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The Not-So-Surprising Lessons from Top-Down Employee Engagement

The Not-So-Surprising Lessons from Top-Down Employee Engagement | Improving Organizational Effectiveness & Performance | Scoop.it
Most of us understand the benefits of sincere employee … (RT @tedcoine: #Leadership for #engagement starts at the very, very top.
Frank J. Papotto, Ph.D.'s insight:

Not so sure I completely agree that Engagement is completely top down, but this is a good story of how senior leadership can lead by example.  But ultmately all managers have a critical role in building and maintaining engagement. 

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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.  

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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 Employee Engagement Hoax - Forbes

The Employee Engagement Hoax - Forbes | Improving Organizational Effectiveness & Performance | Scoop.it


Somewhere around the late 1980s or early 1990s we stopped talking about employee morale and started talking about Employee Engagement instead.


Via David Hain
Frank J. Papotto, Ph.D.'s insight:

      I like the engagement concept, but it has been twisted to suit a management perspective that is unhelpful. It is helpful to think of engagement as behavioral and emotional commitment; this results in loyalty to the company a willingness to stay and provide discretionary effort. A prerequisite to engagement is employee satisfaction and positive morale.

 

      The problem with engagement arose because it was presented in many instances as a tool for driving performance. Consultants and pollsters latched onto the idea that if you measured engagement you could then take various actions to change it with a variety of employee focused HR tools. All of sudden then HR had the means, it believed, to drive, employee performance-- and, of course, how could this not be valuable for business and management.

     In fact, engagement is useful because it begins to address the complexity of motivating organizational behavior. It helps us understand that both intrinsic and extrinsic factors should be considered, that the social conditions are important as well. Engagement points to the fact that a whole person approach is needed to fully enlist individual efforts on behalf of the organization.

 

      To obtain a truly engaged workforce, enterprises must start with choosing people who see it as more than simply a place to work;who see it as a valuable, useful means to a positive end for themselves and the broader community of which they are a part. Enterprises must come to the realization that supporting individuals in reaching their goals is the cost of getting individuals to support the organization's.

 

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David Hain's curator insight, July 6, 10:44 PM

"The chief benefit of the annual Employee Engagement Survey is that it lets a tone-deaf HR leader say to her leadership team, “Look how high our engagement scores are this year! Surely I’m doing my job!”" ~ Liz Ryan

Ivon Prefontaine's curator insight, July 7, 7:08 AM

The one that gets me is the empowerment racket. As if we have the power to give someone else power. I hear this in education all the time. We are going to empower students as if we do their learning for them. Creating a positive and healthy learning environment with reciprocal relationships is the key.

Miguel Paul Trijaud Calderón's curator insight, July 9, 3:38 AM

Engagement - 12 ideas to listen to your employees

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Why Workplace Learning Fails, And Why It's Time to Ban The Fire Hose

Why Workplace Learning Fails, And Why It's Time to Ban The Fire Hose | Improving Organizational Effectiveness & Performance | Scoop.it
Most people love to learn for learning’s sake. So you’d think training -- particularly in soft-skills areas like sales and leadership -- would be seen as a path to better results, more money and coveted promotions. And yet we often hear, “Jeez, they’re pulling me off the job for some stupid [...]

Via Holly MacDonald
Frank J. Papotto, Ph.D.'s insight:

The article makes an excellent point training should be a process not an event.  Coaching is one example provided. The  key here is to make it part of the job, a relevant means to an end.   Mandated training is attended, but useful, accessible, timely, relevant training is attended to. The simple logic is that if your people believe that training will help then it probably will. Effective Organizations with their engaged employees  can be confident that good training processes will be sought out and stick. 

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Alternatives to Traditional Employee Reviews

Blog posting with content from Kevin Lombardo's insights on employee reviews in the Denver Business Journal. (Performance management and organization effectiveness go hand in hand.
Frank J. Papotto, Ph.D.'s insight:

Useful if somewhat superficial; the article emphasizes the importance of a collaborative rather than confrontational approach to performance reviews.   It helps to understand that the overarching goals for both manager and employee in performance management is the achievement of the organizations goals and purposes. When employees have the skills, knowledge (training), resources and support to achieve these, they are fully enabled and (hopefully) highly motivated to invest their discretionary efforts and make larger contributions to organizational success. Managers' roles become more like coaches, resource providers and advocates for employees to ensure there are no obstacles to top performance.  (As described elsewhere, performance management is a useful tools for achieving closer alignment of organizational activities with organizational purposes and this closer alignment is indicative of improved organizational effectiveness).

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Performance management done well improves Organizational Effectiveness

Aubrey C. Daniels is the author of the bestselling management classic Performance Management: Changing Behavior that Drives Organizational Effectiveness, recently re-released in a fifth addition.
Frank J. Papotto, Ph.D.'s insight:

Aligning with organizational purposes is one key element in organizational effectiveness, and performance management is an important tool for achieving this. 

