Organisation Deve...
Follow
Find
20.1K views | +2 today
 
Rescooped by David Hain from Leading Choices
onto Organisation Development
Scoop.it!

10 Reasons Your Top Talent Will Leave You - Forbes

10 Reasons Your Top Talent Will Leave You - Forbes | Organisation Development | Scoop.it
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.

Via ThinDifference
David Hain's insight:

Can't think of better reasons...

more...
ThinDifference's curator insight, December 20, 2012 7:41 AM

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

Organisation Development
Developing healthy organisations
Curated by David Hain
Your new post is loading...
Your new post is loading...
Scooped by David Hain
Scoop.it!

Strengthening Your Cultural Fortress

Strengthening Your Cultural Fortress | Organisation Development | Scoop.it
I’ve often wondered what goes into creating a company that people are happy to work for — a company that lands, for example, at the top of a Forbes list of best places to work. To gain some insight, I scheduled an interview with Paul Giobbi, the co-founder and CEO of Zumasys, a company that provides cloud-based infrastructure services. Giobbi’s company has appeared on Inc. magazine’s list of America’s fastest-growing companies six times, and has recently been named one of the best places to work by the Orange County Register, the Orange County Business Journal, and Computerworld. Impressive recognition, especially considering that the company had been struggling with an average of 16 percent employee turnover per year only five years ago.
David Hain's insight:

"Organizations that truly value people often don’t use it as an advertising slogan. They just do it." ` Ann Rhoades, HT Susan Cramm

more...
No comment yet.
Scooped by David Hain
Scoop.it!

Customer-focused talent at Virgin Trains

Customer-focused talent at Virgin Trains | Organisation Development | Scoop.it
As part of the company’s move away from a traditional customer service approach, Virgin Trains’ Gaynor Stewart and Amanda Hines describe how its brand values have been refreshed to help develop the ‘customer experience’ – and increase employee engagement at the same time.
David Hain's insight:

How Virgin Trains do talent management

more...
No comment yet.
Scooped by David Hain
Scoop.it!

Toward a new HR philosophy - Helping managers to manage!

Toward a new HR philosophy - Helping managers to manage! | Organisation Development | Scoop.it
I joined the online travel agency Agoda.com three years ago to lead the HR function. Mindful both of problematic patterns in other organizations and of a CEO deeply averse to traditional HR, I have tried to build a different model. My department’s fundamental goal is to help managers manage better, not to manage on their behalf. While we have a long way to go—Agoda is still in many ways in start-up mode, despite having over 2,000 employees in 28 countries—we’ve made significant progress.

I believe that sharing our experience may prove useful for other organizations as well. Our approach is based on a few core principles:

Managers, not HR, should define, live, and develop the company’s leadership.
Managers, not HR, should do the hard work of managing people—hiring, evaluating, rewarding, and disciplining employees—and managers should be evaluated on their results.
Employees, not HR, should “manage up” and take responsibility for solving problems directly with their managers.
In addition, we’ve taken the symbolic but important step of renaming our department People and Organization Development rather than Human Resources. We’ve also tried to hire the smartest and most talented people we can find, regardless of whether they have traditional HR backgrounds. Results so far have been promising.
David Hain's insight:

Unless HR changes itself, expecting managers to change their attitude is futile. Nice case study here.

more...
No comment yet.
Scooped by David Hain
Scoop.it!

Listen to Employees When Evaluating Leadership - Not Just Earnings

Listen to Employees When Evaluating Leadership - Not Just Earnings | Organisation Development | Scoop.it
Looking at employee dissatisfaction scores implies some companies may have unsustainable valuations
David Hain's insight:

For a sustainable future, look beyond the money.  What are your employees saying and how's the trend?

more...
Sandeep Gautam's curator insight, July 2, 5:08 AM

inline with what I once wrote on Flourish Mentoring blog- that disgruntled employees are a barometer and indicator of impending doom and gloom:-)

Scooped by David Hain
Scoop.it!

