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Chouette, je vais manager mes anciens collègues

Chouette, je vais manager mes anciens collègues | management | Scoop.it
Ça y est ! C’est officiel. Désormais, c’est vous le manager ! Seulement voilà… Dans cette belle équipe, il y a des collaborateurs qui, il y a quelques jours encore, étaient vos collègues !
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Soft Skills and The Future of Business | People Development Network

Soft Skills and The Future of Business | People Development Network | management | Scoop.it
Hard skills. Soft skills. Skills gap. There’s a lot of talk about skills nowadays, but the future of work is going to require creativity and communication.

Via The People Development Network
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Carmen Ridaura's curator insight, November 11, 2016 5:48 AM
Habilidades a desarrollar en las escuelas para aprender a hacer frente al futuro laboral
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12 conseils pour être un dirigeant d'exception

12 conseils pour être un dirigeant d'exception | management | Scoop.it
Dans son livre, Pourquoi eux ? Les secrets d'une ascension, Frédéric Marquette rassemble les paroles et témoignages d'une cinquantaine de hauts dirigeants.
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Vertical Leadership

Vertical Leadership | management | Scoop.it

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Maggie Lawlor's curator insight, October 22, 2016 7:03 PM
Strategic transformation requires feeling and sensing differently as well as thinking differently 
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The Dark Side of High Employee Engagement

The Dark Side of High Employee Engagement | management | Scoop.it

We need to take a more balanced view of employee engagement. Managers need to think about how to create just enough tension in their workforce in order to trigger healthy competition and intrinsic motivation. A “one size fits all” approach to employee engagement is unrealistic, and the common understanding of engagement as “happiness” is too simplistic.

 


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Kenneth Mikkelsen's curator insight, August 26, 2016 11:31 AM

While engagement is an important determinant of performance, performance is also affected by other factors – and sometimes those factors matter more than engagement. For example, a recent study by Google found that the critical drivers of effective team performance were an open and safe team culture, clear goals, and a strong sense of purpose. Likewise, scientific studies show that leaders’ judgment and decision making ability can affect team and organizational performance beyond engagement. This explains why certain leaders – think Steve Jobs or Jeff Bezos – can be so effective despite not displaying great people-skills or emotional intelligence: you can get away with it if you also have great judgment and vision.

 

Kenny Kerswell's curator insight, August 31, 2016 5:59 AM

While engagement is an important determinant of performance, performance is also affected by other factors – and sometimes those factors matter more than engagement. For example, a recent study by Google found that the critical drivers of effective team performance were an open and safe team culture, clear goals, and a strong sense of purpose. Likewise, scientific studies show that leaders’ judgment and decision making ability can affect team and organizational performance beyond engagement. This explains why certain leaders – think Steve Jobs or Jeff Bezos – can be so effective despite not displaying great people-skills or emotional intelligence: you can get away with it if you also have great judgment and vision.

 

Walter Gassenferth's curator insight, September 18, 2016 6:41 AM
Useful post, presenting a lucid vision of the theme. For those who speak Portuguese or Spanish and are interested in business management, please visit http://www.quanticaconsultoria.com
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6 Ways To Use Neuroscience To Improve Your Team and Business

Eric Kandel is neuropsychiatrist from Germany. In 2000, he received the Nobel Prize in Physiology or Medicine for his research on the physiological basis o

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The new Headspace HQ is the happiest office in the world

The new Headspace HQ is the happiest office in the world | management | Scoop.it
Headspace has a new happiness-orientated HQ in Santa Monica, Los Angeles, which is said to be the happiest office in the world, with meditation pods

Via Richard Andrews
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Le DRH selon Darwin

Le DRH selon Darwin | management | Scoop.it
Comment l'entreprise doit-elle faire face à la révolution digitale et l'intégrer comme un levier de transformation
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Minimise threat and maximise reward to accelerate change

Minimise threat and maximise reward to accelerate change | management | Scoop.it

Research shows that people’s response to change is common, at a biological level.

These patterns act as a short cut; you don’t have to work out how to do something like open a door every time. These types of routine or regular activities are run by the basal ganglia which is much more efficient in terms of energy usage. After a period of time, our job becomes one of these regular actions.

We get comfortable doing the ‘old’ process and routine. The role is predictable. Doing something different to the norm, is the equivalent of telling the brain something is wrong. This activates the emotional centre, the amygdale which controls our flight or fight response. The new behaviour is registered as an error and as a potential threat in the brain. Whilst the prefrontal cortex can override the more primitive emotional centre this takes a lot of energy and it soon becomes fatigued.

Unfortunately traditional change management approaches are not compatible with this new understanding of the brain’s functioning. Bonuses and incentives or threats of job loss will not overcome the biological reaction to change.


Via David Hain
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David Hain's curator insight, July 23, 2016 2:35 AM

We are all biological beings. Learn about how that insight can change your success rate in change processes!

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10 short videos that could change your life in minutes

10 short videos that could change your life in minutes | management | Scoop.it
TED talks, should you be unaware of them, are a series of staggeringly popular online lectures, organised by the non-profit TED group.

