EmpoweringEffectiveness
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7 Proven Ways to Genuinely Connect with Your Employees

7 Proven Ways to Genuinely Connect with Your Employees | Improving Organizational Effectiveness & Performance | Scoop.it
Really connecting with employees creates strong yet flexible partnerships, improving employee loyalty, engagement and your business's bottom line.
Frank J. Papotto, Ph.D.'s insight:

Engagement is one of the top four concerns in effective organizations and it should be yours.  And while this article points to engaging people as one recommended action, all of the recommended steps listed here will build engagement. 

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What is Your Organisation’s Purpose?

What is Your Organisation’s Purpose? | Improving Organizational Effectiveness & Performance | Scoop.it
Purpose is all about the Why? Why does your organisation exist? What does it stand for in the world? And what difference would it make if it wasn’t there? (RT @pdiscoveryuk: What is Your Organisation’s Purpose?

Via Alexis Assimacopoulos
Frank J. Papotto, Ph.D.'s insight:

All that organizations and leaders do to align with purpose improves performance results.  More focus, clearer direction, less needless activity, more engaged people, hopefully more flexibility in means to achieve important ends...l 

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IT under pressure: McKinsey Global Survey results | McKinsey & Company

IT under pressure: McKinsey Global Survey results | McKinsey & Company | Improving Organizational Effectiveness & Performance | Scoop.it
Recognition of IT’s strategic importance is growing, but so is dissatisfaction with its effectiveness, according to our eighth annual survey on business and technology strategy. A McKinsey & Company article.
Frank J. Papotto, Ph.D.'s insight:

The article presents a variety of data supporting the idea that IT is increasingly focusing on Improving Organizational Effectiveness.  While IT has  endeavored to improve Execution (typically lowering costs, increasing efficiency and other process improvements), the expanding focus on analytics, and innovation (facilitating new market entry, new product development, and knowledge management) suggests an expanding view of effectiveness that includes Organizational Alignment  and Adaptation.   And an even wider approach to organizational effectiveness through IT is on the horizon. A variety of talent planning and development tools promises to improve effectiveness through greater Employee Engagement. 

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Kevin Gaskell - Achieving Organisational Effectiveness through Managing Performance

On January 30, 2013, the Centre for Leadership Performance welcomed Kevin Gaskell for a Masterclass on Achieving Organisational Effectiveness through Managin...
Frank J. Papotto, Ph.D.'s insight:

The emphasis in this talk is alignment; Gaskell describes the value of focusing on high priority activities and being less concerned about those of lesser importance.  He makes the point that a clearer mandate can simplify the demands on employees and help them be more productive. Imagine then what these people could do if given better tools to execute the work, more flexibility to accommodate changing conditions and priorities, and became more engaged with the work of the organization?

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Empowering Improved Organizational Performance Through Organizational Effectiveness

Empowering Improved Organizational Performance Through Organizational Effectiveness | Improving Organizational Effectiveness & Performance | Scoop.it

This resource collects and presents tools and techniques to support efforts to improve enterprise results regardless of organization industry or type.  Comments and remarks seek to clarify the relevance or value of enhanced organizational effectiveness as a means of achieving better performance. 

Frank J. Papotto, Ph.D.'s insight:

Improved Organizational Effectiveness can be achieved in a number of ways.  The Empowering Effectiveness Model categorizes these paths to effectiveness in four categories:

 

=> Broad Alignment-ensuring clear direction and focus are pervasive throughout the organization
 

=> Robust Engagement-establishing a level of commitment that drives effort regardless of current circumstances 
 

=> Sustainable Adaptation-maintaining the capacity to anticipate and meet current and future challenges. 
 

=> Superb Execution-unceasingly pursuing excellent performance and performance improvement.   