Leadership across sectors - when the similarities outweigh the differences

Leadership across sectors - when the similarities outweigh the differences | Organisation Development | Scoop.it
The Whitehall & Industry Group is an independent charity whose purpose is to develop learning opportunities between sectors. To celebrate its 30th anniversary last year, WIG set up its first Insight Days programme, in which senior leaders – including Permanent Secretaries and Chief Executives/Chairmen – spent a day in each other’s organisations. Earlier this year, WIG arranged an Insight Day for Erik Bonino, Chairman of Shell UK, and Sir Derek Jones KCB, Permanent Secretary, Welsh Government. In a guest blog, Erik reflects on the experience.
David Hain's insight:

Common agendas in Blue Chips and the Civil Service - a great initiative for leadership development!

more...
No comment yet.
Scooped by David Hain
Scoop.it!

Five frightening facts about employee engagement

Five frightening facts about employee engagement | Organisation Development | Scoop.it
How can you convert employee engagement into competitive advantage and what trends will we see in the future? Here are five key takeaways from our sneak preview at the inaugural EdelmanENGAGE survey into engagement.
David Hain's insight:

Employee engagement remains a pivotal driver of business success. But some simple things could help orgs improve it! ` Edelman Report

more...
Matthew Farmer's curator insight, June 22, 1:58 AM

Interesting that leadership is seen as THE key issue in Europe and Asia Pacific (its Communications in the Americas).  Here are the most common drivers:

  • Trust: are leaders seen as doing what they say they will?
  • Visibility: do I get contact with leaders or are they always behind closed doors?
  • Living the values: is there consistency in the values which you ask us at the frontline to live by being applied at every level?

How well are you doing?

Scooped by David Hain
Scoop.it!

5 ‘Gotchas’ That Could Derail an HCM Project - Deloitte CIO

5 ‘Gotchas’ That Could Derail an HCM Project - Deloitte CIO | Organisation Development | Scoop.it
When implementing a new human capital management (HCM) system, HR teams often underestimate the importance of five fundamental project planning and execution activities. These oversights can have disastrous consequences.  
David Hain's insight:

The idea is right, but you've still got to execute it. 5 booby traps to negotiate first...Deloitte

more...
No comment yet.
Scooped by David Hain
Scoop.it!

10 Ways To Know You Need to Revamp Your Employee Training

10 Ways To Know You Need to Revamp Your Employee Training | Organisation Development | Scoop.it
Current research shows that spending on employee training is rising at a rapid rate. In 2011, spending increased by 10 percent, 2012 saw a rise of 12 percent, and 2013 experienced an increase of 15 percent.

With numbers like these and a trend that’s expected to only continue to rise, you need to make sure your spending on training is actually making a difference.
David Hain's insight:

When did you last review your training investment? 10 ideas take action.

more...
No comment yet.
Scooped by David Hain
Scoop.it!

Five Steps to Integrating Coaching into your Talent Management Strategy

Five Steps to Integrating Coaching into your Talent Management Strategy | Organisation Development | Scoop.it

Now more than ever, there is a great opportunity to bring coaching into organizations. According to Gallup’s study on the global workplace, only 13% of employees worldwide are engaged at work or are psychologically committed to their jobs and likely to be making positive contributions to their organizations. Therefore, 63% are "not engaged." If this is the case, then why not integrate coaching into your talent management strategy, not only to increase employee engagement, but to achieve other talent development goals such as developing certain competencies like problem-solving, strategic thinking or filling your talent pipeline with ready-now talent for upward or lateral assignments?

In order to integrate coaching into your talent management strategy, Renee Robertson recommends the following five steps should be taken.

David Hain's insight:

Good sense in this piece about how to make coaching a way of life - remember, it's a philosophy before it's a technique!

more...
Graeme Reid's curator insight, June 16, 7:45 PM

By engaging in coaching, you’re making a decision to replace mediocrity with high-performance.

