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Go Ahead, Take a Failure Bow

Go Ahead, Take a Failure Bow | Organisation Development | Scoop.it
How organizations can make mistakes productive and fun.

Via Roger Francis
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Organisation Development
Developing healthy organisations
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Organizing for the future | McKinsey & Company

Organizing for the future | McKinsey & Company | Organisation Development | Scoop.it
The best way to organize corporations—it’s a perennial debate. But the discussion is becoming more urgent as digital technology begins to penetrate the labor force.

Although consumers have largely gone digital, the digitization of jobs, and of the tasks and activities within them, is still in the early stages, according to a recent study by McKinsey Global Institute (MGI). Even companies and industries at the forefront of digital spending and usage have yet to digitize the workforce fully
David Hain's insight:

Building the HUMAN digital enterprise - McKinsey.

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How Bias Can Sabotage the Workplace

How Bias Can Sabotage the Workplace | Organisation Development | Scoop.it

ow bias works, and screOur minds naturally categorize things based on our past experiences and memories—good or bad. These biases helped our ancient ancestors survive, and they’re still useful today when meeting a stranger or walking home at night. In short, these biases are like mental shortcuts that help us to quickly navigate through a multitude of decisions. However, they don’t always lead us to the best, most intentional decisions—especially in the workplace.

Here are four types of cognitive bias that can sabotage your workplace if left unchecked.

David Hain's insight:

How bias works, and how it screws organisation culture.

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How the Next Big Management Ideas Will Arise

How the Next Big Management Ideas Will Arise | Organisation Development | Scoop.it
Does management thinking still matter? Is there anything new left to say?
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We don't need the 'next big thing' new idea. We need to take existing bodies of knowledge and apply them to new and changing contexts, says HBR editor.

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What Happens When Companies Eliminate Annual Performance Reviews?

What Happens When Companies Eliminate Annual Performance Reviews? | Organisation Development | Scoop.it
Good news for the haters of performance reviews: many businesses are deciding it’s time to do away with performance reviews and ratings systems altogether. Recently, companies like Accenture and Deloitte have made headlines for deciding to move away from annual performance reviews and ratings.

Instead of looking backwards and reflecting on an entire year’s worth of work — and in Deloitte’s case, allotting two million hours to conduct the reviews — these companies are going with a new performance appraisal model. Which is a good thing, particularly since a recent survey from Deloitte uncovered that only 8% of organizations believe the traditional review process is a productive one that adds value.

Thinking about whether your business should follow suit? The Harvard Business Review recently interviewed representatives from 33 companies that have axed traditional performance reviews. Here is some of what they found:

 

Via Roger Francis
David Hain's insight:

Traditional performance reviews are surely going to go the way of the dinosaurs!

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Ian Berry's curator insight, December 9, 2015 5:08 PM

I've been helping organisation to eliminate appraisals and annual performance reviews for 25 years! so there's nothing new in the latest headlines. What is new, as this article suggests, is the concept of forward looking conversations. The businesses I know who are succeeding are those when people's performance goals and improvements for the next 90 days are documented on 1 page and the page is used as a reference point for candid and convivial conversations that are integral to daily work

Clo Demeyer's curator insight, December 10, 2015 5:41 PM

Traditional performance reviews are surely going to go the way of the dinosaurs!

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Why should anyone work here? | London Business School

Why should anyone work here? | London Business School | Organisation Development | Scoop.it
What are the characteristics of organisations that allow and encourage us to be our best selves…?



Academics and practitioners have attempted different answers to this question, referring to distinctive corporate cultures, track records of high performance, or distinctive ‘employer brands’ to explain what draws people in and produces their best work. But depressingly low rates of employee engagement all over the world remind us that there are scarcely grounds for complacency.

This new research does not simply focus on the sources of dysfunction and disengagement. Rather, it explores people’s positive visions for firms and how they are attempting to make these a reality. 
David Hain's insight:

Six imperatives for the workplace everyone wants - and a touch of appreciative inquiry!

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Building Trust Across Cultures

Building Trust Across Cultures | Organisation Development | Scoop.it
Do you trust with your head or with your heart? There is a big difference between cultures when it comes to building trust, and not understanding that can put a business relationship in peril.
David Hain's insight:

You've heard about good karma. Now read about 'good guanxi', and earn a bit more good karma!

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Radical Wisdom for a Company, a School, a Life

What if your job didn’t control your life? Brazilian CEO Ricardo Semler practices a radical form of corporate democracy, rethinking everything from board meetings to how workers report their vacation days (they don’t have to). 


Via Kenneth Mikkelsen
David Hain's insight:

Required viewing to make you think, even if you don't go a quarter as far as Semler has!

