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Rescooped by David Hain from Empathy in the Workplace
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The 'Soft Skill' That Pays $100,000+ - empathy will emerge as a "must-have" job skill by 2020

The 'Soft Skill' That Pays $100,000+ -  empathy will emerge as a "must-have" job skill by 2020 | Organisation Development | Scoop.it

If you're an empathetic person -- good at connecting with other people's feelings -- can that help you win prestigious jobs that pay $100,000 a year or more? Or will you be stuck at the low end of the pay scale, doing a lot to promote rapport and smooth out problems in your field, but never earning a big salary for your trouble?

 

Earlier in June I wrote a piece for LinkedIn Influencers, arguing that empathy will emerge as a "must-have" job skill by 2020. The article attracted more than 890,000 readers, and lots of kind words. (Wow! -- and thanks.) In that piece, I cited lots of fast-growing, middle-tier careers where empathy matters, such as sports coaching, nursing and financial planning. But I didn't look at the empathy's relevance or irrelevance at the high end of the job market.

 

George A.


Via Edwin Rutsch
David Hain's insight:

Empathy will be relevant at every level

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Organisation Development
Developing healthy organisations
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The 10 Pillars To Creating a Personal Brand in a Digital World

The 10 Pillars To Creating a Personal Brand in a Digital World | Organisation Development | Scoop.it
For many people their career can be their primary building block that provides major personal meaning and purpose outside of their family. Lose your job and the question is asked, “Who am I?” or “Why do I exist?

Being made redundant at 40 0r 50 can raise many doubts about life and its purpose. Being fired due to bad economic conditions, company failure or a political power play can be life shattering for many.

Should your life be so defined?

It’s as if you handed your life to the boss or the company that hired you. That is a scary place to be and can be avoided.

Building a personal digital brand can be done in parallel to your job and career.
David Hain's insight:

Authoritative advice for 21C life from Jeff Bullas.

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David Hain's curator insight, Today, 7:29 AM

Authoritative advice for 21C life from Jeff Bullas.

donhornsby's curator insight, Today, 7:47 AM

Building a personal digital brand can be done in parallel to your job and career.

Rescooped by David Hain from Designing design thinking driven operations
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Intertwingled: Information Changes Everything :: UXmatters

Intertwingled: Information Changes Everything :: UXmatters | Organisation Development | Scoop.it

“Culture is a powerful, hidden force, highly resistant to change. That’s why, to make systems better, we must start by mapping culture."


Via yannick grenzinger, Fred Zimny
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7 Ways to Help You Recognize Your Calling | Maria Shriver

7 Ways to Help You Recognize Your Calling | Maria Shriver | Organisation Development | Scoop.it
RT @mariashriver: Have you found your calling? Architect of Change @tarasophia has 7 tricks for recognizing it: http://t.co/crvouEVTAe
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Reboot Your Board and Your Organization with Appreciative Inquiry

Reboot Your Board and Your Organization with Appreciative Inquiry | Organisation Development | Scoop.it
Reboot your board & your organization w a new approach: appreciative inquiry http://t.co/yNaXHahxMc #assnchat http://t.co/tjnMyt5BGX
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Rescooped by David Hain from Collaboration
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How to Build a Culture of Givers: 4 Tips

How to Build a Culture of Givers: 4 Tips | Organisation Development | Scoop.it

Nice guys don't have to finish last in your company. But it means you need to bake generosity into your culture. Wharton B-school professor Adam Grant explains how.


Via Kenneth Mikkelsen
David Hain's insight:

Are you a giver, a matcher or a taker? Companies need more givers at the top, because the fish always rots from the head!

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Kenneth Mikkelsen's curator insight, October 16, 9:03 PM

Below are four tips from Grant for building a culture of givers: 

1. Get the right people on the bus2. Redefine giving3. Change your reward system 4. Build a culture of help-seeking

Other resources related to Adam's great work:  



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Talent will not be wasted for much longer: Alain de Botton

Talent will not be wasted for much longer: Alain de Botton | Organisation Development | Scoop.it
Alain de Botton has some novel insights into how to find a meaningful career. Mary Appleton met the author and philosopher to hear his views on education, careers guidance and how he foresees the transition to a ‘new era’ of work.
David Hain's insight:

“Young people don’t understand themselves or their motivations, and they have the wrong skills.” @alaindebotton

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Rescooped by David Hain from Designing design thinking driven operations
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The Case for Employees as Brand Advocates

The Case for Employees as Brand Advocates | Organisation Development | Scoop.it

As Airbnb CEO Brian Chesky puts it, “Our business isn’t [renting] the house. Our business is the entire trip.” To support the entire trip, they are working on additional services that will create a consistent Airbnb experience wherever renters travel—for example, a cleaning service for keeping sheets and towels fresh on extended stays.