Ian Berry's curator insight, June 17, 6:57 PM

Like David Hain's insight that it's a philosophy before a technique

 

Like the Wikipedia bit too "includes conversations of deep engagement" This requires a great commitment from everyone involved

Scooped by David Hain
Scoop.it!

How can women climb the leadership ladder?

How can women climb the leadership ladder? | Organisation Development | Scoop.it
Collaboration, empathy and flexibility – all crucial for effective leadership – are traditionally perceived as female traits. Yet a new cross-sector study by Caliper finds that female leaders also display the traditional male characteristics of persuasiveness, assertiveness and willingness to take risks.

My own view is that leadership is a fluid, nuanced process; you need to be adept at switching your style and be culturally adaptive as needed. Perhaps because women need to fight harder against ingrained bias and the status quo, we need to be more tenacious and determined to work our way up the leadership pipeline. Yet we are inclusive by nature; we try to bring people along with us. As such, women are setting a new standard of modern leadership.

Since I was appointed to a global CEO role at Maxus, I have been asked more and more about leadership in a gender context. It’s an often-quoted stat, but at Davos this year only 17% of the participants were women. The gender question just keeps coming up – and so it remains relevant.
David Hain's insight:

Female CEO on the need for greater visibility as gender role models, and the blocks to overcome.

more...
No comment yet.
Scooped by David Hain
Scoop.it!

What motivates us at work? More than money

What motivates us at work? More than money | Organisation Development | Scoop.it
“When we think about how people work, the naïve intuition we have is that people are like rats in a maze,” says behavioral economist Dan Ariely (TED Talk: What makes us feel good about our work?) “We really have this incredibly simplistic view of why people work and what the labor market looks like.”

Instead, when you look carefully at the way people work, he says, you find out there’s a lot more at play — and at stake — than money. Ariely provides evidence that we are also driven by the meaningfulness of our work, by others’ acknowledgement — and by the amount of effort we’ve put in: the harder the task is, the prouder we are.

“When we think about labor, we usually think about motivation and payment as the same thing, but the reality is that we should probably add all kinds of things to it: meaning, creation, challenges, ownership, identity, pride, etc.,” Ariely says.

Below, take a look at some of Ariely’s other studies, as well as a few from other researchers, with interesting implications for what makes us feel good about our work.
David Hain's insight:

"Knowing that our work helps others may increase our unconscious motivation" - one of several findings from motivation research here.

more...
Carol Rine's curator insight, May 26, 9:03 AM

Love this: 

Tony Brugman (Bright & Company)'s curator insight, June 18, 9:00 AM

I like Dan Ariely's work and TED contributions on work and motivation. Here is a nice overview of some of his (and colleagues') other research in this field of research. Some of the research headlines:

 

- "The less appreciated we feel our work is, the more money we want to do it."

- "The harder a project is, the prouder we feel of it"


Sounds familiar?

Gary Johnsen's curator insight, June 21, 9:04 AM

Good summary of research on employee motivation models

Rescooped by David Hain from Brain Tricks: Belief, Bias, and Blindspots
Scoop.it!

Vulnerability Assessment Model MindMap

Vulnerability Assessment Model MindMap | Organisation Development | Scoop.it
What is Vulnerability Assessment? A vulnerability assessment is the process of identifying, quantifying, and prioritizing (or ranking) the vulnerabilities in a system. (Source: Wikipedia)

Via Mark E. Deschaine, PhD, Jocelyn Stoller
David Hain's insight:

Useful OD instrument!

more...
No comment yet.
Scooped by David Hain
Scoop.it!