 

A critical element in the on-going journey to improved effectiveness is Purposeful Leadership.  Such leadership involves finding the best ways to promote organizational success.   See Empowering Effectiveness Graphic at  http://img.scoop.it/YSU0h1-8Uul3SU8iQekNtTl72eJkfbmt4t8yenImKBVvK0kTmF0xjctABnaLJIm9

 

 

  

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Communication and Employee Engagement

Communication and Employee Engagement | Improving Organizational Effectiveness & Performance | Scoop.it
Speaking to a colleague recently, we reflected on one of our client organisations and how they currently have very low levels of employee engagement. We speculated as to whether this may be because...
Frank J. Papotto, Ph.D.'s insight:

Put simply organizatonal communication must be open, honest, useful, and  relevant to keep organizaton members engaged.  Internal communications convey both attitudes toward organization members (respect, trust, confidence ) and information that they need (resources available, changing priorities, importance of tasks)--making clear that their contributions are valuable. 

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Journal of Organizational Effectiveness: People & Performance | Lancaster University

Journal of Organizational Effectiveness: People & Performance | Lancaster University | Improving Organizational Effectiveness & Performance | Scoop.it
Journal of Organizational Effectiveness
Frank J. Papotto, Ph.D.'s insight:

A new journal that takes a broad approach to Organizational Effectiveness aims to be a resources for a scholarly business audience. The applied focus will undoubtedly make this a valuable resources for Human Resources and other managers.

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A Comment on: HR Should Own Organizational Effectiveness

Although we do not think that any role should, or indeed could “own” something as cooperation-based as organizational effectiveness, we do sympathize with the frustration of modern organizations regarding the passive role ...
Frank J. Papotto, Ph.D.'s insight:

HR's role in supporting organizational effectiveness often goes unrecognized or under appreciated. Examples include: selecting and developing great contributors, fostering employee engagement, designing jobs, relationships and processes that enable individual flexibility and organizational agility, and supporting performance management policies and procedures that align workforce activites with organizational strategy and goals. 

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5 Questions Change Agents Use to Move People Forward

5 Questions Change Agents Use to Move People Forward | Improving Organizational Effectiveness & Performance | Scoop.it
A Guide to Overcoming Resistance to Change. Five questions Change Agents use to move people forward.

Via Himanshu Kakkar
Frank J. Papotto, Ph.D.'s insight:

Anyone interested in improving organizational effectiveness and performance is change agent.  But shifting from  old habits to new is often challenging; helping people see the benefit of new ways of working is often obsured by the comfort of the old ways.  

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1,070,000,000 Change Management Ideas (Really Just 7)

1,070,000,000 Change Management Ideas (Really Just 7) | Improving Organizational Effectiveness & Performance | Scoop.it
Google change management and you'll get around 1070000000 results. Our ability to successfully navigate ourselves and others through a significant change may be the ultimate measure of our leadership effectiveness.
Frank J. Papotto, Ph.D.'s insight:

Stories are a powerful way to provide a picture and narrative for change efforts.  To help insure that they resonate with the largest possible audience,  involve as many people as possible in crafting them. Capturing others' imaginations, having them buy-in is based on a deep understanding of their needs and interests. Engaging people, showing them the best direction, illuminating their path and highlighting the benefits of their change journey can all be supported with a powerful story. 

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The Eight Archetypes of Leadership

The Eight Archetypes of Leadership | Improving Organizational Effectiveness & Performance | Scoop.it
Which kind of leader are you?

 

Although the ghost of the Great Man still haunts leadership studies, most of us have recognized by now that successful organizations are the product of distributive, collective, and complementary leadership. The first step in putting together such a team is to identify each member of the team’s personality makeup and leadership style, so that strengths and competences can be matched to particular roles and challenges. Getting this match wrong can bring misery to all concerned and cause considerable damage.


