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Innovation & Institutions, Will it Blend?
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Scooped by Deb Nystrom, REVELN
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Bill Gates Futuring and HR/Recruiting Stuck in a Time Warp

Bill Gates Futuring and HR/Recruiting Stuck in a Time Warp | Innovation & Institutions, Will it Blend? | Scoop.it

Bill Gates has been in the media of late with “My Plan to Fix the World’s Biggest Problems.”


Gates’ solution is about continuous improvement.  However ...as Gates’ says, this is simple in concept, but often difficult to execute.  

  


Excerpts:
  
While times have changed for most business functions, it seems that the HR and recruiting departments are stuck in a time warp, circa 1975.

  

1) Stop using skills and experience-based job descriptions.... Instead require the hiring manager to define the job in terms of 6-8 measurable performance objectives.


2) Measure the hiring manager’s ability to attract, develop and retain top people.


3) Never interview more than four people for any job.


4) Define Quality of Hire before the person’s hired based on a performance-based job description.


Related article from Deb:


Deb Nystrom, REVELN's insight:

The author of this article uses HR and recruiting as an example of old practices that need updating as good hires (and good talent development and succession planning) are the front door to smart, high performance cultures.

Balanced scorecards began to be used for the very reason of taking HR's people hire impact into a balanced account of measurement, beyond finance to internal business, learning and growth.


Using performance based job descriptions and innovation (refurbishing boring jobs) can be transforming to organizations still working from a 70's model of HR.

Be aware, overdoing metrics also has drawbacks, such auto companies over-relying on measurement, via ill-conceived management purges (that also appeared age-driven.)  Staffers served in roles as mentors that also produced lower numbers in their metrics because they were taking time to help newly hired and learning youngers.  The lack of a systemic focus lowered productivity and morale at the same time.  

~ Deb

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Scooped by Deb Nystrom, REVELN
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Innovation, USAID and Smart Partnerships & Investments in Developing Countries

Innovation, USAID and Smart Partnerships & Investments in Developing Countries | Innovation & Institutions, Will it Blend? | Scoop.it

Companies are moving from corporate social responsibility to seeing these partnerships as Profit and Loss investments, with a huge potential for business growth.


Maura O'Neill, is the Chief Innovation Officer and Senior Counselor to the Administrator at the US Agency for International Development (USAID).  She highlights several ways that USAID fosters international innovation & development in poorer countries, in a way that all can benefit.


Maura O’Neill:


USAID pioneered innovations in development including:

  • the green revolution and oral rehydration therapy, saving millions of lives globally
  • pioneering mobile money in Afghanistan and Haiti, enabling their citizens to use their phones to send and receive money, purchase goods, pay bills, or run businesses helping transform their national economies
Trends:
  • Smart partnerships are emerging between companies, governments, and philanthropists with a huge potential for business growth in the developing world
  • companies have moved from corporate social responsibility to increasingly seeing these partnerships as Profit and Loss investments.

Sustainability:

  • Partnering  “mashes up” USAID deep development expertise with the private sector to help make development strides permanent. 
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3 snapshots of Chinese innovation: GM, Semiconductors, AstraZeneca | McKinsey

3 snapshots of Chinese innovation: GM, Semiconductors, AstraZeneca | McKinsey | Innovation & Institutions, Will it Blend? | Scoop.it
Chinese innovation is evolving in diverse ways and at an uneven pace across a range of different industries.


1) GM China president Kevin Wale explains the importance of team-based innovation efforts in China and describes GM’s rapidly growing Advanced Technical Center in Shanghai. He also observes that innovation in China’s auto industry is more about commercialization models than technical achievements.


What China does better than any place else in the world is to innovate by commercialization, as opposed to constant research and perfecting the theory, like the West.


When the Chinese get an idea, they test it in the marketplace. They’re happy to do three to four rounds of commercialization to get an idea right, whereas in the West companies spend the same amount of time on research, testing, and validation before trying to take products to market.


2) The semiconductor industry is a powerful example of the tension surrounding China’s potential for innovation.  For two decades they have sought to create a more potent domestic semiconductor industry—with mixed results.


3) AstraZeneca's R&D focuses on unique disease mechanisms in China.  Certain diseases have high prevalence and, in many cases, could have different populations or different disease etiologies, presenting a white space on which R&D innovation can focus.

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Innovators Help Business Change From Within - MarketWatch

Innovators Help Business Change From Within - MarketWatch | Innovation & Institutions, Will it Blend? | Scoop.it

"Sustainable business innovation & leadership capacity:  The Aspen Institute's 4th cohort of fellows who promote business growth with a sustainable society launches."  