Via Dr. Susan Bainbridge
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Laurent Spilliaert - Blog's curator insight, June 16, 2016 4:24 PM
10 short videos that could change your life in minutes.
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Les petits soldats du nouveau management

Les petits soldats du nouveau management | management | Scoop.it

Pourquoi le monde du travail est-il si déboussolé et anxiogène ?

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Vers des communautés de travail inspirées : réinventons nos organisations ! avec Frédéric Laloux et Jean-Louis Lamboray

Vers des communautés de travail inspirées : réinventons nos organisations ! avec Frédéric Laloux et Jean-Louis Lamboray | management | Scoop.it

Le management des organisations semble avoir atteint ses limites.


Via Karine SACEPE, Geemik Maria Açucena Da Silva
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Burn-out : manager son équipe en évitant la surchauffe

Burn-out : manager son équipe en évitant la surchauffe | management | Scoop.it

Oui, on peut être exigeant avec ses collaborateurs... à condition de ne pas les mettre sous pression. Pour préserver votre groupe et en tirer le

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Tips for Change Facilitation – Changing Dojo 

Tips for Change Facilitation – Changing Dojo  | management | Scoop.it
Changeability is one of the most important characteristics for companies in the 21st century. As Peter Senge pointed out "Organisational change combines inner shifts in people’s values, aspirations, and behaviours with outer shifts in processes, strategies, practices, and systems”.
However, most of the time, the people do not know how to foster this ability inside the corporation. They need help. They need some facilitation to overcome the obstacles during the change journey.
A Change Facilitator is someone who helps the organisation to identify the opportunities to improve and foster collective strategies to maximise the success of the change efforts.
After several years facilitating organisations in small and large change initiatives, I have collected a set of brief lessons to help Change Facilitators in order to maximise the chances of success in a change/transformation initiative.

Via David Hain
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David Hain's curator insight, December 28, 2016 2:33 AM

Insightful tips to tune up or kickstart your changeability quotient in 2017.

Ian Berry's curator insight, December 28, 2016 4:58 PM
I like them all MVI and Cultural Mixer in particular
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5 leçons de leadership à tirer de Game of Thrones

5 leçons de leadership à tirer de Game of Thrones | management | Scoop.it
Tywin Lannister, Jon Snow, Tyrion Lannister, ou encore Daenerys Targaryen... La sulfureuse série télévisée Game of Thrones regorge de personnages haut en couleurs dont il est possible de tirer des enseignements...
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How to Know You Have to Change as a Leader

How to Know You Have to Change as a Leader | management | Scoop.it
Danny Peltz, executive vice president and group head in wholesale banking at Wells Fargo, explains. Get his tips here.

Via Marc Wachtfogel, Ph.D.
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donhornsby's curator insight, September 7, 2016 10:14 AM
(From the article): To ensure you are making progress, set aside time to check in with yourself, and ask a series of questions. When you look at the team, is it changing? Does the composition of your team reflect the composition of your customer base? Are you spending time with people who are less like you? Are your team members engaged? Are you retaining diverse team members? When you have open positions, are you attracting a diverse candidate pool? Do you have an inclusive environment? If you can answer “yes” to these questions, then you know you’ve successfully built a diverse workforce. I look forward to the day when diversity in the workplace is not a problem to be solved, but something that just is.
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Productivity and Human Resources - People Development Network

Productivity and Human Resources - People Development Network | management | Scoop.it
Improving productivity has always been a live issue for managements. As the profitability of an organization mostly depends on improvement in productivity

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Great Leaders Ask the Right Questions

Great Leaders Ask the Right Questions | management | Scoop.it

I believe successful leaders understand that asking questions – and listening with intention – is the best way to manage and lead.


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donhornsby's curator insight, August 29, 2016 9:56 AM
What’s not so easy is being vulnerable enough to listen to the answers to these questions. This is what separates leaders from the rest. A true leader knows that honest answers can motivate staff (and self!) as well as avoid potential pitfalls. The road to success is paved with the information gained from just asking the right questions. And listening. And then implementing.
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Voici les 34 technologies à forts enjeux stratégiques en 2016

Voici les 34 technologies à forts enjeux stratégiques en 2016 | management | Scoop.it

Gartner a dévoilé son cycle des technologies émergentes de 2016, et nous avons relevé les 33 technologies à forts enjeux stratégiques.


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The Management Thinker We Should Never Have Forgotten

The Management Thinker We Should Never Have Forgotten | management | Scoop.it

W. Edwards Deming believed that we can improve worker performance only when we improve the entire system they work within. And he believed that managers wrongly apply incentive pay plans, forced rankings, and all sorts of carrots and sticks to create the illusionof control without solving root performance problems.

