Organisation Development
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Early wishes : Bonne Année / Feliz Ano Nuevo / Happy New Year !

Early wishes : Bonne Année / Feliz Ano Nuevo / Happy New Year ! | Organisation Development | Scoop.it
David Hain's insight:

Blwyddyn Newydd  Dda from Wales - have a wonderful 2013 everyone!

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David Hain's curator insight, December 31, 2012 6:02 AM

Blwyddyn Newydd  Dda from Wales - have a wonderful 2013 everyone!

David Hain's curator insight, December 31, 2012 6:02 AM

Blwyddyn Newydd  Dda from Wales - have a wonderful 2013 everyone!

David Hain's curator insight, December 31, 2012 6:03 AM

Blwyddyn Newydd  Dda from Wales - have a wonderful 2013 everyone!

Organisation Development
Developing healthy organisations
Curated by David Hain
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People & Organization Insights - Leadership & Human Resources Research

People & Organization Insights - Leadership & Human Resources Research | Organisation Development | Scoop.it
Although companies are spending billions of dollars annually on leadership development and talent management, few are seeing the desired impact on business results.

The problem is both ongoing and systemic. In an annual global survey conducted over the last eight years, "managing talent" and "improving leadership development" have consistently remained in the red zone of future importance and low current capability. This situation has continued, despite exorbitant spend on leadership development and talent management. Among the factors handicapping leadership and talent initiatives are a focus on certification versus learning, fragmented talent management systems, and a disconnect between capabilities and business strategy.

These issues can be avoided—and business performance accelerated—by companies that are able to effectively link value creation with capability building and talent development. These companies stand to gain significant tangible value by getting it right.
David Hain's insight:

Th e prized is big if your organisation can harness talent in support of future value...

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A closer look at creatives | Nesta

A closer look at creatives | Nesta | Organisation Development | Scoop.it
The Government recently chose ‘developing skills’ to be one of ten key pillars in its Industrial Strategy. This was recognition that skills development is as important to growth as infrastructure, investment and trade. And the Government has invited the creative industries to reach a sector deal, showing how they plan to harness the ten pillars to boost productivity and enhance competitiveness.

But the creative industries face an information gap on skills: there is little granular evidence on the skills required by creative talent. And Brexit only heightens the need to better understand the skill requirements of the UK's creative talent, as many creative sub-sectors rely on European migrants to fill skill shortages. 

We've used data from online job adverts to identify the skill needs of creative workers.
David Hain's insight:

Lots of useful data on creatives!

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15-hour weeks, basic income and doughnuts. Are these the big ideas that could end inequality?

15-hour weeks, basic income and doughnuts. Are these the big ideas that could end inequality? | Organisation Development | Scoop.it
Inequality is, as Jaideep Prabhu, a Professor of Business at Cambridge University, writes, “the defining social, political and economic phenomenon of our time.” The latest Global Risks Report agrees. The report ranked “rising income and wealth disparity” as the most important trend that will shape the world in the next decade.

The rise of anti-establishment populism, as well as concerns about the revolution in robotics and artificial intelligence, suggest that a revival of economic growth alone may not be enough to address the widening gap between rich and poor.
With capitalism in need of fundamental reform, here is a list of some of the bold ideas that could challenge the status quo.
David Hain's insight:

Inequality is here, it's everywhere and it's changing our world faster than ever for the worse. We can let that happen, or promote some ideas to do something about it!

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Boss Support is Crucial — Here’s How to Improve It

Boss Support is Crucial — Here’s How to Improve It | Organisation Development | Scoop.it
Leadership development programs often include retreats, classes, webinars, and other formal learning opportunities. But what happens before and after those formal programs has a major impact on the “return on learning” for participants?

When bosses are more engaged with their direct reports’ leadership development and more supportive of it, participants report they get more value. Our survey looked at 4 outcomes of leadership development: self-awareness, leadership capability, leadership effectiveness, and engagement. We also asked them about how supportive their bosses had been.

Those participants who rated support from their bosses as high had better outcomes than those who rated their boss support as moderate or low. In fact, those who rated their boss support as low tended to report program outcomes below the average level for all participants.