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How to Help an Underperformer

How to Help an Underperformer | Improving Organizational Effectiveness & Performance | Scoop.it

Don’t ignore the problem


Too often these issues go unaddressed.  “Most performance problems aren’t dealt with directly,” says Weintraub. “More often, instead of taking action, the manager will transfer the person somewhere else or let him stay put without doing anything.” This is the wrong approach. Never allow underperformance to fester on your team. It’s rare that these situations resolve themselves. It’ll just get worse. You’ll become more and more irritated and that’s going to show and make the person uncomfortable,” says Manzoni. If you have an issue, take steps toward solving it as soon as possible.

 


Via Vicki Kossoff @ The Learning Factor, Bobby Dillard, Bond Beebe Accountants & Advisors
Frank J. Papotto, Ph.D.'s insight:

The assumption often is that poor performance is  result of some problem with the performer, but it would be wise to examine the circumstances closely because is it a common bias for people to attribute others failures to them and de-emphasize the situation factors that may be contributing.   Compounding this, we as managers often are biased in seeing our own success as the result of our efforts and failures as a result of happenstance and not our shortcomings— making it still harder for us to see how we might contribute to others' poor performance. 

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Tony Phillips's curator insight, June 24, 6:25 PM

A great article worth practical ways to improve performance. ALL managers should be coached to do this type of thing.

Jill Miller, SPHR's curator insight, June 26, 3:39 PM

It's tempting to delay dealing with under performers, but they rarely improve on their own. This article provides actionable advice that works in the real world. 

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Organizational Effectiveness Consultant - Nuclear Power Careers ...

Organizational Effectiveness Consultant - Nuclear Power Careers ... | Improving Organizational Effectiveness & Performance | Scoop.it
KeySource HCI has been exclusively retained by Southern Nuclear Operating Company in search of an Organizational Effectiveness Consultant. Southern Nuclear Operating Company, headquartered in Birmingham, ...
Frank J. Papotto, Ph.D.'s insight:

The nuclear power industry has long embraced Organization Development and Organizational Effectiveness.  Opportunities like these are a great way to help the industry get better from the inside out. 

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Organizational Effectiveness Lecture Series - Holistic Appreciative Inquiry

This event is part of the Organizational Effectiveness Lecture Series at Wright State University where we discuss how to influence positive change in your organization. Dr. Ilma Barros shares...
Frank J. Papotto, Ph.D.'s insight:

Appreciative inquiry is valuable in building effective  organizations because it engages a wide cross-section in understanding how the organization can improve. The positive involvement of organization members on working on issues that are important can be very helpful and helps overcome any biases that consultants and facilitators bring.  The assumption, however, that the organization knows best what's best for it should be surfaced and tested; we must be vigilant about blind spots--our own and others.  

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Frank J. Papotto, Ph.D.'s curator insight, July 3, 7:25 AM

Appreciative inquiry is valuable in building effective  organizations because it engages a wide cross-section in understanding how the organization can improve. The positive involvement of organization members on working on issues that are important can be very helpful and helps overcome any biases that consultants and facilitators bring.  The assumption, however, that the organization knows best what's best for it should be surfaced and tested; we must be vigilant about blind spots--our own and others.  

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P2P Foundation » Blog Archive » Wirearchy 1: The Intersection of ...

To make matters worse, the final decade I was consultant with a major HR / organizational effectiveness consulting firm helping many large and multi-national organizations design and implement their ever-changing ...
Frank J. Papotto, Ph.D.'s insight:

Organizational design has always been about creating the relationships needed for people to effectively collaborate to get the work done. This approach presents a model of how we might accomplish this in a more egalitarian way; one that relies less on differences in power and more on modern technology. 

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The Global Leadership Competencies We Aren't Teaching - Chier Learning Officer

The Global Leadership Competencies We Aren't Teaching - Chier Learning Officer | Improving Organizational Effectiveness & Performance | Scoop.it
The Global Leadership Competencies We Aren't Teaching
Chier Learning Officer
Study analyses found creativity to be significantly correlated to both market performance and global leadership development effectiveness.
Frank J. Papotto, Ph.D.'s insight:

Creating agile and adaptive organizations may be about more than managing change if understood narrowly.  However, innovation, thinking strategically about the organization's circumstances, understanding technology developments, and creative problem-solving are all about change and a broader approach to change management will often include them.  The purposeful leadership model from Empowering Effectiveness includes Adaptive Patterns as one core leadership discipline--ensuring the organization is configured to effectively manage change.  Along with these Aligning with Purpose, Engaging People, and Executing Processes are critical leadership domains.

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How to Create Your Own Change Canvases | Lean Change ...

