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Improving Organizational Effectiveness & Performance
Focuses on Tools for Leaders and Managers that Enhance Organization Results: #EmpoweringEffectiveness
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Can Self Management Produce Maximum Performance for Your Company?

Can Self Management Produce Maximum Performance for Your Company? | Improving Organizational Effectiveness & Performance | Scoop.it
Morning Star uses self management to grow its company's performance. Read more to learn how this tactic could help to grow your company as well.
Frank J. Papotto, Ph.D.'s insight:

Accountability is the key; task complexity is relevant too. 

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Lessons In Leadership: It's Not About You. (It's About Them)

Lessons In Leadership: It's Not About You. (It's About Them) | Improving Organizational Effectiveness & Performance | Scoop.it
Harvard's Ronald Heifetz urges heads-of-state to think less like surgeons, more like psychiatrists.
Frank J. Papotto, Ph.D.'s insight:

Heifetz recommends that leaders shouldn't solve problems for followers, but rather help followers develop the capacity to solve their own problems. His assumption is that followers know more about the problem than leaders. This may be true sometimes, but sometimes followers may not fully realize what the problem is or that they even have one. 

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Ivon Prefontaine's curator insight, November 12, 2013 1:33 PM

We have many narcissitic personalities acting as leaders. That is not leadership.

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How To Eliminate Performance Reviews In Your Organization

How To Eliminate Performance Reviews In Your Organization | Improving Organizational Effectiveness & Performance | Scoop.it
Performance reviews don’t work. They are disliked by managers and employees alike. They are usually poorly written and disappear as soon as they are completed. Everyone knows this but most are not going to admit it.
Frank J. Papotto, Ph.D.'s insight:

Effective Organizations don't waste time , but do provide their employees with constructive feedback.

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Kudos's curator insight, November 2, 2013 7:50 PM

This is a great article. Very true about coaching and providing regular feedback. I do believe you also need to outline and discuss repoonsibilities and set goals together then hold your athlete, I mean employee, accountable. When they succeed - recognize that success.

 

Performance reviews are continuous. And guess, one of the responsiblities of each team member is to be part of that process by activitly seeking feedback and being honest about their own efforts and engagement. 

 

If if you feel you are being ignored ask the hard question, what have I done to be noticed or manage my career. 

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Your Organization is at Risk

Your Organization is at Risk | Improving Organizational Effectiveness & Performance | Scoop.it
This is the first of a multi-part series on the trends creating significant impacts on society and creating a digital revolution which may turn out to be the 'new industrial revolution.' Every orga...
Frank J. Papotto, Ph.D.'s insight:

Dramatic vision of the future and one of many possible scenarios. Thought provoking and hopefully inspires  thoughtful action.

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Why Segmenting Organizational Development Doesn't Work | The Leadership Advisor

Why Segmenting Organizational Development Doesn't Work | The Leadership Advisor | Improving Organizational Effectiveness & Performance | Scoop.it

The creation of the assembly line began this process and there has been a perpetual focus of improving the assembly line since its inception. As the service sector gained traction, many of the ideas of segmenting work were dragged across the lines that separate these two sectors.  "If everything works on a small level, the larger whole of the collective parts must function equally well by default". While quite logical on a number of levels it doesn’t work this way in many areas, especially when Organizational Development is the focus.

 

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

This article offers four tips that help OD practictioners work across segments.

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25 Office Hacks You Need To Know

25 Office Hacks You Need To Know | Improving Organizational Effectiveness & Performance | Scoop.it
If you’re like me, you’re always on the search for the best way to simultaneously boost your productivity, stay organized, and expertly manage your time at work. Fortunately, there are a few
Frank J. Papotto, Ph.D.'s insight:

These 25 tidbits may not improve organizational effectiveness; but they may add a bit of fun to the workplace. 

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10 Reasons Your Top Talent Will Leave You

10 Reasons Your Top Talent Will Leave You | Improving Organizational Effectiveness & Performance | Scoop.it
Have you ever noticed leaders spend a lot of time talking about talent, only to make the same mistakes over and over again? Few things in business are as costly and disruptive as unexpected talent departures.
Frank J. Papotto, Ph.D.'s insight:

It worth thinking about Employee Engagement in the context of retaining top talent.  Everything that would be done to enhance the engagement of other employees can certainly be applied leaders, managers and other top talent. 

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Five Principles of Operational Excellence through Five Favourite Quotes – Business Operations Performance Management

Five Principles of Operational Excellence through Five Favourite Quotes – Business Operations Performance Management | Improving Organizational Effectiveness & Performance | Scoop.it
Very few people have the ability to capture their thoughts into a few words – words that leave a lasting impact, words that continue to inspire over decades or centuries and words that speak to you...
Frank J. Papotto, Ph.D.'s insight:

I appreciate the directness of this.  And that it is compatiable with my approach to improving organizational effectiveness:  Adapt, Engage, Align, & Execute

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World's top Organization Development leaders speak at Benedictine University - Chicago Tribune

World's top Organization Development leaders speak at Benedictine University - Chicago Tribune | Improving Organizational Effectiveness & Performance | Scoop.it
World's top Organization Development leaders speak at Benedictine University Chicago Tribune He is past chair of the Academy of Management's Organizational Development and Change Division, and has lectured and taught at such prestigious...
Frank J. Papotto, Ph.D.'s insight:

This promises to be a great event with both academic and practitioners  OD perspectives. 