For example, in the engagement outcome, which measures how engaged participants felt at work because of the program, those with high boss support reported an average score of 8.1 (on a 10-point scale); those with low boss support reported an average of 6.5, or 21% lower.
David Hain's insight:

Limited point to HiPo interventions if you haven't got the bosses they are leaving and returning to onside!

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Liberating Structures - Introduction

Liberating Structures - Introduction | Organisation Development | Scoop.it

Unwittingly, the conventional structures used to organise how people routinely work together stifle inclusion and engagement.


Via Richard Andrews
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Mick jones's comment, April 6, 11:41 AM
https://www.emaze.com/@AQOLFIWO/untitled
Ron McIntyre's curator insight, April 6, 12:49 PM

What do you think?

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Trust has imploded. Here’s what you need to know…

Trust has imploded. Here’s what you need to know… | Organisation Development | Scoop.it

The latest Edelman Trust Barometer has shared these findings as part of its 2017 report. It’s hot off the press. I’ve read it and am going to highlight what you need to know.

I’ll be honest with you, it makes miserable reading! Particularly as someone living, working and running a business in the UK.

It shows we don’t trust anything, or anyone. Mistrust is high, morale is low and trust is in crisis.

But all is not lost.

Honestly! There are things we can do as professional communicators to navigate organisations through this trust minefield.

David Hain's insight:

The world never needed trust more - and never had less of it! Worrying data...

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Here's What Rockstar Cultures of Giving Back Look Like

Here's What Rockstar Cultures of Giving Back Look Like | Organisation Development | Scoop.it
It’s always interesting to see how compassionate companies are recognized and rise to the top. The most recent list of “Best Companies” that caught my eye is PEOPLE’s 50 Companies That Care 2017, which was created through a partnership between PEOPLE and Great Place to Work to identify the top U.S.companies caring for their communities, their employees and the world. (More on that below.)
I was particularly fascinated to see how many “Companies That Care” on this list were also named on Fortune’s recent “Best Companies to Work For” list. Offhand, I noticed nearly half of the same companies mentioned on both lists, underscoring the message that companies that care are in the best position to attract and keep the best employee talent. Quite simply, one of the smartest strategies your company can undertake to drive up enthusiasm is to bolster the support you offer to your employees and community.
But giving back can’t be framed as a cynical ploy for attention. Rather, CSR must be seen as core to your company’s identity. This is a critical lesson to bear in mind during a time when employee engagement is on the decline worldwide. Employees are feeling anxious amidst political winds that are whipping up a great deal of uncertainty. Now is the time to offer stability and empowerment through social impact and other forms of caring.
David Hain's insight:

Givers gain - seems to hold true corporately as well as personally!

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Proud to support equal pay for women today and every day

Proud to support equal pay for women today and every day | Organisation Development | Scoop.it
Women on average are paid 20% less than men—and Black and Hispanic women are paid even less. Let’s close the pay gap.
David Hain's insight:

We need to make some real progress on this trend - to do so would be good for families, the world and - yes - men!

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How to Preserve Your Company Culture While Scaling Your Business

How to Preserve Your Company Culture While Scaling Your Business | Organisation Development | Scoop.it
Growing your business is a good thing. But sometime while you are growing your revenues, customers, and your staff expands you may face new management challenges in your business. There are often struggles with cash flow, building new processes and maintaining your company culture. There’s a big difference between being a mom and pop shop to adding managers to your business.

When your business is small, it is easy to adopt a casual company culture where employees get their work done on their own timeframe rather than punching a clock. But what happens when you have a much larger team and multiple projects to manage? You will need to put formal processes in place as it may become difficult to hold a larger staff accountable for deliverables.

Here’s how you can find that balance between scaling your business and keeping your company culture.
David Hain's insight:

The challenge of preserving the founding spirit while growing numbers and bottom line...

