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Is high employee engagement really the Holy Grail?

There is no doubt that organisations are pushing to increase their employee engagement scores. Worryingly many organisations don’t appear to be looking at the wider picture when considering engagement.
Frank J. Papotto, Ph.D.'s insight:

It is easy to confuse satisfied workers for engaged workers, but strong performance is the best indicator of engagement; comfort and complacency without performance can be satisfying for some. 

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Improving Organizational Effectiveness & Performance
Focuses on Tools for Leaders and Managers that Enhance Organization Results: #EmpoweringEffectiveness
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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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Towards leadership effectiveness in organizations

Towards leadership effectiveness in organizations | Improving Organizational Effectiveness & Performance | Scoop.it

 Therefore, it can be documented that leaders can help develop, shape, and maintain a desired organizational culture and that they may affect organizational effectiveness by creating new sets...

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

The point here is that effective leaders should focus on organizational effectiveness.  The argument is that organizational culture is key tool that drives organizational performance and that leaders ought to focus their energies on creating the right organizational culture.  The premise is sound enough, but the detail is lacking. As a starting point, I suggest that leadership efforts should emphasize the values, beliefs and assumptions that support alignment with core organizational purposes, engagement of organizational members, adaptation of patterns of organizational activities to address external conditions, and excellent execution and ongoing improvement of organizational work processes.  Described differently, leadership effectiveness can be gauged by the degree to which broad alignment, robust engagement, sustained adaptation and superb execution are present in the organization. (See Empowering Effectiveness graphic above)

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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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Why Everyone Should Purposely Sit In The Wrong Seat On An Airplane At Least Once

Why Everyone Should Purposely Sit In The Wrong Seat On An Airplane At Least Once | Improving Organizational Effectiveness & Performance | Scoop.it
A lot of people are afraid of doing things that are unconventional. This fear holds them back from achieving more.

Via Rami Kantari
Frank J. Papotto, Ph.D.'s insight:

It might serve companies well to have both employees and managers sometimes be unconventional?  Not randomly or even frequently, but occasionally when things seem to need a bit of shaking up.  Some creative ideas or changes might be inspired.

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12 Tangible Benefits of Trustworthy Leadership | Switch and Shift

12 Tangible Benefits of Trustworthy Leadership | Switch and Shift | Improving Organizational Effectiveness & Performance | Scoop.it
In mid-July, Rodger Dean Duncan, a well-respected leadership expert and Forbes contributor asked if I would comment on an article he was writing called “How Do
Frank J. Papotto, Ph.D.'s insight:

The power of trust is pervasive. Once the value of trustworthiness is understood, the real challenge of being trustworthy must begin in earnest....

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To Become a Leader is to Become Yourself: Remembering Warren ...

To Become a Leader is to Become Yourself: Remembering Warren ... | Improving Organizational Effectiveness & Performance | Scoop.it
From his spiritual reflections such as, “Leaders must encourage their organizations to dance to forms of music yet to be heard,” to his named steps for action, Warren Bennis' voice has resounded in organizational effectiveness ...
Frank J. Papotto, Ph.D.'s insight:

Self-awareness for a leader makes her more effective.  "Self-awareness" by  organizational leadership makes it more effective. 

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Decluttering the company

Decluttering the company | Improving Organizational Effectiveness & Performance | Scoop.it
PETER DRUCKER once observed that, “Much of what we call management consists of making it difficult for people to work.” Nine years after the management guru’s...
Frank J. Papotto, Ph.D.'s insight:

Organizations are filled with 'clutter'. From tiers of management, to increasingly complex corporate objectives, meetings and emails. Clutter also takes a toll on morale and productivity. Working to improve alignment with the core purposes of the organization in all of these areas helps separate the essential from the less important. The enhanced focus and clarity gained in this way is sure to improve organizational effectiveness and performance. 