Via John Lasschuit ®™
Frank J. Papotto, Ph.D.'s insight:

We can gleen four purposes for leadership from these archetypes: Adaptation, Alignment, Engagement and Execution

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The Keys to Building a High-Performance Culture

The Keys to Building a High-Performance Culture | Improving Organizational Effectiveness & Performance | Scoop.it
There are six crucial components to creating sustainable growth in your company, according to Gallup research.
Frank J. Papotto, Ph.D.'s insight:

Finding that Gallup research has identified six components for improving organization's growth potential is gratifying.  They, in fact, correspond well with the four key factors for improving organizational effectiveness and performance, so often noted here. Performance management is a useful tool in creating Alignment (the first factor).  Creating empowerment and authority are two important ingredients in building Engagement (the second factor).  Becoming customer-centric is a critical means for understanding external changes and so is one aspect of Adaptation (the third factor).  Enhancing training and development is naturally a key to greater competence and productivity and so directly supports Execution (the fourth factor).  The remaining components noted (better leadership, communication and collaboration) are of course keys to success in any enterprise; they enable the implementation of the other components or factors.  

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Leaders With a Deep Sense of Purpose

Unilever CEO Paul Polman talks about how politicians are floundering as social and economic pressures converge. We need a new type of capitalism, he believes, and a new sort of leader with a deeper sense of purpose if we are to seize this opportunity to eradicate poverty and create a better world.


Via Kenneth Mikkelsen
Frank J. Papotto, Ph.D.'s insight:

Leaders' deeper sense of  purpose that Mr Poleman refers to will benefit organizations and their communities. Purpose resonates with employees and engages them; one key element in effective organizations. Responding to societal needs as in socially responsible organization evokes positive responses from communities and customers; this openness to larger needs contributes also to effectiveness by encouraging agility and adaptation in the face of change. 

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Efficienarta's curator insight, January 30, 2014 3:28 AM

At all levels, I sense that a sense of purpose is the most effective foundation for developing effective engagement abd enduring commitment.

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Effective Delegation Can Impact Organizational Effectiveness - Delegating Not Only Saves Time and Money, It’s a Real Motivator!

The many benefits of delegating. http://t.co/9psTLfSfPm #association #associationmanagement #leadership... http://t.co/Oh7xQLtKQy
Frank J. Papotto, Ph.D.'s insight:

And why shouldn't it? Sharing power or control, trusting someone, are part of delegating and are a great way to build engagement. Engagement, in turn involves extra commitment and contributions and leads to cheaper and  better results. This is by definition more effective. 

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The power of women in the workforce

Women in America represent an underutilized economic resource that can increase organizational effectiveness. Women represent a market demographic with huge, dominant buying capacity. Despite the fact that more ...
Frank J. Papotto, Ph.D.'s insight:

Adding women to the workforce  leads to an increase in diversity and on average an increase in the education level of the workforce.  Two clearly beneficial changes.  But if these are not enough couldn't we hypothesize  increases in organizational effectiveness?  How might women's presence support enhanced employee engagement, better execution, more adaptability and/or greater alignment?  Doesn't better education and greater diversity at the very least suggest better problem-solving?  And what about interpersonal and communication skills: how do women on average compare to the existing workforce on these skills and wouldn't even small advantages translate into large benefits? It's worth taking a much closer look at a minimum; taking action however is really a no risk proposition. 

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Elizabeth King Named Vice President, Organizational Effectiveness, for ESCO

ESCO Corporation announced today that Elizabeth King has been named Vice President, Organizational Effectiveness. King is also in Washington, D.C. tod
Frank J. Papotto, Ph.D.'s insight:

I simply want to point out here that Ms. King's success is built on improving organizational effectiveness. In particular, by focusing attention and efforts on enhancing execution (just one element in the Empowering Effectiveness model), she was able to lead ESCO to success. 

