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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.
Can't think of better reasons...
Self reflection and evaluation time. Great points by Mike Myatt to read, think, change, and act:
1. You Failed To Unleash Their Passions
2. You Failed To Challenge Their Intellect
3. You Failed To Engage Their Creativity
4. You Failed To Develop Their Skills
5. You Failed To Give Them A Voice
6. You Failed To Care
7. You Failed to Lead
8. You Failed To Recognize Their Contributions
9. You Failed To Increase Their Responsibility
10. You Failed To Keep Your Commitments
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By Linda Fisher Thornton Openness to learning about other cultures has become a necessary component of leadership. One way to help people respect cultural differences is to build what UNESCO ca...
Machines Can't Flow: The Difference Between Mechanical and Human Productivity The Atlantic He's in a flow state.
"More output, produced faster may be great metrics for machines, but for homo sapiens, the most powerful metric is engagement."
Emotional intelligence is a huge part of leadership, but how should we measure it? SmartCompany.com.au Currently neuroscience has become the dominant theme in emotional intelligence.
Great question to ponder. Your thoughts?
Will we be able to measure it? Or will it be something that we recognize as the quality of organizations improves?
Enough with all this talk about engaging and motivating already! Where does one turn to for tips about how to de-motivate and disengage people if this is their chosen approach to growth? One size d...
Nice reverse take makes point well.
Australian small business owners and employees are leading the way in flexible working arrangements, according to new research by international technology company Citrix.
By: Tia Ghose, LiveScience Staff Writer Published: 06/13/2013 05:00 PM EDT on LiveScience Extroverts and introverts differ strongly in how their brains process rewarding experiences, new research suggests.
This study looks interesting and raises some questions:
Can we effectively link personality to brain structure and neurochemistry ?
What if you are neither a strong extrovert nor a strong introvert ?
I also think there are other factors than extrovertion/introvertion that are impacting the way people behave in various contexts and their "rewarding mechanisms"
How are you wired?
HR Magazine This week I attended an Ashridge Business School event, where it unveiled an excellent piece of research on UK CEOs' views on engagement.
Performance reviews supposedly enlighten subordinates about what they should be doing better. But instead, they destroy morale, kill teamwork and hurt the bottom line.
And the 9 box grid - please!!
Very interesting read.
I don't think I've ever had a performance review that was particularly motivating for me, whether it was glowing or not.
Oh how true this is...I have my review tomorrow! Ugh.
The 5 Core Principals for Social-Emotional Learning ~ Educational Technology and Mobile Learning http://t.co/cdOFJhO9bg via @medkh9
"The idea of innovation clearly sparks the imagination of today's professionals" - Byrne Mulrooney http://t.co/svM0MZh7GD #fdrinnovators
The study confirmed that in today's competitive market, innovation can turn the head of the happiest employee. Two thirds of employees said they would leave a role if they were targeted with a job that offered more innovative benefits, while 55% would leave a role they are happy in if approached in a particularly innovative way.
In commemoration of a year in print, we present the Startup of You in visual summary. The last year has continued to demonstrate how work and careers need a ne
It's good, isn't it!
If you do intend to read one book this year, this deck is highly recommend
A real inspiration
This is a very long presentation.
It's safe to say most people are addicted to meetings. It doesn't quite make sense, especially from a boss's perspective. Meetings are expensive. The hours your employees spend in meetings are hours when they're not working.
Meetings, bloody meetings!
A helpful look at meetings - and how to make them more productive.
(From the article): The Centre for Economics and Business Research reported that office workers spend an average of four hours per week in meetings. These same workers reported feeling like half of that time is wasted. Additionally, a Salary.com survey reported 47 percent of workers say meetings are the No. 1 time-waster at the office.
Obviously, not all meetings are unnecessary and unproductive. I spoke with project management and productivity expert Tony Wong to find out how to transform meetings and increase productivity. Here are his tips:
The Centre for Economics and Business Research reported that office workers spend an average of four hours per week in meetings. These same workers reported feeling like half of that time is wasted. Additionally, aSalary.com survey reported 47 percent of workers say meetings are the No. 1 time-waster at the office.
More than half of America's workforce is disengaged. In an exclusive conversation with Dr. Jim Harterwho initiated the first State of the American...
In 1995, Emotional Intelligence: Why it Can Matter More than IQ by Daniel Goleman was published. The introduction of Emotional Intelligence (EI) generated a great deal of excitement and hope. Nearly twenty years later, ...
Writing about the future of EI, Joshua Freedman writes, “The third decade of emotional intelligence is about application. These are the foundational skills for human interaction, so in this third decade we’ll see emotional intelligence woven more deeply and powerfully into the fabric of our institutions and lives. It’s time not just to know, or to value but to practice.”
Daniel Goleman has written that the third decade of EI must be about expanding its application. The goals are noble and worthy. But are organizations and their leaders really ready to accept the implications of a workplace that reflects the values of an EI enlightened workforce?
It's hard enough to manage people you see every day, but a good strategy allows for effective remote mentoring.
The difference between the right word and the almost-right word.
We need to communicate the way our audience wants, not through our own jargon.
Imagine there was something you could add to your car’s engine, so that after driving a hundred miles, you’d end up with more gas in the tank than you started with. Wouldn’t you use it? OK, that product doesn’t exist, and maybe never will.
Leadership trends in 2013 HRmagazine.co.uk According to CIPD research, 85% of respondents claimed there was a lack of people skills among first-line leaders.
Honest organizations are more successful. At least that’s the conclusion reached by Halley Bock, CEO and President of Fierce, Inc.
If you really want your company to become a customer-delight machine...it will take more than slogans.
If you really want to build an organization where extreme customer satisfaction is on the top of everyone’s list, you can’t mandate it: you have to do the hard but critical organization-wide work of making it easy, rewarding and normal for every employee to behave that way every day. And then you can all take a well-earned break to count your embarrassingly large profits.
This, from Kelly Services, really hits the nail on the head: “The last two decades have radically altered the way skills are acquired and developed.
Good read on how we deal with finite employee skills #recruiting
Economist Andrew McAfee suggests that, yes, probably, droids will take our jobs -- or at least the kinds of jobs we know now.
Are we heading towards a future of "glittering technology in a shabby society" ?
Some interesting insights with some suggested solutions from McAfee.
These trends are impacting our businesses now and will transform the way we look at traditional human resources and people management.
Managers, rather than focusing on building skills to recognize patterns and take action, will need to focus on designing the curricula.
The function of organizations in the industrial age was to direct work. The function of organizations in the algorithmic age will be to focus passion and purpose.
Interessant artikel over de manier waarom leren en werken aan het veranderen in is.
we spoke with Paul Zak, aka Dr Love, who is professor of economic psychology and management at Claremont Graduate University. He believes that increased levels of oxytocin in the brain can help to make better functioning organisations.
You're clearly a proponent of empathy as a powerful tool in business. But how important are emotions like empathy, love and trust alongside more "classically accepted" drivers of business success like aggression and ruthlessness in building modern businesses?
Zak - The leadership literature goes back and forth on whether empathy is an important quality in managers. My work on the neuroscience of organizations shows empathy as a vital part of management and as guiding both information acquisition from colleagues and from treating colleagues in appropriate ways.
by Robin Hough
Culture of Empathy Builder Page: Paul Zakhttp://j.mp/YhPowm
Succès devrait-il rimer avec agression? Pas nécessairement : bonne nouvelle!
A look at the process and flow recommended for producing content. But does it make success seem too easy?