Via Fred Zimny
David Hain's insight:

The need to know why I am here and how can I contribute is even more critical in a digital world.

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A new 'relationship agenda' for HR?

A new 'relationship agenda' for HR? | Organisation Development | Scoop.it
The Tomorrow Company with other partners including the CIPD recently published a research report called ‘Tomorrow’s Relationships – unlocking value.'
This echoes some of the key themes in my book published by Gower in 2013; namely, that risk in relationships is not given the attention it deserves alongside other aspects of business; the need for an explicit board level relationship agenda; and the need for a systemic and systematic approach to reviewing and developing working relationships. The report also suggests the need for a board-level Chief Relationship Officer – a challenge to HR Directors who should perhaps be taking on this role?
David Hain's insight:

How do organisations create capacity and evaluation for meaningful dialogue?  To do so holds the potential for sustainable advantage.

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Rescooped by David Hain from Supports for Leadership
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Four Powerful Ways to Develop Your "A" Players

When it comes to the rest of your top performers, the ones you do want to promote into leadership slots that will help drive your organization forward - call them your next generation of leaders - how do you get them ready for their next role?

Via Mark E. Deschaine, PhD
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Rescooped by David Hain from Art of Hosting
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Basics of the Art of Hosting Beyond the Basics ...

Basics of the Art of Hosting Beyond the Basics ... | Organisation Development | Scoop.it
Tim Merry describing some basic architecture and patterns underlying the Art of Hosting Beyond the Basics inquiry.

Via F. Thunus
David Hain's insight:

Great technique for engagement and change!

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Rescooped by David Hain from Brain Tricks: Belief, Bias, and Blindspots
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Supervisors’ abuse, regardless of intent, can make employees behave poorly

Supervisors’ abuse, regardless of intent, can make employees behave poorly | Organisation Development | Scoop.it
Employees who are verbally abused by supervisors are more likely to “act out” at work, doing everything from taking a too-long lunch break to stealing, according to a new study led by a San Francisco State University organizational psychologist.

Via Jocelyn Stoller
David Hain's insight:

Bullying at work cost UK business £2bn in 2012. It's not cool, and it's not clever! @ BuliesOut

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Rescooped by David Hain from Unlocking Africa’s Potential
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Mahindra - Business and society in the 21st century - beyond CSR

In this article from NHRD Network Journal (January 2012-Volume 5, Issue 1) Anand Mahindra shares his perspective on a new organisational prototype – the purpose driven organisation driven by the creation of shared value – being the need of the changing world we live in.


He illustrates how Mahindra and Mahindra has put this into action and how the HR team has worked with business, using business processes, to ensure that social good and profits are two sides of the same coin. Mahindra believes that when the interests of all stakeholders are in sync, delivering the triple bottom line is a cinch


Via Matthew Farmer
David Hain's insight:

How social challenges can become business opportunities...

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Emerging World's curator insight, October 9, 1:32 AM

Although published in 2012, this article is one of the best examples of a business demonstrating the commercial value of a ‘shared value’ approach to doing business.  Mr Mahindra articulates well how social challenges can become business opportunities and how addressing them inspires customers and engages employees as well as making shareholders happy.  The fact that the article is written by the Vice-Chairman & Managing Director speaks volumes.


'Shared value' approaches have enormous potential within Africa as well as in India

Rescooped by David Hain from Personal Branding & Leadership Coaching
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11 Remarkable Statistics About The Importance Of Employee Feedback (Infographic)

11 Remarkable Statistics About The Importance Of Employee Feedback (Infographic) | Organisation Development | Scoop.it
When you go into work, how often are you being given advice or feedback from your management? The tayloristic approach is to give employees the task and expect them to succeed. They do the same thing…

Via Stefano Principato
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The Magic Ingredient

The Magic Ingredient | Organisation Development | Scoop.it

I’ve been thinking a lot about this lately. About culture, and change management especially. I’ve been asking myself if there is a single thing that’s really important to capture, to ingrain within the organisation.

David Hain's insight:

In praise of fun, by @MrTonyDowling.