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Kenneth Mikkelsen's curator insight, December 4, 2015 7:34 AM

Ricardo Semler introduces a vision that rewards the wisdom of workers, promotes work-life balance — and leads to some deep insight on what work, and life, is really all about. Bonus question: What if schools were like this too?

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6 Perspectives on Diversity in the Workplace

6 Perspectives on Diversity in the Workplace | Organisation Development | Scoop.it

The research is clear: diverse teams are more effective than homogenous teams. Having various perspectives, cultures, and backgrounds all looking at the same problem and coming up with different solutions is the backbone of innovation.

Before you start reinventing your hiring and onboarding processes, there are a multitude of things to consider.

As the first person of color hired at Help Scout, I value the way diversity is engaged, both as a company-wide value and on a personal level. With our team nearly doubling in size within the last year, we’re consciously considering the powerful asset of diversity so that we can continue to be a forward-thinking company.

Here are some of the ideas that have helped us as we engage diversity.

David Hain's insight:

The benefits of diversity are clear and proven - yet not universally applied. Some ways to improve your organisation.

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The truth about dishonesty — Aeon Videos

According to Dan Ariely, an expert on human motivation and behaviour, rationalisation makes it very easy to be dishonest without feeling like you’re doing anything terrible. Moreover, good people doing good work who cheat a little bit do more harm than big cheaters. But, it turns out, reminders about moral codes, even when they’re not your own, result in less cheating, as does the chance to open a new page, such as through confessing or asking forgiveness.
David Hain's insight:

The destructive power of rationalisation!

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The 3 Levels of Narrative: Organisational Stories

The 3 Levels of Narrative: Organisational Stories | Organisation Development | Scoop.it
Organisations use stories in many ways: to set a vision for the future, to share what is happening and what they want to happen, to show and teach people how to do things, to ask them to do things differently, to communicate with clients and potential clients, as a layer of branding over the whole organisation, to thank people and to attract new people.

All of these stories tend to be formal: all could be made more co-creative, more authentic, more highly valid and more linked in to the tacit wisdom of the community.
David Hain's insight:

How do you write your organisation story? @julianstodd has some pretty good suggestions for the Social Age.

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The Most Cost Effective Way To Engage Your People

The Most Cost Effective Way To Engage Your People | Organisation Development | Scoop.it
Many books have properly outlined the power of effective praise and recognition. From Nelson’s books to Ken Blanchard and Spencer Johnson’s New One Minute Manager (and its predecessor) to Michael Lee Stallard’s Connection Culture (my favorite), the inherent need to create an approach and culture that validates your people is powerful and proven.

And for all the note card, bell ringing, and public praise methods, each author agrees on the most simple and cost effective method for engaging their people.

The simple “Thank You.”
David Hain's insight:

The enduring power of saying "Thank you"!

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Luisa F. Archila's curator insight, November 23, 2015 4:38 PM

The enduring power of saying "Thank you"!

Dr. Deborah Brennan's curator insight, December 5, 2015 8:03 AM

Staff in struggling schools need to hear "thank you" every day, reinforcing their sense of purpose, efficacy, and community.

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Why Practice Digital Storytelling?

Why Practice Digital Storytelling? | Organisation Development | Scoop.it
Storytelling is part of human rituals, combining fact and fiction in blended delights. Storytelling holds hope, weaves the past and present, helping one to process information. Through stories emotions may be filtered, memories linger, attention is focused on the characters, the plot, the outcomes. Stories are to be shared, they are motivating and captivating.

For learners, telling stories is motivating and engaging. It is a focus on them, an opportunity for them to tell stories that matter to them, that are relevant and have immediate significance. Learning is personalized, these digital stories may be embedded in students’ blogs and shared – not only with the teacher, but with peers and beyond the classroom walls. Digital storytelling involves text, images, sound, video. Selecting the data, making decisions as to the storyboard, how best to visualize it all, are skills that students engage in, even the lesser academic motivated ones.
David Hain's insight:

Are you planting the seeds of growth?  Here's a 21C way, HT Anna Cristina Pratas.

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Does HR leadership need reinventing?

Does HR leadership need reinventing? | Organisation Development | Scoop.it

If HR leaders are to be effective in their roles they have to be clear in their understanding of how people and HR are tightly integrated with the rest of the business in the same way as any other executive leading another function has to understand the same about his or function. 

Although intuitively obvious, most executives do not think about the whole business, at least certainly not until they reach senior executive positions like the function’s lead, the MEC or board. The simple fact is that there is no incentive to do otherwise. Most executives are interested only in winning the war for resources for their function. They think less about the differential impact of those resources were they to be placed elsewhere, and much more about what it would look like for their career if they were not successful in ‘winning’ the war for resources. 

David Hain's insight:

How the 'golden triangle' fractured and cost VW billions!