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Communication - Leadership Qualities

Communication - Leadership Qualities | Improving Organizational Effectiveness & Performance | Scoop.it
from the Center for Management & Organization Effectiveness
www.cmoe.com
Leaders who communicate well with others can use this skill to gain a better understanding of those around them, build trust,...
Frank J. Papotto, Ph.D.'s insight:

Good communication is certainly valuable as a leadership tool. More generally effective organizations do a great job at communicating formally and informally.  Nearly everyone in highly effective organizations seems to know what's going on, what they need to do and how to find information they don't have.  This enables them to align with goals, coordinate activities, improve performance, know when changes are needed,  allow organization members to act more independently and flexibly, and a myriad of others things that help the enterprise get better results.

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Empowering Improved Organizational Performance Through Organizational Effectiveness

Empowering Improved Organizational Performance Through Organizational Effectiveness | Improving Organizational Effectiveness & Performance | Scoop.it

This resource collects and presents tools and techniques to support efforts to improve enterprise results regardless of organization industry or type.  Comments and remarks seek to clarify the relevance or value of enhanced organizational effectiveness as a means of achieving better performance. 

more...
Frank J. Papotto, Ph.D.'s curator insight, March 27, 2014 9:45 AM

Improved Organizational Effectiveness can be achieved in a number of ways.  The Empowering Effectiveness Model categorizes these paths to effectiveness in four categories:

 

=> Broad Alignment-ensuring clear direction and focus are pervasive throughout the organization
 

=> Robust Engagement-establishing a level of commitment that drives effort regardless of current circumstances 
 

=> Sustainable Adaptation-maintaining the capacity to anticipate and meet current and future challenges. 
 

=> Superb Execution-unceasingly pursuing excellent performance and performance improvement.   

 

A critical element in the on-going journey to improved effectiveness is Purposeful Leadership.  Such leadership involves finding the best ways to promote organizational success.   See Empowering Effectiveness Graphic at  http://img.scoop.it/YSU0h1-8Uul3SU8iQekNtTl72eJkfbmt4t8yenImKBVvK0kTmF0xjctABnaLJIm9

 

 

  

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Internal & External Communication Tactics to Increase Organizational Effectiveness

Internal & External Communication Tactics to Increase Organizational Effectiveness | Improving Organizational Effectiveness & Performance | Scoop.it
Internal & External Communication Tactics to Increase Organizational Effectiveness. As technology continues to change, so too do the way that organizations communication both internally and externally.
Frank J. Papotto, Ph.D.'s insight:

Good communication is vital to every organization; these tips can be helpful, but ultimately organization cultural norms as well as individual preferences will win out in determining how communication takes place.  The goal is to find methods of communication that insure mutual understanding and most often these have to be two-way at least to some extent. It really is a pervasive awareness of the importance of good communication that characterizes the most effective organizations. The abundance of tactics that can be used is certainly helpful in this regard. 

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Why flexibility is key in Singapore's workforce management in 2014 - Singapore Business Review

Why flexibility is key in Singapore's workforce management in 2014 - Singapore Business Review | Improving Organizational Effectiveness & Performance | Scoop.it
Why flexibility is key in Singapore's workforce management in 2014
Singapore Business Review
The rapid pace of change in the business world is forcing organizations to learn swiftly how to optimise organizational effectiveness in a volatile economy.
Frank J. Papotto, Ph.D.'s insight:

Mr. Tan's article is very thoughtful, but its focus on only building workforce flexibility misses an opportunity to contribute even more to business success. While he points out the need for greater cohesion among an age-diverse workforce, he glosses over the value of building employee engagement to help retain and energize valuable resources in the tight labor market.  To his credit Mr. Tan describes job redesign as an approach that has be used to create better work-life balance and notes its role in creating greater agility; but he hasn't noted the added value of job design in improving execution and alignment with business goals which will also support effectiveness.

My point here is that HR’s/Talent Management’s role in creating flexibility (organizational agility) is indeed important, but this should not diminish its efforts to develop talent that contributes to excellent and improving execution, create systems and processes to align workforce activities with organizational objectives, and establish management and organizational practices that increase retention and discretionary effort based on robust employee engagement.