This program looks like it can make a significant leadership impact within institutions who desire to innovate in a healthy, sustainable way.  Aspen fellows are selected based on peer nomination.


Excerpts:


_________________


"There is a clear public call for business to create long-term value for shareholders, communities, employees and the planet. We need innovative leaders who can tackle this challenge."


_________________


The Aspen Institute Business and Society Program today announces the fourth class of First Mover Fellows, individuals who are working within companies to unite business growth with a sustainable society in the products and services they are developing.


The 21 Fellows chosen this year come from a wide variety of industries including finance (Citigroup and BlackRock); energy (GE Energy); retail (Walmart); technology (Microsoft, HP and AOL); clothing (Levi Strauss and Nike); executive search (Egon Zehnder International); and advertising (Arnold Worldwide).


_________________


The 12-month Fellowship...is built around the core themes of innovation, leadership, reflection and community.

_________________


"The work of these remarkable business innovators demonstrates the array of opportunities companies have to achieve financial success and positive social and environmental impacts," says Nancy McGaw, director of the First Movers Fellowship Program.


The 12-month Fellowship, which includes three seminars, is built around the core themes of innovation, leadership, reflection and community.


The program offers individuals a chance to become part of a growing community of innovators who share a passion about their work and belief in new possibilities for business. It also serves as an innovation lab where Fellows develop the skills to make their innovations real and successful in their organizations.


The program offers both a leadership development opportunity for the Fellows and an organizational development strategy for their companies.


"Today there is a clear public call for business to create long-term value for shareholders, communities, employees and the planet. We need innovative leaders who can tackle this challenge," explains McGaw. "This Fellowship program focuses on how to build this kind of leadership capacity within business."


Candidates for the fellowship must be nominated by their peers.

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Rescooped by Deb Nystrom, REVELN from Agile Learning
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HR is ripe for social disruption. Innovating HR structure to support peer learning, innovative organizations

HR is ripe for social disruption.  Innovating HR structure to support peer learning, innovative organizations | Innovation & Institutions, Will it Blend? | Scoop.it

Is it finally time for Social HR? What's out there that uses social systems to revitalize how people are recruited and learn, grow and develop within organizations?


If organizations tend to be hidebound against change, Human Resources (HR) is even more so, in spite of the trendy strategic HR spin of the early 2000's . Consider HR's roots, which persist today: labor relations, compensation, employment/personnel and the number of lawyers on staff.


Here's some fresh thinking about embracing social as a new definer of HR systems from Gautam Ghosh.


Excerpted, adapted:


Recruitment:  HR has been quick to leverage social media to “Broadcast” vacancies. The next level would be actively creating and nurturing communities of practice shaped around skills where hiring managers can gauge level of skills of people and also develop them (Disclaimer: The author works with BraveNewTalent, a platform that helps organizations do that)


Knowledge Sharing: Forget the idea of databases acting as “repositories” of knowledge, internal social networks can capture employees work activity as social intranets  – and team members can follow what others are doing on their activity streams. Newer tools like Opzi and MindQuilt can also emerge as a enterprise version of Quora, the popular Q&A site.


HR policies: Using a social tool which leverages crowdsourcing ideas from employees can help HR in co-creating processes and policies – and raise acceptability when they are finally rolled out. Dell’s EmployeeStorm is a great example by which employees give ideas on everything in the company.


From the autho, Gautam Ghosh, a Product Evangelist and India Marketing Lead at BraveNewTalent specializing in the areas of HR, organization development and learning and employee engagement. He has worked as a HR Generalist and a Learning and Development Executive in firms like Deloitte, Dell, Hewlett Packard and Satyam Computer Services."

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Scooped by Deb Nystrom, REVELN
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Remodel Your Meetings To Create Internal Entrepreneurs | Fast Company

Remodel Your Meetings To Create Internal Entrepreneurs | Fast Company | Innovation & Institutions, Will it Blend? | Scoop.it
Imagine going to work on a Monday, only to find that everything in your work environment changed overnight. The corporate reception area is gone, along with the receptionist, who could barely be bothered to acknowledge the likes of you, anyway.

 

In less than two hours, everything is radically transformed. Each new idea is nurtured, explored and tested rather than flatly rejected with one negative cliché after another. The glass is suddenly perceived as half-full rather than relegated to its usual half-empty status.  

 

...BlackBerries and iPhones are turned off. ...There are no emails. The focus is absolute.

 

Good ideas are immediately locked in. People claim responsibility for tasks. Small groups are formed to set plans in motion.

 

Deadlines are set for the next month, as opposed to the next year. After the meeting, everyone leaves with a one-page summary of all the decisions.

 

Read on for some great inspiration and possibly, "it could happen here!"

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