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4 Surprising Predictors of Happiness in the Workplace

4 Surprising Predictors of Happiness in the Workplace | Organisation Development | Scoop.it
Often, it's the details we don't pay much attention to that have the greatest effects on our workplace happiness, and these don't simply stop at environmental factors. "How people perform is inextricably connected to how they feel, but interior life remains terra incognita in most companies," writes Tony Schwartz, founder of the Energy Project, in a white paper with Harvard Business Review.
From the remote worker toiling away in his or her home office to the business leader who is fostering a productive and creative space for a team of passionate employees, having a happy workplace is tantamount to doing great work. Here are four predictors of workplace happiness and how you can implement them into your daily life.
David Hain's insight:

4 happiness hacks for more engaged workplaces.

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Ivon Prefontaine's curator insight, January 21, 3:39 PM

The first one, access to sunlight, is important for many people.

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Turns out, toxic coworkers are more expensive than superstar hires - Quartz

Turns out, toxic coworkers are more expensive than superstar hires - Quartz | Organisation Development | Scoop.it
It’s not a secret that pushy, aggressive, and inappropriate people in an office—also known as toxic employees—are a drain on both a company’s resources and its morale.
How much so? Behold the exact cost of a toxic employee, according to a Nov. 16 working paper from Harvard Business School. The paper, which took a close look at the organizational performance of over 50,000 employees at 11 companies, concluded that rooting out a toxic employee can save twice as much money as making a stellar new hire.
David Hain's insight:

Harvard research suggests better ROI to rid companies of malpractice and miscreants than to hire stars.

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Do you work for one of the 25 best companies in Britain?

Do you work for one of the 25 best companies in Britain? | Organisation Development | Scoop.it
Travel company Expedia has been named the best place to work in the UK, according to a ranking of employee satisfaction across companies with more than 1,000 employees.
Expedia was praised by staff for its generous compensation package, inclusive work environment and good company ethics.
Google, which took the crown last year, fell to eighth position this year's list put together by jobs website Glassdoor, based on employee insight and feedback given to the site over the past year.
David Hain's insight:

Why only 1 best place to work still in top 10 from last year?  Some have one from top 25. Positive competition or 15 mins of fame?

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The Most (and Least) Empathetic Companies

The Most (and Least) Empathetic Companies | Organisation Development | Scoop.it

There is a direct link between empathy and commercial success. Businesses are more profitable and productive when they act ethically, treat their staff well, and communicate better with their customers, according to the latest Lady Geek Global Empathy Index. The top 10 companies in the Global Empathy Index 2015 increased in value more than twice as much as the bottom 10 and generated 50% more earnings. Average earnings among the top 10 were up 6% this year, while the average earnings of the bottom 10 dropped 9%. (Last year’s empathy index can be found here.)


At Lady Geek, a consultancy based in London, we define empathy as a cognitive and emotional understanding of others’ experiences. These qualities are increasingly important as social media feeds popular demand for transparency and authentic interaction. The Global Empathy Index uses a combination of publicly available information and proprietary data drawn from its surveys and from social and financial feeds — including textual analysis of over half a million social media interactions. The analysis, which focuses on global companies, looked at CEOs’ approval ratings among staff; the ratio of women to men on the board; frequency of complaints; the companies’ performance on social networks; and the impact of controversy such as ethical lapses, scandals, and fines — among other metrics.


David Hain's insight:

There is such a phenomenon as corporate empathy.  And it's  important to success,Lady Geek survey says. 

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Building Trust Is a Blood Sport | Ivey Business Journal

Building Trust Is a Blood Sport | Ivey Business Journal | Organisation Development | Scoop.it
Most leaders are so whipsawed by the hurly-burly of being over worked that they have few resources left to energize their teams. And yet, as my late colleague Peter Drucker noted, the first and foremost job of a leader is to “take charge of your own energy and then help orchestrate the energy of those around you.”

The good news is that recent discoveries in neuroscience — including work from my own lab — show how leaders can energize employees and achieve high performance by orchestrating organizational dynamics. And it all starts with understanding the need to actively design a culture of trust, not to mention actively manage it.

Trust, of course, is seen by many managers as one of those soft issues best discussed in a sensitivity seminar. However, science clearly shows that a culture of trust stimulates productivity and innovation while also improving employee health and happiness. And after a decade of experiments, science also shows us how to build trust.

This article looks inside our heads to explain why trust is an effective means to improve performance. It then shows how it can be measured and provides an action plan to build and increase trust in the workplace.
David Hain's insight:

OXYTOCIN - the moral molecule that helps build trust. And the mnemonic for how to do it! Fascinating!