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JASON CAVNESS's curator insight, March 25, 4:03 PM
Everyone wants their business to grow. But how can you grow your business while still preserving your culture. HR can help you do this.
Ron McIntyre's curator insight, March 28, 10:51 AM

Interesting thought.  The key is what parts of a founding culture are good to keep and which need to evolve.  There is a sweet spot but it is unique to each company.

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“You don’t get it. You aren’t the point.” – Startup Grind – Medium

“You don’t get it. You aren’t the point.” – Startup Grind – Medium | Organisation Development | Scoop.it
A brand is a selfish thing.
It was born as an idea about itself, it raised money talking about itself, it sells product talking about itself.
It rightly and correctly does SEO and programmatic advertising and targeted banner ads and webinars and cold calls and feature releases and press releases about itself.
But this is why brands aren’t good at telling stories beyond themselves.
A brand wants people to aspire to its product. To a brand, their product is the customer’s goal.
But people don’t aspire to products.
People aspire to feelings that products give them. This is true for everything from candy bars to sports cars to cloud-based document storage solutions.
David Hain's insight:

Story telling is a great marketing opportunity - but you need to turn the triangle upside down to make it interesting!

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Engagement, Performance & Anthropology

Engagement, Performance & Anthropology | Organisation Development | Scoop.it
What do you see as the connection between employee engagement and performance management and what can we do to improve both?
Well, I think the obvious connection is that they’re both about people. What’s interesting with business jargon – and both those terms are jargon – is that the people are obscured, even though in both cases, it’s about people.

Both employee engagement and performance management are undermined by unconscious bias. Instead of communicating well, people make assumptions about what other people want. An employee coming back to work after being on parental leave might not get the more challenging projects because managers assume their mind is still focused on the child at home instead of on their work. But it’s an assumption, not a fact. That assumption – especially if it’s wrong! – will have a negative impact on the employee’s performance and their engagement.

To prevent making assumptions about people, remember that all workers are human beings and the basic unit of human interaction is dialogue. If people aren’t good at communicating, get some trainers into your workplace and teach people what to say and how to say it.
David Hain's insight:

Put human beings - and human interaction - up format and engagement will likely follow!

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How To Build Systems To Improve Your Company's Culture

How To Build Systems To Improve Your Company's Culture | Organisation Development | Scoop.it
Culture is a buzzword in the business world, because people are learning that having a great staff culture is extremely valuable and beneficial to the long-term health of the company. But not all of us know how to get there practically. If you lead a company, you’re extremely busy, but putting the time, effort, and budget into building and improving your staff culture will yield great results for your organization. As someone who has seen it firsthand in both my own company and in the hundreds of teams I help with staffing, I guarantee it.
David Hain's insight:

Culture happens, subliminally, like it or not! Are you investing in deliberate culture creation?

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What Google Learned From Its Quest to Build the Perfect Team

What Google Learned From Its Quest to Build the Perfect Team | Organisation Development | Scoop.it
Imagine you have been invited to join one of two groups.

Team A is composed of people who are all exceptionally smart and successful. When you watch a video of this group working, you see professionals who wait until a topic arises in which they are expert, and then they speak at length, explaining what the group ought to do. When someone makes a side comment, the speaker stops, reminds everyone of the agenda and pushes the meeting back on track. This team is efficient. There is no idle chitchat or long debates. The meeting ends as scheduled and disbands so everyone can get back to their desks.

Team B is different. It’s evenly divided between successful executives and middle managers with few professional accomplishments. Teammates jump in and out of discussions. People interject and complete one another’s thoughts. When a team member abruptly changes the topic, the rest of the group follows him off the agenda. At the end of the meeting, the meeting doesn’t actually end: Everyone sits around to gossip and talk about their lives.

Which group would you rather join?
David Hain's insight:

Teamwork, scrutinised as never before, by Google. Unless you never work in a team, worth a read!

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Twelve Forces That Will Radically Change How Organizations Work: The New New Way of Working

Twelve Forces That Will Radically Change How Organizations Work: The New New Way of Working | Organisation Development | Scoop.it
A tidal wave of change is coming that will soon make the way we work almost unrecognizable to today’s business leaders. In an age of rapidly evolving technologies, business models, demographics, and even workplace attitudes—all shifting concurrently—change is not only constant but also exponential in its pace and scope. Companies from startups and online businesses to incumbents in all industries will experience the effects in far-reaching and transformational ways.