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Why Pope Francis Is So Effective: 8 Lessons for Every Leader

Why Pope Francis Is So Effective: 8 Lessons for Every Leader | Improving Organizational Effectiveness & Performance | Scoop.it

Pope Francis has approval ratings any leader could envy: 88 percent of American Catholics think he's doing a good job, and nearly three quarters of Americans in general view him with favor. What is he doing right?

 

To answer that question, business author Jeffrey A. Krames examined His Holiness's approach from a leadership perspective, and the result is Lead with Humility: 12 Leadership Lessons from Pope Francis. Though a non-Catholic, Krames was inspired to write about the pontiff because he is the child of Holocaust survivors, he explains. "When I saw Pope Francis, I thought he was the anti-Hitler."

 

Here are some practices that make Pope Francis so effective--and that any business leader could use:

1. Reach out to non-customers.


Via Vicki Kossoff @ The Learning Factor
Frank J. Papotto, Ph.D.'s insight:

It is clear that the  Pope has been quite effective as a leader.  He has excelled at managing change, at aligning the Catholic Church with it core purposes, at creating processes and procedures that have helped the Church work better, and at engaging Catholics more comprehensively in their Church.  

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Odin Tours's curator insight, August 4, 3:36 AM

http://www.indiatravelagent.net/tour/golden-triangle-tour/

 

Dialogue's curator insight, August 4, 4:55 AM

Lesson 1 'reach out to non-customers'

Rick Garza's curator insight, August 5, 3:29 AM

Sales Leaders - Take note.  Leading a 1.2 Billion size organization is no easy task.  Take a moment to see how it can be replicated for any size organization.

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Three Secrets of Organizational Effectiveness | Strategy Consulting ...

Three Secrets of Organizational Effectiveness | Strategy Consulting ... | Improving Organizational Effectiveness & Performance | Scoop.it
Neuroscience shows why the practice of pride builders can help you build a high-performance culture. These practices are: (1) giving more autonomy to frontline.
Frank J. Papotto, Ph.D.'s insight:

Well not terribly new, not particularly secret but still helpful. Autonomy, clear purposes, and recognition are described as sources of pride but we've known about these for quite some time in connection with high performance. More specifically, all of the ideas referred to: pride, trust, autonomy, purpose and recognition are associated with employee engagement--a key driver of organizational effectiveness in the #empoweringeffectiveness model.

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Forget Lean and Agile – It’s Time to be Anticipatory

Forget Lean and Agile – It’s Time to be Anticipatory | Improving Organizational Effectiveness & Performance | Scoop.it
We are all good at reacting and responding, putting out fires, and crisis management. In addition, organizations large and small have learned how to be lean and agile, and how to best execute a

Via Ron McIntyre
Frank J. Papotto, Ph.D.'s insight:

Well. don't completely forget about Lean and Agile. Just broaden the perspective. Lean and agile imply readiness and responsiveness which are good things. But they should not imply "reactive-ness"; . responding well to current circumstances  is simply not enough. Anticipating, forecasting, predicting, as well as possible, future needs and conditions is also critical.

 

The assumptions that present conditions will prevail and simple improvements upon existing processes or  activities will remain sustainable is unwise. Effective organizations both adapt and strive to improve their adaptability. This can be described as sustainable adaptation.

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Ron McIntyre's curator insight, July 22, 7:34 AM

I have been advocating proactive management for decades so it seems the time has come.  What do you think?

Ivon Prefontaine's curator insight, July 22, 4:55 PM

Reacting and responding are two different things. Reacting is often a spur of the moment and off the cuff action that has little thought behind. Response, which is often understood as synonymous, is a measured process of thinking and acting. The word response is the root word for responsibility. Even in being lean and agile, we should be responsible and thoughtful in our responses.

Amy Melendez's curator insight, July 25, 8:29 AM

From the post:

 

Employees of an anticipatory organization understand that those who can see the future most accurately will have the biggest advantage. They know that you cannot change the past, but you can shape the future based on the actions you take in the present. As such, they actively embrace the fact that many future disruptions, problems, and game-changing opportunities are predictable and represent unprecedented ways to gain advantage. They know that it’s better to solve predictable problems before they happen, and that future problems often represent the biggest opportunities. Above all else, they are confident and empowered by having a shared view of the future based on Hard Trends and what I call the “science of certainty.”