Standing up for management

Standing up for management | Organisation Development | Scoop.it
A few months ago, the all party Commission on the Future of Management (CFM) and Leadership5 published the results of their survey on the state of management in the UK. It does not make happy reading. One of the key conclusions is that the UK needs a million new managers by 2020, that’s almost 200,000 new managers a year. Sadly, it also reported that 71 per cent of managers admit that their business could do better when it comes to training new managers. Even worse, 43 per cent of line managers rate their own managers as ineffective. The Office for National Statistics’ figures6 released in 2014 show that output per hour worked in the UK is lower than the average for the other six members of the G7 – the US, Germany, France, Italy, Japan and Canada. With the best will in the world, we have to admit that we are getting things wrong. The CFM report concludes, gloomily but accurately that: “Since management and productivity are intrinsically linked, it is likely that management practice is one of the major factors holding the UK back from achieving its full economic potential.”
David Hain's insight:

Where do you stand on the leader/manager debate?  I think it's irrelevant and the wrong question!

more...
No comment yet.
Scooped by David Hain
Scoop.it!

The Future of Management Is Teal

The Future of Management  Is Teal | Organisation Development | Scoop.it
Many people sense that the way organizations are run today has been stretched to its limits. In survey after survey, businesspeople make it clear that in their view, companies are places of dread and drudgery, not passion or purpose. Organizational disillusionment afflicts government agencies, nonprofits, schools, and hospitals just as much. Further, it applies not just to the powerless at the bottom of the hierarchy. Behind a facade of success, many top leaders are tired of the power games and infighting; despite their desperately overloaded schedules, they feel a vague sense of emptiness. All of us yearn for better ways to work together — for more soulful workplaces where our talents are nurtured and our deepest aspirations are honored.

The premise of this article is that humanity is at a threshold; a new form of organization is emerging into public view. Anthropological research suggests that this is a natural next step in a process that began more than 100,000 years ago. There have been, according to this view, at least five distinct organizational paradigms in human history. Could the current organizational disillusionment be a sign that civilization is outgrowing the current model and getting ready for the next?
David Hain's insight:

The elution of management paradigms - plus the next one? Fine work form Fred Laloux!

more...
No comment yet.
Scooped by David Hain
Scoop.it!

Is ‘holacracy’ the future for HR management? Exclusive interview with Zappos

Is ‘holacracy’ the future for HR management? Exclusive interview with Zappos | Organisation Development | Scoop.it
“HR isn’t just about holding people to rules, it’s a lot more than that. It’s about making sure your people are represented in the company’s decisions and live up to their potential. It’s about being part of something bigger and providing a great place to work rather than simply protecting the business.”
David Hain's insight:

The focus with Zappos is always holacracy, but the ethos is about getting to know each other better. The echo is more important!

more...
No comment yet.
Scooped by David Hain
Scoop.it!

27 Ideas on Building a Business People Love

27 Ideas on Building a Business People Love | Organisation Development | Scoop.it
When it comes to content on the web, most of us forget far more than we remember.

Sorting through bookmarks often resembles finding a paperclip in a city landfill. It’s just plain tough to keep track of it all.

This year, the Help Scout blog ramped up our editorial calendar to two original posts per week; that’s 50+ articles published in the last six months. Quite a lot of writing to discover.

With that in mind, we’ve curated an abridged list of our greatest hits this year. The result? You can browse and revisit any posts you may have missed. Enjoy!
David Hain's insight:

Help Scouts greatest hits 2015. Brilliant content freely available form a consistently excellent source!

more...
No comment yet.
Scooped by David Hain
Scoop.it!

Working smarter with a 70:20:10 framework

Working smarter with a 70:20:10 framework | Organisation Development | Scoop.it
The 70:20:10 framework – where 70% of the learning is on the job, 20% from colleagues and 10% from formal courses and reading – is proving an effective tool to support the transition of learning and development to the new world of work. The workplace is becoming increasingly flexible and borderless – the traditional nine to five is rapidly phasing out. Learning now needs to be just as fluid as the mobile collaboration that employees have come to expect as part of their working life.
Organisations that are allowing employees to work smarter, whether at home, at work or during business travel, and on the device of their choice, are also exploring how to make learning content available anytime, anywhere and on any device. Mobile learning provides on-the-job relevance (the main part of the 70:20:10 approach), and performance support is provided at the point of need.
David Hain's insight:

This framework matters in talent development!

more...
Ian Berry's curator insight, July 1, 1:08 AM

This is a smart framework that I personally embrace loving the work of Charles Jennings http://charles-jennings.blogspot.com.au/ The key for me is tailoring it to match situations and most importantly people's individual needs, expectations and desires

Scooped by David Hain
Scoop.it!

