Organizations are often run according to “the superchicken model,” where the value is placed on star employees who outperform others. And yet, this isn’t what drives the most high-achieving teams. Business leader Margaret Heffernan observes that it is social cohesion — built every coffee break, every time one team member asks another for help — that leads over time to great results. It's a radical rethink of what drives us to do our best work, and what it means to be a leader. Because as Heffern
Take the 15 minutes to watch this video. Yes, you may have heard this before by the delivery and the ideas weaved together is inspiring and makes you wonder - Why is this supportive environment so difficult to achieve?
"If companies give their talent something to focus on, projects to own, people will stay and help their company move forward." Creating something new, driving impact and all while still within an organizational structure is intrapreneurialism at it's best.
In resonant companies, a shared vision trumps individual needs, and the atmosphere is ripe with enthusiasm, passion for learning, and hope. Resonant cultures stand on values such as respect, concern for others, honesty, and accountability. People don't talk about empowerment; they do it. In resonant companies, people learn together, pull together, and win together.
Learning and talent development are undergoing a transformation in organizations today. This thought-provoking article challenges the idea of traditional "leadership development" - it's not just about individual learning. It's about helping people to connect and build relationships, which results in collective learning, engagement, and resonance.
I love the idea of making the "handbook" a living document that would reflect the organization at that moment in time - and then - change. Mirroring the state of work today, where change is part of the modus operandi, a "Playbook for the year" might just pique one's interest.
by Doug Kirkpatrick As companies flatten hierarchy and the taxonomy of futurework expands, it seems clear that organizational effectiveness will necessarily depend, as always, on the choices of indiv...
This thought provoking article explores the issues surrounding leadership talent. One quote that spoke to me "The best run firms create a talent pipeline internally. They identify the skill needs and potential career paths for their personnel. They map the skill sets of their people to the current and future needs of the firm. And, they supplement from the outside only when unusual situations dictate this." Simply stated, yet challenging for many to implement.
This is a way of life that does not try to separate life and work into two distinct and seemingly incompatible spheres, but instead meshes both into a new way of thinking about a life journey in the 21st century....
Some people define themselves by and through their work, and therefore have no sense of the conflicts that we are talking about. And there are many other people who are now questioning what success means to them and it is starting to happen in all age groups. Interesting article which asks you to rethink how you approach life working.
Most people instinctively avoid conflict, but as Margaret Heffernan shows us, good disagreement is central to progress. She illustrates (sometimes counterintuitively) how the best partners aren’t echo chambers -- and how great research teams, relationships and businesses allow people to deeply disagree.
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