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Rescooped by David Hain from Person-centred, Community-driven Practices
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Principles and Glossary of Presencing | Theory U

Principles and Glossary of Presencing | Theory U | Organisation Development | Scoop.it
Principles and Glossary of Presencing | Theory U on Leadership & Management curated by JLAndrianarisoa

Via JLAndrianarisoa, Jeder Institute
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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

Zappos latest idea is to implement a ‘holacracy’, a radical management structure where employees operate without managers or job titles, but rather in self-governing overlapping circles, where they choose what they work on. Sound like a recipe for disaster? Head of HR Hollie Delaney is the woman charged with implementing it.
“A holacracy is not like a traditional hierarchy at all. You really need the senior management in the company to throw down their authority and give it to the employees who are doing the day-to-day jobs,” says Delaney, who has worked for Zappos for eight years, beginning her tenure as the organisation’s first ever employee relations representative.
“The aim is to create a workplace where employees pick up that authority and make decisions without looking to a manager or supervisor for approval. We’re hoping that this creates an environment where people can be innovative and engaged with their jobs – things that are really important to our key values.”

David Hain's insight:

Senior management challenges of getting rid of managers!  Let go, and get to know each other better!

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The Management Shift: An engaging strategy

The Management Shift: An engaging strategy | Organisation Development | Scoop.it
It is much more than a matter of a bit more enthusiasm and extra productivity. The Management Shift is a transition:
From a controlling mindset to an empowering one,
From setting rules to establishing principles,
From issuing instructions to creating teams,
From overseeing transactions to building alliances,
From a focus on short-term profits to serving all stakeholders,
It means a change both for individual executives, and for the wider organization.
David Hain's insight:

"Truly transformational leadership can lift performance across the board. It is a different philosophy, not just a new set of techniques and measures." ~ Vlatka Hlupic

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Rescooped by David Hain from Creativity Scoops!
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What a Flexible Workplace Has to Do With Trust and Creativity

What a Flexible Workplace Has to Do With Trust and Creativity | Organisation Development | Scoop.it
Marissa Mayer wants everyone at the office. Other companies don't even have offices. Where do you fit?

Via Creativity For Life
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Rescooped by David Hain from Extreme Social
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7 Social Media Psychology Studies for Smarter Marketing | SEJ

7 Social Media Psychology Studies for Smarter Marketing | SEJ | Organisation Development | Scoop.it
Every day seems to bring exciting new studies as research shows us more about how social media is changing the way we relate to one another.

Via Rami Kantari
David Hain's insight:

Very interesting insight on the psychology of social media.

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Your Choice: Tolerate or Change?

Your Choice: Tolerate or Change? | Organisation Development | Scoop.it
When you're the most stuck... you still have a choice to tolerate or change your experience. Unsure of the signs and solutions? This is for you.
David Hain's insight:

Includes good Haiku Deck.  Does the pain of changing exceed the pain of staying put.  Do you know so that you can calculate?

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Graeme Reid's curator insight, October 14, 7:52 PM

You don't need to stay stuck - you can choose to make a change.

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2014 Edelman Trust Barometer: Employee Engagement Insights

It’s hardly a secret: Year after year, regular employees – and particularly those with technical expertise – are identified as some of the most trusted spokespeople a company can have. This is particularly relevant this year, given that trust in business has stabilized and people believe companies can simultaneously pursue self-interests while doing good work for society.Combined with a historically low trust in government, this dynamic opens the door for business to lead societal change, with employees strengthening an organization’s credibility to do so.

As this year’s results demonstrate, credibility does indeed come from within.
David Hain's insight:

Edelman - Employees have 12% less trust than executives do. Back to the floor, CEOs?

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How do you create a curious culture? | Switch and Shift

How do you create a curious culture? | Switch and Shift | Organisation Development | Scoop.it
Nostalgia is what keeps an organization from moving forward, but the myths of what symbolizes the great accomplishments of your organization should be celebrated and must be front and center in your team’s culture.
David Hain's insight:

“The compulsion to see what lies beyond the far ridge or that ocean – or this planet—is a defining part of human identity and success.” – David Dobbs via @RonRicciCisco

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PepsiCo's rigorous leadership development process

PepsiCo's rigorous leadership development process | Organisation Development | Scoop.it
Grooming leaders and fast-tracking them across functions and geographies is a way of life at Pepsi.
David Hain's insight:

At PepsiCo, it is the identification of leaders early on and then honing their skills as leaders that separates the wheat from the chaff. 

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6 Daily Practices of Effective Managers

6 Daily Practices of Effective Managers | Organisation Development | Scoop.it
Effective managers are interactive leaders who understand and remember what it is like to be an employee. But managers also have to keep one eye on the future growth of the company, and that is what makes a manager’s job difficult.
David Hain's insight:

Preaching about effective managerial practices?  How do your organisation's managers measure up?

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