During a comprehensive, yearlong analysis of the global work landscape, The Boston Consulting Group identified 60 major trends propelling this tidal wave, which we’ve grouped into 12 primary forces. These forces, or megatrends, fall into four categories. The first two address changes in the demand for talent: technological and digital productivity and shifts in ways of generating business value. The second two address changes in the supply of talent: shifts in resource distribution and changing workforce cultures and values
David Hain's insight:

Authoritative overview of the business conditions of the future!

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Human!

Human! | Organisation Development | Scoop.it

Who will pay people enough in a world where, say, we only need perform two hours of creative/caring/problem solving tasks each day, rather than nine hours at the office coal face? "We ought to think about ways to make it easier and better not to be employed," urges Peter Frase, a leading "post-workist" thinker and author.

One of those ways, suggests Microsoft's effervescent founder Bill Gates, might be simply to tax the robots. While that is an entertaining notion, it is too simplistic - punishing successful firms whose success may not actually be robot related - and will only deter companies from investing in AI, slowing the revolution. Another way, and one that is actually being trialled, is the notion of a universal basic income in which nation states funnel tax dollars back to households in a low-work economy.

To many on the left this will sound like socialism's due dividend, a lifelong payout to compensate for evil old technology's two centuries of job theft. To the right, it will seem like a major league, undeserved welfare handout. Whatever you call it, hats off to Finland for being brave enough to test it. The diminutive nation is giving 2000 unemployed people €560 per month for two years to see how such a scheme fares - and they will still get it even if they find work. Initial reports suggest it is popular with some people - giving the entrepreneurially-minded  a safety net while they dabble with getting creative businesses like video making and web design off the ground.

Machines that perform the amazing feat of mimicking human brains are going to need equally amazing social innovation like Finland's if we are to learn to cope with it. It is worth the candle because far from being the amusingly mediocre construct Turing initially envisioned, AI will relieve us of so much drudge work.

David Hain's insight:

More on being more human, actually and paradoxically helped by the rise of the machines!

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How to Tell Stories and Weave a Cohesive Narrative With Data

How to Tell Stories and Weave a Cohesive Narrative With Data | Organisation Development | Scoop.it
One of the most important steps you can take to turn numbers into narrative is to outline or storyboard your story like you would any other story, ignoring the data itself, and focusing on the flow of the arguments. For instance, say you have data about your company’s sales and you need to make a report for your CEO. What do you do?

First, you figure out KWYRWTS – my acronym, which is the worst acronym ever, but stands for a really important idea: Know What You Really Want to Say.

So let’s say your sales figures are way down this quarter. But you know the main reason is because your European office had a huge dip in sales due to the debate around and subsequent passage of the Brexit referendum. Clearly that is going to be the focus of your story. That’s your KWYRWTS. Maybe there are two main points, or three, but you have to know exactly what they are!

So you create a storyboard and decide the narrative flows like so:
David Hain's insight:

Numbers are illuminating but boring. Stories entice attention. Put the two together...

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Ryan Pisani's curator insight, April 20, 5:44 AM

Bill Shander here concisely makes a point on how and why story-telling is key when presenting...the rest just flows...

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The psychology of living environments

The psychology of living environments | Organisation Development | Scoop.it
Thoreau discovered that in order to create space in the mind for seeing ‘the new’, we best immerse ourselves in living environments. He found when people are surrounded by ‘man-made’ things, in ‘man-made’ environments, it seemingly inhibited their ability to see, and respond to, what could be meaningful and different in our world.
Fast forward to today, and neuroscientists are starting to put rigor behind Thoreau’s philosophical observations. Indeed, their scientific research makes a compelling case for rethinking the design of our buildings and places.
David Hain's insight:

Design has a big place in organisation development!