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Three Secrets of Organizational Effectiveness - strategy+business

Three Secrets of Organizational Effectiveness - strategy+business | Improving Organizational Effectiveness & Performance | Scoop.it
Three Secrets of Organizational Effectiveness strategy+business When the leaders of a major retail pharmacy chain set out to enhance customer satisfaction, market research told them that the number one determinant would be friendly and courteous...
Frank J. Papotto, Ph.D.'s insight:

Well not terribly new, not particularly secret but still helpful. Autonomy, clear purposes, and recognition are described as sources of pride but we've known about these for quite some time in connection with high performance. More specifically, all of the ideas referred to: pride, trust, autonomy, purpose and recognition are associated with employee engagement--a key driver of organizational effectiveness in the #empoweringeffectiveness model.

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What happens in 60 sec on Facebook, Twitter, Google, Instagram, Tumblr and Pinterest

What happens in 60 sec on Facebook, Twitter, Google, Instagram, Tumblr and Pinterest | Improving Organizational Effectiveness & Performance | Scoop.it

According an infographic from Qmee in 60 seconds, 293K statuses are updated on Facebook, WordPress bloggers share 1.8K new blog posts, web users download 15K songs, and Instagramers upload 67K photos.

 

"We all know activity on the Internet on a daily basis moves at lightening speed, but there's something about having the numbers in front of you that makes it just a little bit more fascinating."

 

This infographic looks at what happens in just one minute on social web...


Via Jeff Domansky
Frank J. Papotto, Ph.D.'s insight:

Gives you a real sense of the kinds of change we must must deal with every day

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CESSON's curator insight, July 13, 7:23 PM

A minute in the life of the world wide web.

J. Nolfo's curator insight, July 14, 5:15 AM

What happens in 60 sec on Facebook, Twitter, Google, Instagram, Tumblr and Pinterest.  Fascinating infographic.

Елена Гончарова's curator insight, July 14, 9:58 AM

добавить понимание ...

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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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Flexible Working

Flexible Working | Improving Organizational Effectiveness & Performance | Scoop.it
Insights, tips techniques and news about the latest trends in flexible working and the technologies that make it possible.
Frank J. Papotto, Ph.D.'s insight:

Dealing with constant change can easily tempt us to abandon planning and strategy as we struggle to cope, but systems and process can be designed with change in mind.  From ways to sense or predict the need to change, to flexibility build on sets of capabilities that meet current needs but include anticipated needs, to the capacity to quickly develop and shift talent where it is needed: we can plan to be agile, flexible, adaptive, innovative, change-friendly, etc.  

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The Secret Formula for Organizational Effectiveness

Or Part of the not so secret formula for Organizational Effectiveness.

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

This video promo does gives a quick overview of the importance of organizational alignment (they call it clarity).  This idea of getting everyone on the same page, understanding their roles and working together to achieve the organization's core purpose is valuable.  But the video doesn't allow time to indicate the importance of engaging people, adapting to external conditions, or superb execution.  Purpose, people, patterns of activity, and processes all must be the primary preoccupation of organizational management.  

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6 Questions Your Prospects Expect Your Online Presence To Answer | Business 2 Community

6 Questions Your Prospects Expect Your Online Presence To Answer | Business 2 Community | Improving Organizational Effectiveness & Performance | Scoop.it

Online analytics can be fascinating. They can provide insight into the quality of your online content, let you know just how engaged your Twitter followers are or simply provide a timely ego boost. However, in amongst all the good news, bad news and insight, there are certain analytics that rarely change.

 

Wherever you go, from B2B service providers to fashion retailers, the most visited web pages are usually the same. The most visited page on almost every website is the “About” page. No matter what you sell, your website visitors, social media followers and online prospects all want to know about you. More than want to know, they actually expect to get information about you. There are common questions every prospect expects to have answered by your online presence....