How to Create Your Own Change Canvases | Lean Change ... | Improving Organizational Effectiveness & Performance | Scoop.it
I hosted a study group with the organizational effectiveness team at a fortune 100 company, and this was one of the comments from Barb, who loved the idea of using change canvases to create and communicate ...
Frank J. Papotto, Ph.D.'s insight:

Involving key people in change efforts from the start is a great idea.  Prior to this is understanding readiness for change; are people and the organization willing and able to change?  Is the organization adaptable and agile?  Do people have necessary competencies? 

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Research: Attributes of Great Leaders - Emotions & Results

Research: Attributes of Great Leaders - Emotions & Results | Improving Organizational Effectiveness & Performance | Scoop.it
What are the key ingredients of great leadership today? Thousands of comments on high performing leaders, study finds key to good vs great

Via David Hain, Claude Emond
Frank J. Papotto, Ph.D.'s insight:

An interesting approach to identifying leader attributes.  To apply these findings, use the purposeful leadership approach that emphasizes the themes of broad alignment, robust engagement, sustainable adaptation and superb execution.  One can clearly see these themes reflected in the summaries of comments described. The common leadership and  management concepts seen here repeatedly emerge in other work: consideration of people, structuring of tasks, managing change, and  envisioning and inspiring a sense of purpose for example...

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David Hain's curator insight, June 5, 12:35 AM

To achieve personal greatness, focus on others first! Great advice borne out by research.

Ellen Naylor's curator insight, June 5, 8:02 AM

Good leaders are not only smart, but have high EQ. They think about others and let reporting people know how important they are. Their passion is infectious, and emotional connection makes the day. I wish we had more of that in corporations today, where most of the labor force is disengaged, and doesn't look forward to their work day.

Lisa McCarthy's curator insight, June 6, 9:40 AM

Fascinating research.  Here are the main themes:

  • Leadership is about people.
  • Passion and purpose are infectious.
  • Top performers go deeper emotionally – not just caring, but personal caring.  Not just a good attitude, but giving the energy for people to smile.
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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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3 Ideas For Navigating Change In The Office Without Freaking Everyone Out

3 Ideas For Navigating Change In The Office Without Freaking Everyone Out | Improving Organizational Effectiveness & Performance | Scoop.it
Many employees fear change at work. Here's how managers can navigate changes in procedure without overwhelming their staff.

Via the Change Samurai
Frank J. Papotto, Ph.D.'s insight:

It is certainly valuable to allow involvement and influence in making changes; people generally respond better to changes they understand and value and are much more likely to do so if they are involved in its planning and implementation. Simply "educating" people does not take into account their specific situation or concerns and so may help make the unfamiliar more familiar, the unknown more known, but still leaves individuals circumstances unaddressed. 

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Organizational Effectiveness Lecture Series - Holistic Appreciative Inquiry

This event is part of the Organizational Effectiveness Lecture Series at Wright State University where we discuss how to influence positive change in your organization. Dr. Ilma Barros shares...
Frank J. Papotto, Ph.D.'s insight:

Appreciative inquiry is valuable in building effective  organizations because it engages a wide cross-section in understanding how the organization can improve. The positive involvement of organization members on working on issues that are important can be very helpful and helps overcome any biases that consultants and facilitators bring.  The assumption, however, that the organization knows best what's best for it should be surfaced and tested; we must be vigilant about blind spots--our own and others.  

more...
Frank J. Papotto, Ph.D.'s curator insight, June 13, 10:01 AM

Appreciative inquiry is valuable in building effective  organizations because it engages a wide cross-section in understanding how the organization can improve. The positive involvement of organization members on working on issues that are important can be very helpful and helps overcome any biases that consultants and facilitators bring.  The assumption, however, that the organization knows best what's best for it should be surfaced and tested; we must be vigilant about blind spots--our own and others.  

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Making Projects Successful: Organizational Traits | Manufacturing ...

Making Projects Successful: Organizational Traits | Manufacturing ... | Improving Organizational Effectiveness & Performance | Scoop.it
In an HBR article, “The Secrets to Successful Strategy Execution,” Gary L. Neilson, Karla L. Martin, and Elizabeth Powers identified 17 fundamental traits of organizational effectiveness, drawn from a survey of more than ...
Frank J. Papotto, Ph.D.'s insight:

Executing Strategy well is clearly a characteristic of effective organizations; but achieving broad alignment with organizational purposes, having robust employee engagement within the organization, and using flexible, adaptable ways for getting work done and responding to  changes are also key ingredients that synergisticly combine with superb execution to create highly effective, successful organizations

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To lead, influence and sell better, ask the right questions.

The right questions help us to lead, influence and sell better. Here are ten ways to ask the right questions.
Frank J. Papotto, Ph.D.'s insight:

Greater self-awareness through self-assessment is always a good tactic for leaders to understand and improve how they influence their organizations. 