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10 Ways to Shift Gears for Employee Engagement and Change Management

10 Ways to Shift Gears for Employee Engagement and Change Management | Improving Organizational Effectiveness & Performance | Scoop.it
Discover the 10 tips that can help you successfully shift gears for change management and employee engagement
Frank J. Papotto, Ph.D.'s insight:

Top 10 lists are often a great way to distill a broad area into clearer actionable steps, and this list does make some concise points about managing change and is worth a look.  Change Management has always been about engaging stakeholders-educating, communicating with, and involving people are great ways to bring people along. But an even more proactive approach is  to create an environment where people are heard and appreciated;  this is both engaging and a source of great information about needed changes. 

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Creating a Culture of Succession Management

Is your organization ready to bridge the knowledge gaps retiring baby-boomers will leave behind?

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

Change is always on the horizon and we can rarely predict all that it will bring, but we can make sure we don't forget what we know and plan as much as possible for the future.  

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Why companies use employee surveys | Hay Group

Learn why it’s important to connect your employee survey to your company strategy
Frank J. Papotto, Ph.D.'s insight:

I'll point out here that there are two kinds of surveys both offering different value to business organizations. Standardized off the shelf type surveys allow some comparisons with similar organizations and custom surveys which allow in-depth examination of particular organizations' issues and concerns.

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Leadership Online

This is a  website of free leadership & leadership development resources.

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

Check out this listing for any tools and services that might be of help for your LD needs. Many provide resources that are consistent with the Purposeful Leadership (see http://www.slideshare.net/FJPapotto/purposeful-leadership#!  ) model.

 

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Why We No Longer Need HR Departments

Why We No Longer Need HR Departments | Improving Organizational Effectiveness & Performance | Scoop.it
The time has come for HR (Human Resources) departments to call it a day. HR departments often portray themselves as a valued business partner for management and staff alike. However, how can anyone

Via Vimal Rai
Frank J. Papotto, Ph.D.'s insight:

I don't think so. The suggestion in the article is to outsource the non-value adding parts of HR. So they are needed, but they cost money.  An alternative is to "fix" HR (if it is broken); how can it be changed to add more value? We have already seen that focusing on "Talent" helps make it more strategic and business focused. Ultimately organizations can't do without people, so HR most probably should focus on becoming a Center of Excellence, supporting every other part of enterprise in achieving their aims. 

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Vimal Rai's curator insight, November 18, 2013 9:51 AM

An idea worth thinking about. The question is will it change incumbent habits and behaviour? Or is more - much more - needed?

Ivon Prefontaine's curator insight, November 18, 2013 12:58 PM

"The time has come for HR (Human Resources) departments to call it a day. HR departments often portray themselves as a valued business partner for management and staff alike. However, how can anyone take a department seriously that refers to people as ‘resources’?"

 

I agree with the premise that we cannot think of humans as resources, assets, and any other kind of monetized language. What it means going forward may or may not mean that we do away with a department that functions to serve humans needs.

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Six Drucker Questions that Simplify a Complex Age

Six Drucker Questions that Simplify a Complex Age | Improving Organizational Effectiveness & Performance | Scoop.it
They'll help you challenge assumptions and reframe problems.
Frank J. Papotto, Ph.D.'s insight:

This blog divides quesitons into 3 groups: Those for the enterprise, those for management, and those for individuals;  thinking in these terms is very helpful even if you don't find the questions themselves compelling. 

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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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The 4 Faces of Big Data Challenges You just Can't Ignore

The 4 Faces of Big Data Challenges You just Can't Ignore | Improving Organizational Effectiveness & Performance | Scoop.it
This Blog takes on a slightly different approach towards big data, talking about the 4 different perspectives that Big Data needs to be looked at for a clearer Picture on How exactly it needs to be Tackled & utilized efficiently.
Frank J. Papotto, Ph.D.'s insight:

Big data can be an important part of organizational improvement. These four recommendations are a good start to incorporating it into  such efforts. 

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Creativity and Innovation: Your Keys to a Successful Organization

Creativity and Innovation: Your Keys to a Successful Organization | Improving Organizational Effectiveness & Performance | Scoop.it
Creativity and Innovation: Your Keys to a Successful Organization - The Huffington Post

Via Bobby Dillard, Ivon Prefontaine
Frank J. Papotto, Ph.D.'s insight:

Certainly adapting to circumstances and proactively addressing antiipated challenges are critical for success, but not the only ones.  Aligning with goals that focus and energize people, respecting, developing and involving people to fully engage them in organizational  activities, and insuring that processes and operations are  well executed must play roles in organizational success as well. 