Via Jeff Domansky, Tom Fair
Frank J. Papotto, Ph.D.'s insight:

 You will undoubtedly find that your company  is doing a great job answering these 6 questions if your organization is effective. Think about it.  Effective organizations have engaged employees, execute very well, are broadly aligned with their purposes and continually adapt to external conditions.  Customer service and product/service innovation will be responsive and timely,  employees will thoroughly understand what the company is all about and how it delivers on its mission; their sincere enthusiasm and dedication will make a strong case for  why customers should care....

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Tom Fair's comment, May 11, 2013 12:09 PM
Another outstanding article that we all can use. Thanks Jeff and Eoin!
Tom Fair's curator insight, May 11, 2013 12:12 PM

You can use this RIGHT NOW  to improve your Web presence!

Jeff Domansky's comment, May 11, 2013 12:48 PM
So glad it was useful Eventity. Comment appreciated.
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A sense of purpose may add years to your life

A sense of purpose may add years to your life | Improving Organizational Effectiveness & Performance | Scoop.it

     Feeling that you have a sense of purpose in life may help you live longer, no matter what your age, according to new research. The research has clear implications for promoting positive aging and adult development, says the lead researcher.

     "Our findings point to the fact that finding a direction for life, and setting overarching goals for what you want to achieve can help you actually live longer, regardless of when you find your purpose," says lead researcher Patrick Hill . "So the earlier someone comes to a direction for life, the earlier these protective effects may be able to occur."

     The researchers looked at data from over 6000 participants, focusing on their self-reported purpose in life (e.g., "Some people wander aimlessly through life, but I am not one of them") and other psychosocial variables that gauged their positive relations with others and their experience of positive and negative emotions.

     Greater purpose in life consistently predicted lower mortality risk across the lifespan, showing the same benefit for younger, middle-aged, and older participants across the follow-up period

 

http://www.sciencedaily.com/releases/2014/05/140512124308.htm ;


Via Eric Chan Wei Chiang, Jocelyn Stoller
Frank J. Papotto, Ph.D.'s insight:

It is interesting to consider the power of purpose in organizations. Both how organizational purposes might help give purpose to individual lives and how people with a sense of purpose might enhance organizational life are worth thinking about. 

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5 Steps For Leading Through Adaptive Change

5 Steps For Leading Through Adaptive Change | Improving Organizational Effectiveness & Performance | Scoop.it

Leadership and management are two distinctly different but complimentary skill sets that all companies need. Leaders make sure the organization is doing the right things, while managers make sure they do those things right. Leadership is about coping with change while management is about coping with complex issues. Both are qualities that can be learned and both require constant focus on improvement. Especially when the organization is facing potential adaptive challenges.


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

Effective organization adapt and are adaptive; they manage change and are strategic about future changes. Leaders and managers both need to address change; while leaders focus more the longer-term need for change managers must be more focused on short-term

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Josie Gibson's curator insight, August 12, 3:20 PM

Thanks to @LeadershipABC for highlighting this article.

Eric Chan Wei Chiang's curator insight, August 12, 8:25 PM

These five steps may seem very simple but they are often taken for granted. To give direction a leader must take ownership and have a vision. Managing conflict and providing protection are often not pleasant and require great maturity from leaders. Shaping the norms and clarifying roles is often not given a very high priority as it involves intangible people skills.

 

Read more scoops on change and leadership here: http://www.scoop.it/t/on-leaders-and-managers/?tag=Change

http://www.scoop.it/t/on-leaders-and-managers/?tag=Leadership

Jay Roth's curator insight, August 17, 1:33 PM

Perfect article to suggest (in schools) WHY the trainings of Cognitive Coaching, Adaptive Schools, and Polarity Thinking is necessary!

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The Importance Of Perspective-Taking In Leadership

The Importance Of Perspective-Taking In Leadership | Improving Organizational Effectiveness & Performance | Scoop.it

Whether you’re selling a product, pitching an idea, or trying to get employees to do something different or do something in a different way, perspective-taking has become an essential element in moving others.