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Tom Wojick's curator insight, April 18, 12:00 PM

When we connect with nature we become increasingly aware of what resiliency is and how to incorporate it into how we live.

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Introduction: Rewriting the rules for the digital age

Introduction: Rewriting the rules for the digital age | Organisation Development | Scoop.it
The 2017 Deloitte Global Human Capital Trends report reflects seismic changes in the world of business. This new era, often called the Fourth Industrial Revolution1—or, as we have earlier labeled it, the Big Shift2—has fundamentally transformed business, the broader economy, and society.

We title this year’s report Rewriting the rules for the digital age because a principal characteristic of the new era is not merely change, but change at an accelerating rate, which creates new rules for business and for HR. Organizations face a radically shifting context for the workforce, the workplace, and the world of work. These shifts have changed the rules for nearly every organizational people practice, from learning to management to the definition of work itself.

All business leaders have experienced these shifts, for good or for ill, in both their business and personal lives. Rapid change is not limited to technology, but encompasses society and demographics as well. Business and HR leaders can no longer continue to operate according to old paradigms. They most now embrace new ways of thinking about their companies, their talent, and their role in global social issues.

We have developed a “new set of rules” to make sense of this changing landscape. These rules reflect the shifts in mind-set and behavior that we believe are required to lead, organize, motivate, manage, and engage the 21st-century workforce. While it is hard to predict which emerging business practices will endure, it is impossible to ignore the need for change. This report is a call to action for HR and business leaders, who must understand the impact of change and develop new rules for people, work, and organizations.

David Hain's insight:

Deloitte's annual take on what's affecting the world of talent and workforce performance- always worth reread!

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One in three employees don’t trust their employers

One in three employees don’t trust their employers | Organisation Development | Scoop.it
New research shows that nearly one-in-three employees don’t trust their employer. And more than two-thirds feel that CEOs are too focused on short-term performance. As a result, employees are far less likely to say positive things about the company they work for.

These are the findings of the 2016 Edelman Trust Barometer Special Report on Employee Advocacy. I wrote about the latest Trust Barometer results back in January, which revealed how 2016 is the year CEOs need to trust employees.

Now, for the first time in the global study’s 16-year history, Edelman has examined the state of trust between employers and employees.

It clearly shows the power of employee voice:
David Hain's insight:

The trust gap is not diminishing, report Edelman. But they do suggest some positive ways to make it do so!

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Why it's HR's job to kill organisational complexity

Why it's HR's job to kill organisational complexity | Organisation Development | Scoop.it
There is an increasing amount of research on why being simple wins.

For example:

Organisations with lowest complexity grow 30% - 50% faster than their average competitors
Complex organisations are three times more likely to have disengaged people
A study by Warwick Business school showed that the world’s largest 200 companies wasted 10% of EBITDA per year because of complexity
The metric I am most keen on is time.

Organisations have a limited time budget and it’s up to them what they do with it. If your collective time is spent satisfying complexity, you are not speaking to customers, changing or innovating.

It’s the basic theory of opportunity cost: to do more of one thing, you need to do less of something else.
David Hain's insight:

Complexity is pervasive and unstoppable - but we can stop it bamboozling performance and progress!

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How Will Blockchain Impact HR?

How Will Blockchain Impact HR? | Organisation Development | Scoop.it
Of all the emerging technologies, blockchain is the least exciting as a technology, but potentially the most impactful on society.  Blockchain doesn’t converse with you, it won’t 3D print your house or cut out your kidney stones with precision while the surgeon has a cup of tea. In terms of technology, it is about as exciting as relational databases.

When you think of blockchain, you might think of Bitcoin.  Bitcoin is a cryptocurrency that requires a maths degree to buy and ownership of a laptop that never crashes. Yet Bitcoin is just one of many different cryptocurrencies that uses blockchain as its core technology.  And blockchain technology is also being used outside of financial services.

What Is Blockchain and what is it’s value?

Simply put, a blockchain is a decentralised database shared among a network of computers, all of which must approve an exchange before it can be recorded. Typically if we want to send someone some money, we would need a third party, like a bank to verify the exchange.  The advantage of blockchain is that it stores an indelible ledger of all previous transactions in a string of ‘blocks’, meaning we know who owns what and who can send what to whom.