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Warren Bennis on Six Competencies Exemplary Leaders Share

Warren Bennis on Six Competencies Exemplary Leaders Share | Improving Organizational Effectiveness & Performance | Scoop.it

In Bennis’ four decades of research, observation and study of leadership, he was one of the first to identify the overall effect of leadership on organizations. Most conclude, he said,that leadership competence makes a positive difference of approximately fifteen percent in organizational effectiveness.  

Frank J. Papotto, Ph.D.'s insight:

Among the six competencies noted by Bennis are Alignment, Engagement,  Adaptation/Agility and Getting Results (Execution); these are the four key factors in the Empowering Effectiveness Model of organizational effectiveness.The other competencies noted in the article, Generating Trust and Developing Leaders also have an indirect role in effectiveness as they promote engagement, alignment, agility and execution.  To explain the other 85% of  organizational effectiveness, consider your favorite organizational model. Beyond leadership, these models provide a variety of places to look for opportunites to enhance agility, alignment, engagement and execution. 

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Ivon Prefontaine, PhD's curator insight, March 4, 2014 1:20 PM

It is interesting he used the word engaged rather than empowered. They have substantially different meanings. Being empowered suggests someone gives you power. Engaging suggests that we find our power sources and it flows through social interactions.

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What it takes to be a great leader Roselinde Torres - TED Video

We conducted a study of 4,000 companies, and we asked them, let's see the effectiveness of your leadership development programs. Fifty-eight percent of the companies cited significant talent gaps for critical leadership roles.
Frank J. Papotto, Ph.D.'s insight:

Effective leadership practices have to address the challenges of today and tomorrow. The talk highlights the needfor leaders to anticipate change, engage a diverse network of stakeholders, and change current objectives, activities and processes. This means that organizational agility and adaptability, robust stakeholder engagement, broad, strategic alignment (maybe realignment) and innovative, improvng execution would represent the tangible results of leaders decisions and actions.  In other words, the purpose of effective leadership is to help their organizations be more effective.  

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HR Should Own Organizational Effectiveness - Forbes

Unfortunately, says Ed Lawler, my data suggest that HR rarely plays a major role in the development and implementation of business strategies.


Via Himanshu Kakkar
Frank J. Papotto, Ph.D.'s insight:

While it is true that people or talent plays a critical role in strategy, it is not clear that HR should play a major role  in developing  and implementing it.  A well-crafted strategy ought to include input from HR, but most importantly HR's  role is to support strategy by playing a major role in improving organizational effectiveness. 

 

The vital role of HR is to support strategy implementation by 1) insuring a flexible, agile, innovative workforce, 2) providing tools and processes to align performance with organizational goals, objectives and strategy, 3) creating a climate and work environment that enhances employee engagement and commitment, and 4) building the capabilities, competencies and capacity to achieve excellent performance.

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The Agility Factor

A few large companies in every industry show consistently superior profitability relative to their peers, and they all have one thing in common: a highly developed capacity to adapt their business to change.
Frank J. Papotto, Ph.D.'s insight:

A large body of research has confirmed that adaptation, one of the four elements of organizational effectiveness, is critical for organization long-term survival, according to this  article and the subsequent book , The Agility Factor. It identifies a set of capabilities that make the enterprise more adaptable (or agile) and enable it to survive and thrive over time. Along with this focus on managing outward changes, the remaining elements of effectiveness distinquish highly successful enterprises. 

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Ivon Prefontaine, PhD's curator insight, February 6, 2014 6:28 PM

In a the information age, agility is critical. This thinking fits with concepts like complex adaptive systems and the type of leadership we need in them as social organizations.

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The adaptation puzzle - change management

The adaptation puzzle - change management | Improving Organizational Effectiveness & Performance | Scoop.it
Frank J. Papotto, Ph.D.'s insight:

Interesting Article.  Change management is certainly a tool for improving organizational effectiveness. Changes can focus on enhancing agility and flexibility, operations and processes, employee engagement, and strategic alignment. 

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