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Accenture’s CEO on Leading Change

Pierre Nanterme discusses the forces changing consulting, and other knowledge-intensive industries.
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How to choose a model of self-organization that works for you

How to choose a model of self-organization that works for you - The Ready - Medium
Everyone who has worked in a company that is command-and-control, bureaucratic, or hierarchical for more than a few years agrees: the way we’re working isn’t working. From military generals like Stanley McChrystal to reformed corporate heroes like Red Hat CEO Jim Whitehurst, the call for change is clear: our organizations need to be more open, fluid, adaptive, decentralized, and empowering.
The problem is, we don’t actually know how to do that in every context. We all feel the tension, but our situations vary wildly. And so as each new approach comes to the forefront, we rush to consider if it’s the panacea we’ve been waiting for, and in finding that it’s not, we dismiss it and keep waiting for the perfect operating system to land in our lap.
David Hain's insight:

Managing risk and scale in models of self-organisation  - thought provoking article.

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How to copy Netflix

How to copy Netflix | Organisation Development | Scoop.it
I worked in Marketing at Netflix for eleven years, so I frequently get asked to have conversations about the Netflix I knew, its transition to what it is doing now, and how it is structured. The undercurrent of these questions is always the same: how can the magic of Netflix’s meteoric success be recreated?

Netflix seems like they can do no wrong. They are fearlessly expanding internationally and creating some of the most compelling entertainment available anywhere and being rewarded with continued record share prices and revenues. Who wouldn’t want to replicate that?

Their success is a combination of smart decisions based on strategy, timing, and a little luck. And while timing and luck can’t really be replicated, you can learn from their smart strategic decisions. Below are some examples of how this has played out in shaping the direction of the company and how applying that same lens to company culture enabled its success.
David Hain's insight:

Great insight into a hot company, it's strategy and emerging culture, from an ex-Netflix insider. Useful takeaways included.

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4 Questions to Ask When Thinking of Thought Leadership

4 Questions to Ask When Thinking of Thought Leadership | Organisation Development | Scoop.it
Far too many people dismiss thought leadership as a buzzword devoid of real substance, which is unfortunate -- because it’s not just a buzzword. But, what is it really? When should you consider using it, and how do you balance the talent and experience of your team with the humility and authenticity that today’s audiences demand?
David Hain's insight:

Thought leadership. Buzz word or content creation and partnership strategy?

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Gino Bondi's curator insight, November 26, 2015 3:42 PM

Thought leadership: providing the best and deepest answers to your stakeholders' (students, teachers, parents) biggest questions in the formats they like to consume them. Personalization at every level!

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Why Your Company's Culture Is Crucial to Its Value

Why Your Company's Culture Is Crucial to Its Value | Organisation Development | Scoop.it
Your company culture differentiates your business from that of your competitors and influences the behavior and performance of your employees. But while you're immersed in it every day, you may not be fully aware of just how important it is.

A recent study of nearly a thousand CEOs and CFOs from U.S. companies casts new light on this subject. In the study, "Corporate Culture: Evidence from the Field," 91 percent of the executives surveyed said they believe improving their company culture would increase their company's value. John Graham and Campbell Harvey from Duke University and Shiva Rajgopal from Columbia Business School conducted the research.

More than 50 percent of the executives said corporate culture is one of the top-three drivers of company value, while an additional 27 percent said it is in the top five. Culture is so important, in fact, that 48 percent of survey respondents said they would walk away from a merger or acquisition if the company they were bidding on had an unappealing culture. Others said a unsatisfactory culture would cause them to lower an offer by up to 30 percent.
David Hain's insight:

Company culture drives the bottom line, but only 15% think it's where it needs to be.  What are you doing about it?

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15 Digital Storytelling Tools | Listly List

Engaging, multimedia-rich digital stories can capture the attention of students and increase their interest in exploring new ideas.
Combining storytelling with powerful digital creates a truly authentic learning experience that helps students develop a wide range of intellectual skills.
Hope you like my Facebook Page full of knowledge-sharing goodness https://www.facebook.com/sociallearningcommunity/
David Hain's insight:

You've got the stories, but how do you bring them to life and reach a wide audience?  Here's 15 ways...

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More Compassion in the World with Talents for Tolerance • Six Seconds

More Compassion in the World with Talents for Tolerance • Six Seconds | Organisation Development | Scoop.it
Against the backdrop of cruelty and carnage in many cities around the world, compassion seems far away. Yet each of us has the power to choose to care.  Can we strengthen that kind of power? What are your unique talents to do so, and how are you using those to make a more empathic, inclusive, positive community?

See the action plan below, and your invitation to learn about your talents – and how you can use your own strengths to add peace in your community (and get your free Brain Talent Profile this week!).
David Hain's insight:

20,000 to celebrate International Day for Tolerance, also in #AntiBullyingWeek #NotInMyName

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