Individuals and organisations can use blockchain to:

Exchange digital assets without friction – a central ledger is no longer required which is why there is so much excitement in financial services. Transactions between people can happen nearly instantly without any third party.
Execute smart contracts – documents can be stored electronically, and be verified as authentic. So we have unbreakable contracts.
Store digital records – you can have an electronic ID and all sorts of information associated with it, your verified electronic profile.
David Hain's insight:

Nice intro to blockchain, a technology that I think we will all need to know about soon!

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Marshall Alston's curator insight, April 3, 2:22 PM
Blockchain technologies are not exciting but they will have a big impact on society.
Ian Berry's curator insight, April 3, 10:38 PM
Agree with David Hain that this is a nice intro to blockchain. Data might be the new oil The insights we glean however far more valuable than the data
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7 Mindset Shifts That Will Challenge HR Leaders

7 Mindset Shifts That Will Challenge HR Leaders | Organisation Development | Scoop.it
Human resource leaders in Asia need to make 7 critical mindset shifts in the coming decade if they are to adapt to a rapidly changing business environment, according to a new report from CCL and the Singapore Human Resources Institute.

Although based on insights from companies in Asia, many conclusions in CHRO 3.0: Preparing to Lead the Future HR Function in Asia will likely apply to HR leaders around the world. Many of the trends that Asian firms face — the rise of new types of enterprises, the growing role of technology, and a fast-changing competitive environment — are like faced by companies all over the world as well.

David Hain's insight:

A prescription for HR health the world over - be a doctor, not a helper! Plus other good advice... 

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Jose Luis Yañez's curator insight, April 1, 12:58 PM
7 Mindset Shifts That Will Challenge HR Leaders
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Tackling the Gender Gap in Entrepreneurship

Tackling the Gender Gap in Entrepreneurship | Organisation Development | Scoop.it
Our fascination with diversity – numerical representation of women and minorities – may actually be inhibiting progress toward workplace equality. Of course, diversity is a necessary aspect of equality, but the two are not synonymous. After all, the world is already very diverse – women represent roughly half of humanity, yet sexism is still with us. Achieving true equality will require replacing inherently biased policies and practices with more inclusive ones.
David Hain's insight:

The road to diversity is paved with inherent bias!

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Think you know your country? Here’s why you might be wrong

Think you know your country? Here’s why you might be wrong | Organisation Development | Scoop.it
Ipsos MORI says there are various reasons why we get the numbers wrong, from struggling with simple maths and proportions, to the coverage by the media on certain issues. It also includes factors such as social psychology, in other words, our own biases.
“We are often most incorrect on factors that are widely discussed in the media, such as the proportion of our population that are Muslims and wealth inequality,” says IPSOS Mori. “We know from previous studies that this is partly because we overestimate what we worry about.”
The economies that do worst also have a low number of people using the internet. “Given this is an online survey, this will reflect the fact that this more middle-class and connected population think the rest of their countries are more like them than they really are,” says the research firm.
The results were based on quizzing 27,250 people between the ages of 16 and 64. You can take the quiz here http://perils.ipsos.com/quiz/.
David Hain's insight:

How well do you know your country? I had a rude awakening!

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A day without women? This is what it would look like

A day without women? This is what it would look like | Organisation Development | Scoop.it
When you get to the office this Wednesday, look around. Do you spot anything different? Notice anyone missing? There’s a good chance you’ll see far fewer of your female colleagues than usual.

That’s because 8 March is International Women’s Day, a celebration of the many – and all too often overlooked – contributions women make to society. And this year, women in the US are marking the event by going on strike. For one day, women will stop working, leave the chores to someone else and refrain from making any purchases.

“The goal is to highlight the economic power and significance that women have in the US and global economies, while calling attention to the economic injustices women and gender nonconforming people face,” the organizers explain on their website.
David Hain's insight:

Possibly the world's most undervalued resource? Some facts to back up the enduring value of women!

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