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Ivon Prefontaine's curator insight, October 24, 2013 1:26 PM

Whitehead proposed all we need to understand for creativity is already in nature.

John Michel's curator insight, October 24, 2013 3:44 PM

The more creative and innovative you and your team members are, the more long-term success you'll achieve. So rather than constantly chase "the next big idea" in your industry, bring creativity and innovation to what you're currently doing. When you do, you'll be regarded as an industry innovator--the one your competitors are trying to copy.

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Three Things that Actually Motivate Employees

Three Things that Actually Motivate Employees | Improving Organizational Effectiveness & Performance | Scoop.it
Mastery, membership, and meaning are all more important than money.
Frank J. Papotto, Ph.D.'s insight:

The basic point here is that these internal motives are better because they provide  employees with a sense of competence and control.
They are much more likely to own and take responsibility for their behavior and become engaged employees rather than convince themselves they are "doing it for the money" 

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The colors of change

The colors of change | Improving Organizational Effectiveness & Performance | Scoop.it
"All blue people are assholes", Professor Peter De Prins started, "blue people want change with targets. It needs to be measured or otherwise you cannot get them on board". After we just filled in ...
Frank J. Papotto, Ph.D.'s insight:

This is helpful because it encourages us to think about a variety of ways in which people respond to significant changes.  

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4 Ways To Become A Transformational Leader - Leadership, Sales & Life

4 Ways To Become A Transformational Leader - Leadership, Sales & Life | Improving Organizational Effectiveness & Performance | Scoop.it
Leaders need to be transformational and not conform. Conforming is easy. Great leaders work on transformational leadership. Transformational leadership.

Via Susan Bainbridge
Frank J. Papotto, Ph.D.'s insight:

Leadership is about changing things; moving the group, company, enterprise to someplace new; helping others do things differently. Leaders understand the need for change....

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TONY GLEB's curator insight, October 5, 2013 12:38 AM

TOTALLY AGREE WITH

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Employee Engagement Ideas: Good News for Companies Facing Bad News

Employee Engagement Ideas: Good News for Companies Facing Bad News | Improving Organizational Effectiveness & Performance | Scoop.it
Does bad company news lead to disengaged employees? Not necessarily. Here Scott Weighart discusses three fallacies about employee engagement. (My new blog discusses three fallacies about employee engagement.
Frank J. Papotto, Ph.D.'s insight:

It always good to point out when common sense might  be misleading.  This blog points out how resilient employees  can be when confronted by bad news. 

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Change Warriors: They Master Four Solutions

Many management gurus, academics, and CEOs are writing on change, yet there is a difference between the theoretical and academic, and actual change.
Frank J. Papotto, Ph.D.'s insight:

The approach suggested here is communication centered. Emotional appeals and involvement in planning and implementing change go a long way, but people often understand that change will and must happen and not all changes provoke meaningful or important resistance.  In situations where there is a threat to the status quo or where the inevitability or value of change is less clear, resistance is more likely and a communication strategy is vital.   When changes are seen as unavoidable, critical, or not terribly disruptive, there is very little risk of a backlash or sabotage, so implementation can proceed with only a minimum of communication. Frequently , changes themselves (e.g. in relationships, jobs, processes, technologies, structures, etc.) are much more potent in changing behaviors and communicate strong messages to those observing or experiencing them than communications about changes. In fact, Over-managing or over-communicating change can back-fire, creating suspicions and concerns where none are warranted

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Changing culture: evolving values and needs in the Social Age

Changing culture: evolving values and needs in the Social Age | Improving Organizational Effectiveness & Performance | Scoop.it
You can view organisational culture in two ways: created by the organisation and inhabited by people, or co-created by the people and framed by the organisation. I subscribe to the latter view, rec...
Frank J. Papotto, Ph.D.'s insight:

The importance of a culture that supports, adaptation/agility, and engagementfrom both individual and organizational perspectives are critical for effectiveness and , as is pointed out here, organizational survival. 

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Understanding the Organization Framework

Understanding the Organization Framework | Improving Organizational Effectiveness & Performance | Scoop.it

This article discusses a pragmatic approach to understanding organizations and the basis for organizational effectiveness. 

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

This article presents an organizational framework based upon a well-established model that identifies two organizational dimensions time: present---future focus and environment: internal—external focus. It indicates that organization culture is a third factor in understanding organizations. Because of the specific, pragmatic focus however consideration of external factors like competition, regulation, partners/alliances are not given much or any attention; internal factors such as leadership, information management, and technology are given less weight as well.   A more general approach focusing on four sets of organizational activities that build organizational effectiveness: Alignment, Adaptation, Engagement, and Execution includes all of these critical factors and allows those factors which are most important for particular organizations’ circumstances to be appropriately emphasized.

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