Dealing with addiction in the workplace

Dealing with addiction in the workplace | Organisation Development | Scoop.it
Addiction is a mental health condition that can damage all aspects of a person’s life. Along with broken relationships, money issues and emotional instability, addiction can also lead to high costs for any business as an addict is likely to exhibit decreasing levels in productivity and attendance. 
Stress at work
A survey on alcohol abuse at work by DrugScope and Alcohol Concern found that 27% of employers say drug misuse is a problem at work, and the CIPD found that almost a third of organisations have dismissed employees where the reason or a significant factor was an alcohol addiction. So why is addiction such a prevalent problem?
David Hain's insight:

27% of employers say drug use is a problem at work. At what emotional and financial cost! Enormous...

more...
No comment yet.
Scooped by David Hain
Scoop.it!

How a company’s structure affects the leadership gender gap

How a company’s structure affects the leadership gender gap | Organisation Development | Scoop.it
More and more companies are moving away from top-down hierarchies and toward more collaborative models.

In what might be the buzziest example in recent memory, Zappos ditched managers altogether, as part of their high-profile transition to Holacracy, an alternative model structured around “self-management.”

But while Zappos may be extreme, it’s hardly alone.

Not every company is ditching the very notion of management — far from it — but there is a mass migration toward flatter structures and looser hierarchies.

And according to research by Raina Brands, an assistant professor of organizational behavior at London Business School, that shift could be particularly good for women in leadership positions.
David Hain's insight:

There are more CEOs named John than there are female CEOs! But networks are a cause to hope for change.

more...
No comment yet.
Scooped by David Hain
Scoop.it!

Beyond Empathy

Beyond Empathy | Organisation Development | Scoop.it

In some circles, it is increasingly accepted that empathy is a key capability of a leader.  Even in the face of research, some still ignore this.  However, there is a growing tide of evidence that empathy is a core skill for the modern workplace.  Empathic ability is positively correlated to better performance as a leader.  It facilitates much improved working relationships and in the modern workplace, we often don't get to choose who we work with.  An increasingly diverse workforce creates challenges for us and in order for us to get things done, we need to learn how to get on with a greater variety of working styles, viewpoints and personalities.  Getting a deep, felt sense of what it's like for someone else grants us greater ability to make decisions, be inclusive, resolve conflicts and share responsibility.

David Hain's insight:

Can role reversal train empathy?  Useful take from @JohnQShift!

more...
Matthew Farmer's curator insight, June 18, 1:57 AM

Great insights from John Wenger @JohnQshift! - Understanding others at work is not discretionary

Scooped by David Hain
Scoop.it!

10 Guidelines for Business Model Innovation in Established Companies | Innovation Management

10 Guidelines for Business Model Innovation in Established Companies | Innovation Management | Organisation Development | Scoop.it
Leading CEOs worldwide expect major changes to their company’s business model until 2020. As a consequence, organizations are currently about to realize that, today, business model innovation has become as important as technological innovation. However, developing new and viable business models still represents a serious challenge for large incumbent firms despite their resources, know-how, and key technologies. This article provides 10 guidelines for mastering business model innovation challenges in established companies.
We have conducted extensive empirical research on business model innovation processes in incumbent firms and condensed our experiences in working with established companies on developing new business models. Based on these findings the – what we call – “anatomy of business model innovation” has emerged. Besides other insights, it provides 10 important guidelines that need to be considered when tackling the business model innovation challenge.
David Hain's insight:

Time to review your business model?  Good guidelines here.

more...
Dr. Mangala Devi's curator insight, June 17, 4:59 AM

http://www.smilebabyivfs.in/about-us/

Gottfried's curator insight, June 24, 6:10 AM

Companies need to evolve and move forward by making substantive change: Guidelines for Business Model Innovation

Scooped by David Hain
Scoop.it!

