This piece - The Role of the Corporate Philosopher - is an extended version of an interview I conducted with Business Connect magazine in Australia prior to the Australian Chambers Business Congress in September where I gave a keynote address...
Bersin has completed a comprehensive research project on employee recognition (saying "thank you") and the results are really astounding: organizations that give regular thanks to their employees far out perform those that don't.
What their research found was that tenure-based rewards systems have virtually no impact on organizational performance. It turns out that many of these tenure-based rewards programs are really legacy programs from the turn of the century when labor unions forced management to give employees “service awards” and hourly raises for tenure. Most large companies still have these programs today, yet only 58% of employees even know such programs exist. So for the most part they aren’t creating much value.
On other hand, our research did find that modern, re-engineered recognition programs can have a huge impact on business performance.
Yesterday I've finallized a manual designed to support my view on the future of organizational development for the social economy entities, to which i've given the name of 'Engagement Management', where I've assembled these four tools as the most important any organization should embrace:
1. Strategy (to control or to develop?)
2. The importance of Employee RECOGNITION
3. Team development meetings using the principle of fostering participation and creativity
4. Self-assessment as the best way to allow indivividual, thus groupal, growth
Did it also sound to you as if today's scoop.it articles I've received were not by chance these particular ones I'm now sharing?
This is a very interesting example of what I think Linked In can offer any of us who want to take advantage - by WORKING - of its tools. My friend @Clare McNamara and her partner Monica Garcia-Romero have taken the results of a poll they've ran here on LI and are now offering us all, not only a summary of what happened, but the correct demonstration of what they do, what they love doing, and how they see it. They've even gone a bit further, thanking in private, those who - like me - have participated in it.
Are you a frequent "R-word" abuser? Do you know it's wrong to say but just can't quit? Follow these three easy steps and you will be on your way to freedom from using outdated and offensive vernacular!
Luís Cochofel's insight:
Do you know anybody you can say is 'normal' (in everything he does and every natural characteristic ?!?) ?
Yeah... I guess you do not... or, then, he would be the most predictable and monotonous person on earth, wouldn't he?
Anyone you meet has some sort of a different characteristic that makes him unique.
This chart represents a summary of the kind of creative leadership that is rising -- and needed -- in the face of our increasing interconnectedness due to global economies, mobile devices, and social (RT @johnmaeda: Creative leadership thoughts mapped...
Last week I heard about an executive who had a self-defeating leadership habit: whenever a direct report’s performance disappointed him, he launched into a vicious attack on that person. The
Luís Cochofel's insight:
There's a difference between effective leadership and 'command' and executives from all over the world can only improve their attitude -- and therefor their action, their results, their lives -- by listening to their inner conscience and to all these findings that the community of Mentors and Coaches have been providing the whole society with.