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Three Ways to Actually Engage Employees - blogs.hbr.org (blog)

Three Ways to Actually Engage Employees - blogs.hbr.org (blog) | Improving Organizational Effectiveness & Performance | Scoop.it
Three Ways to Actually Engage Employees
blogs.hbr.org (blog)
In short, employee engagement is directly related to leaders' ability to inspire people — and it is pretty much unrelated to leaders' effectiveness at assigning and managing tasks.
Frank J. Papotto, Ph.D.'s insight:

Engagement behavior is a a function of both the person and his or her "organizational"  environment.  Selecting people  who value and are motivated by what they do to help an organization achieve its purposes is the most important aspect of the person piece.  Training and providing the right resources that enable successful performance is the most important environmental piece.  Retaining people over the long-term  and inspiring their discretionary contribution is a matter of reinforcing the perception that this their organization is the best way for them to obtain what they need and want from their working life. 

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5 Keys That Unlock Better Organizational Effectiveness

5 Keys That Unlock Better Organizational Effectiveness | Improving Organizational Effectiveness & Performance | Scoop.it
Everyone wants to make a big impact when it comes to organizational effectiveness.

Via Chris Enstrom
Frank J. Papotto, Ph.D.'s insight:

These five sets of activities that take place in organizations are definitely important and making them better can certainly improve effectiveness. The Empowering Effectiveness approach provides more specific guidance on how they might be improved: 

 

    Aligning these activities with organizational  purposes is critical. Engaged people will put more of themselves into these activities. Designing in flexibility and adaptability will enable the organization to be configured in the best ways to accomplish these activities, and emphasizing excellent process execution and continuous improvement will insure these activities are being done well, consistently and efficiently.  

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Chris Enstrom's curator insight, June 13, 7:46 AM

#6 - everything is connected, make sure you know the implications of making changes in a system.

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Accellerated Method To Organizational Effectiveness ...Organizational Constellations

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

Interesting approach to building organizational effectiveness.  It takes a rather holistic approach to OE and presupposes that resolving a variety of issues inevitably leads to improved OE.  From my perspective, targeting some specific issues related to OE is more likely to accelerate OE improvement. 

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4 Ways to Take Global Leadership Development to the Next Level ...

4 Ways to Take Global Leadership Development to the Next Level ... | Improving Organizational Effectiveness & Performance | Scoop.it
It seems inconceivable that the effectiveness of global leadership development efforts is declining in a time when organizations are increasingly working with global partners, suppliers, customers, and employees.
Frank J. Papotto, Ph.D.'s insight:

These four recommendations are critical for building the kind of leadership that agile, adaptive organizations need going forward. Achieving organizational purposes will require greater skills in managing organizational changes, engaging people inside and outside the organization,  and ensuring superb execution

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Project Management Measurement and Tracking

Three immutable variables, statistically coupled, for all projects. Each to level - Cost, Schedule, and Technical Performance are loosely coupled. The drive...
Frank J. Papotto, Ph.D.'s insight:

These very specific ways of tracking projects are no doubt valuable.  More general approaches to organizational effectiveness , however incorporate them in an overall measurement. Simply put efficient process execution is a critical component of effectiveness. Alignment, Engagement and Adaptation are less obvious elements of  organizational effectiveness in this project management approach but equally important. 

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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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VUCA Times Call for DURT Leaders

VUCA Times Call for DURT Leaders | Improving Organizational Effectiveness & Performance | Scoop.it
VUCA times call on leaders to raise their game, plant the seeds for a better future ahead. VUCA requires strong leadership.

Via ThinDifference, Philippe Vallat, Jean-Philippe D'HALLUIN
Frank J. Papotto, Ph.D.'s insight:

Volatility, Uncertainty, Complexity and Ambiguity (aka VUCA)  does require good leadership. But all of the DURT behaviors are important and should be practiced regardless of conditions. Trust as we know is important for robust engagement, clarity is important for  broad alignment, directness is important for superb execution and reliability is important in sustainable adaptation.  Leadership's purpose in VUCA situations and, in general, is to maintain and build effectiveness in achieving results; the DURT behaviors and other Purposeful Leadership  behaviors is at the heart of organizational success regardless of circumstances. 

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ThinDifference's curator insight, May 28, 5:03 AM

VUCA times require more of leaders not less. Leaders need to be a Direct, Understandable, Reliable, and Trustworthy leader.

Ivon Prefontaine's curator insight, June 4, 8:50 AM

When we are direct, are understood, are reliable, and trustworthy, we send signals about being responsible. The era of accountability and transparency are not about responsibility. We can still hide necessary information in being transparent. We cannot when we are responsible.

Anne-Laure Delpech's curator insight, June 4, 11:54 PM

intéressant : les caractéristiques du leader dans un monde VUCA (volatile, incertain, complexe et ambiguë)