 

Over the last decade, social scientists like Adam Galinsky of Columbia University have deepened our understanding of perspective-taking. Their work yields three ways leaders can become more effective.

 

1. CHECK YOUR POWER. Galinsky and others have found that when people feel powerful, their perspective-taking abilities degrade. The more powerful we feel, the more we anchor in our own perspective rather than adjusting to another’s. And that can make others less likely to go along. But briefly reducing one’s feelings of power  


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

There's no doubt that leaders who fully appreciate their organization's  and their followers perspectives will be much more effective. It is after all, what defines their job. 

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Josie Gibson's curator insight, August 2, 5:41 PM

Thnx to Kenneth Mikkelsen for highlighting this article...

Chris Brown's curator insight, August 6, 11:05 AM

Before you link to this article, try this experiment:


First, with the hand you use for writing, snap your fingers five times quickly. Now, with the forefinger of that hand, on your forehead draw a capital E. Believe it or not, how you drew that letter might reveal how you act as a leader.


This article by Daniel Pink provides some good insight on the importance of perspectives in leadership.  The three suggestions that will help you be more effective can be summed up in checking your power, head & heart, and mirror.

David Jardin's curator insight, August 16, 9:40 AM

Perspective enhances relationships when it lets us see past WHAT someone did to help/anger/hurt/etc. to understand WHY they did it.

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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, 6:45 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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#HR #RRHH Three Secrets of Organizational Effectiveness

#HR #RRHH Three Secrets of Organizational Effectiveness | Improving Organizational Effectiveness & Performance | Scoop.it

When the leaders of a major retail pharmacy chain set out to enhance customer satisfaction, market research told them that the number one determinant would be friendly and courteous service. This meant changing the organizational culture in hundreds of locations—creating an open, welcoming atmosphere where regular customers and employees knew one another’s names, and any question was quickly and cheerfully answered.


Via Vicki Kossoff @ The Learning Factor, Ricard Lloria, David Hain
Frank J. Papotto, Ph.D.'s insight:

Well not terribly new, not particularly secret but still helpful. Autonomy, clear purposes, and recognition are described as sources of pride but we've known about these for quite some time in connection with high performance. More specifically, all of the ideas referred to: pride, trust, autonomy, purpose and recognition are associated with employee engagement--a key driver of organizational effectiveness in the #empoweringeffectiveness model.

more...
Vicki Kossoff @ The Learning Factor's curator insight, July 17, 3:46 AM

How the practices of pride builders can help you build a high-performance culture.

Rick Garza's curator insight, July 18, 6:44 AM

People still buy from people they like.  We spend millions on research to remind us of the Golden Rule, "Treat others they you want them treat you"  Whoever wrote that must be a brilliant individual.  Good advice!

Gottfried's curator insight, July 23, 9:42 PM

social animal and scientific validation: pride building as an organizational effectiveness method

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The Agility Pyramid

 

 

Ed Lawler- I have studied organization change and effectiveness for more than 40 years. The word 'agility' agility' is the latest buzzword in boardrooms, management retreats, and leadership development programs.

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

Agility is important, but the pyramid  (see article) confuses the issue. Agility is really a organizational capability and is often embodied in management practices.  To my way of thinking there are at least four things that effective organization do: 1) They are agile in the sense of timely, effective, and enduring organization changes and also in the sense of being anticipatory and proactive; 2) They engage their people by treating them in ways that satisfy, motivate, build commitment, elicit extraordinary efforts and retention; 3) They build, execute and continuously improve work processes that are superb (efficient, high quality, user-friendly); and 4) They are keenly focused on and seek in diverse ways to achieve alignment with organizational purpose (mission, strategy, objective goals,values, etc all support this core purpose).