 


Via Kenneth Mikkelsen
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jean charles crouin's curator insight, August 15, 2016 5:14 AM
Much more to @demming thank his wheel...
Au delà de la roue...#leadership
Walter Gassenferth's curator insight, August 23, 2016 6:45 AM
Very interesting subject to be considered and discussed. I will disclose the post to my contacts and subscribers in http://www.quanticaconsultoria.com
Walter Gassenferth's curator insight, September 22, 2016 11:35 AM
Very interesting subject to be considered and discussed. I will disclose the post to my contacts and subscribers in http://www.quanticaconsultoria.com
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8 métiers qui seront au top en 2030

8 métiers qui seront au top en 2030 | management | Scoop.it
En 2030, le monde du travail aura été bouleversé et de nouveaux métiers seront en vogue. C’est en tout cas ce que prévoient les analystes de la fondation Canadian Scholarship Trust, qui en liste 30 dans son rapport "Careers 2030".

Via Nathalie Olivier
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Nathalie Olivier's curator insight, May 3, 2016 1:19 PM


Pour moi concepteur d’amusement et pour vous ? Formations à créer à ce sujet, j'ai déjà plein d'idées :)

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Spotify révisite la sociodynamique

Spotify révisite la sociodynamique | management | Scoop.it
Ce qui fait la force de la culture de Spotify c’est l’ agilité. L’adaptabilité des employés face à un marché en constante évolution.

Via ISlean connect
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ISlean connect's curator insight, June 14, 2016 8:41 AM

ego/eco devient "alignment" et "autonomy". Les concepts pertinents ont la vie dure. 

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How to Upgrade the Industrial Organization to the Age of Ideas? 

How to Upgrade the Industrial Organization to the Age of Ideas?  | management | Scoop.it
Do you suffer from corporate obedience? Are you wealthier but not healthier and happier than your parents? Does your employer demand your “all” without guaranteeing a continuity of employment in return? Are you stressed, anxious, disengaged or frustrated?
Fair chance that you are trapped in an old-style steam-engine organization, custom-built to suppress collaborating, problem-solving, innovating and socializing. Perfect for repetitive tasks, standardization, and efficiency. Disastrous for inspiration, purpose, trust, innovation and making a difference to the greater good. So, what can you do to upgrade your industrial organization?

Mark Powell and Jonathan Gifford wrote the book “My Steam Engine is Broken – taking the organization from the industrial era to the age of ideas.” It aligns with Gary Hamel’s work and Frederic Laloux’s Reinventing Organizations. More and more people are waking up to the poignant fact that our workplaces are so old-fashioned that they don’t serve their purpose anymore. Modern organizations need to be innovative and agile, but many are not.

But where do you start to change? The organization as a whole is a daunting job to change. Powell and Gifford propose to transform the steam engine bit by bit by tackling the ten paradoxes that steam-engine organizations do that actively prevent them from achieving their goals while they think they do a good job.

Via David Hain
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Mike McGrail's curator insight, June 17, 2016 8:43 AM
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William Smith's curator insight, June 18, 2016 12:47 PM
I am reminded of reading about Skunkworks and how that strategy successfully brought innovation to the larger organization. It takes fearless leadership to bring this "upgrade" about.
Ian Berry's curator insight, June 18, 2016 6:15 PM
I resonate with a lot in this article particularly “When I have permission to be a human being as a leader, I don’t have to be perfect which means I don’t have to wear this front, which means I can connect with people more deeply. A lot of (my work) is shedding the armor.” The strong hero leader is dead. Long live the emergent, role-sharing leader."
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La pyramide hiérarchique perd-elle la tête ?

La pyramide hiérarchique perd-elle la tête ? | management | Scoop.it

Les nouveaux codes du management collaboratif remettent en question les principes traditionnels de l'autorité. ...


Via Denis Cristol, Geemik Maria Açucena Da Silva
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Geemik Maria Açucena Da Silva's curator insight, January 30, 2016 12:23 PM

"Le management par la confiance 

Pour réussir à faire évoluer les codes du management pour rendre la pyramide hiérarchique plus flexible, le dirigeant doit gouverner par la confiance. Comment est-il alors possible de développer la confiance dans l’entreprise ? À ce sujet, le dirigeant peut encourager les démarches de cooptation pour constituer les réseaux de collaborateurs, à l’image des affinités électives qui se nouent autour de la machine à café. La confiance relève aussi d’une succession d’expériences réussies entre collaborateurs. Pour favoriser cette construction de la confiance, il peut être utile d’encourager les pratiques de réciprocité, sur le principe du «  renvoi d’ascenseur ». "

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6 commandements pour penser les innovations managériales autrement

6 commandements pour penser les innovations managériales autrement | management | Scoop.it
Le phénomène de « mode managériale » a des conséquences très négatives sur la performance économique des entreprises mais aussi sur leur performance sociale, car il démotive les équipes, crée des incompréhensions et génère du stress. Nicolas...

Via ISlean connect
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ISlean connect's curator insight, January 29, 2016 6:49 AM

Un article qui rappelle que le "changement, c'est maintenant" peut avoir plus d'effets négatifs que positifs : les recettes ne sont pas universelles face à la complexité des organisations, et le changement doit être accompagné