Everybody knows your name

Everybody knows your name | Organisation Development | Scoop.it
How well do your employees – team members in your organization – know each other? If you want a work environment that values positive relationships as well as top performance, this is an important question to consider.

Years ago I studied the W.L. Gore company. Their unique culture, based on a holacracy (no bosses), has served that company well since it’s founding over 50 years ago.

In discussions with key Gore leaders, I learned about another practice they embrace to this day. Their functional teams and plants are no larger than 300 people. Why? “When those units get too large, nobody knows your name,” one VP explained. “In smaller units, people feel more involved and connected.”
David Hain's insight:

Community works - are you building one? Nice explanation from @scedmonds

more...
No comment yet.
Scooped by David Hain
Scoop.it!

Beware bosses bearing 'workplace happiness' jargon

Beware bosses bearing 'workplace happiness' jargon | Organisation Development | Scoop.it
Applied specifically to the modern office, the concept of "workplace happiness" is on the march, a buzzword said to hold the key to a healthy, loyal, productive and profit-spinning workforce. But it's wise to beware gurus bearing buzzwords. As the "workplace happiness" industry spawns everything from happiness training workshops to offices crammed with feel-good accessories from beanbags to dogs, there's cause for caution.
David Hain's insight:

How employers deal with psychological wellbeing is shaping as the workplace battleground of the 21st century.

more...
No comment yet.
Rescooped by David Hain from Executive Coaching Growth
Scoop.it!

Time to Increase the ROT

Time to Increase the ROT | Organisation Development | Scoop.it
Viewing training as an investment seems to be the exception rather than the rule. Given this and the fact that UK businesses alone are estimated to spend over £50 billion a year on training, it is no wonder that management is so ready to ditch it. It could not be otherwise. That is why the time has come to measure and increase the ROT.

Via Ron McIntyre
David Hain's insight:

An OD take on why the ROT doesn't need to be stooped - just the opposite!

more...
Ron McIntyre's curator insight, May 22, 4:36 PM

While I understand the idea of Return on Training, not sure I agree with the acronym of ROT, although it may have more resemblance to some training than people are willing to talk about. The idea of training is excellent but there needs to be an execution factor after the training. Too often training takes place but then never put to use, thereby wasting dollars.  Appreciate your bringing this out Bay. Have a great weekend.

Scooped by David Hain
Scoop.it!

Give something back

Give something back | Organisation Development | Scoop.it

It’s fashionable to be mentored and to be coached at the moment, and with good reason. Everything in business is achieved through people and the more you can do to improve performance, the faster you can remove inefficiency and make progress.

As a manager in the public sector, I was immediately given ten days of training. In the practical management of resources and people, training provides a solid grounding in the tools and best practice techniques of management. It explains why people skills are necessary, how to use them and avoid very many pitfalls. Those lessons have also taught me what is important when working with people and have stayed with me over the years.

The secret to being a good line manager is the ability to coach and to mentor. Often those words are used interchangeably and in my opinion, every member of the team needs both. Furthermore, it is very unusual to find one person who can be both.

David Hain's insight:

Everyone needs a mentor - but mentors also gain a lot!

more...
donhornsby's curator insight, May 22, 7:12 AM

(From the article): Being a coach or a mentor is an incredibly important performance lever helping you to unlock staff potential at all levels. The two roles require very different skills and offer different types of support to the individual and while the results may not immediately benefit you personally giving something back in this way can be very rewarding.