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Organizational Culture & Organizational Effectiveness

Organizational Culture & Organizational Effectiveness | Improving Organizational Effectiveness & Performance | Scoop.it
Organization culture seems to play a critical role when it comes to individual, group, and organizational effectiveness. Symbols are bundles of meaning that simultaneously tie together emotional &cognitive experience.

Via Andre K Stockmann
Frank J. Papotto, Ph.D.'s insight:

Although it's nice to know that culture can affect organizational effectiveness, this is hardly a magic bullet. Even if there is such a thing as a "culture of effectiveness", which I doubt, we still need to know the elements of the culture and the more difficult details of how to create it. I can offer only a starting point; four factors that are critical for organizational effectiveness and that should be supported or embodied in an organizations culture are: robust employee engagement; broad alignment with organizational purpose; emphases on superb execution and improvement of work processes; and sustainable adaptation and organization agility to cope with the need for change. Symbols, norms and values consistent with these  four factors are a minimum, I believe for a culture of effectiveness, but still a long way from defining such a culture. 

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Stakeholder Mapping for Collaboration

Stakeholder Mapping for Collaboration | Improving Organizational Effectiveness & Performance | Scoop.it

Collaboration is an important factor for successful innovation and change. Indeed, collaboration is an imperative for most organizations today, including any organization undergoing change. Innovation requires collaboration between individuals, as well as systemic forms of collaboration that span silos, networks and surprising connections. And yet collaboration cannot be mandated. Collaboration just doesn’t work like that.

 

 


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

Collaboration is an organizational necessity; effective organizations excel at and continuously strive to improve it

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Ignasi Alcalde's curator insight, July 14, 3:46 AM

#Collaboration #Innovation circle.

Claude Emond's comment, July 14, 6:13 AM
Most stakeholder «management» tools and techniques are based on measuring (whatever it means) Power and Influence. This is mostly done without open discussion with the stakeholders and highly manipulative in its intent. It does not either consider meta game and alliance among unlikely collaborators. The model you found, Kenneth is thus a pace towards a better way, something that «engage» stakeholders instead of «managing/trying to manipulate» them. Thanks a lot :)
Claude Emond's curator insight, July 14, 6:20 AM

Most stakeholder «management» tools and techniques are based on measuring (whatever it means) Power and Influence. This is mostly done without open discussion with the stakeholders and highly manipulative in its intent. It does not either consider meta game and alliance among unlikely collaborators. This model is thus a pace towards a better way, something that «engage» stakeholders instead of «managing/trying to manipulate» them.

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Leadership is Not a Contest

Leadership is Not a Contest | Improving Organizational Effectiveness & Performance | Scoop.it
I live in a culture that makes everything a contest. We take metaphors from sports and try to apply them to every activity of life. We live in a time when the language of athletics has become abbreviations to describe how we live. We have created a culture in which a Hail, Mary has become …

Via Anne Leong
Frank J. Papotto, Ph.D.'s insight:

I agree leadership is a collaborative endeavor more than a competitive one, but let's not say we cannot learn from other mistakes as well as our own. Let's not say that coming up with better ways to do what others have done is not beneficial. It our job as leaders to do the best we can to help our organizations' achieve their purposes; it is rarely, if ever true that our purpose is solely defeating other organizations. 

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Steps to Personal Effectiveness

Steps to Personal Effectiveness | Improving Organizational Effectiveness & Performance | Scoop.it

Is there a connection between personal effectiveness and organizational effectiveness?  Certainly deciding on a course of action in a systematic way would seems  like it might help with organizational management, but will it help with improving organizational effectiveness. 


Via Barb Jemmott
Frank J. Papotto, Ph.D.'s insight:

          One thing that distinguishes effective organizations from less effective ones is that capacity to consistently make good decisions.  It is not simply the fact of making decisions, but the fundamental soundness of those decisions.  This suggests that while deciding what to do is important; it is how or on what basis decisions are made that is critical.  

         The four elements of the Empowering Effectiveness OE model  provide a good starting point for decisions: How does a particular action enhance alignment, execution, adaptation or engagement?

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