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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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Safe Enough to Fail: How Leaders Can Encourage Risk-Taking and Innovation

Safe Enough to Fail: How Leaders Can Encourage Risk-Taking and Innovation | Organisation Development | Scoop.it
Sara Blakely, the billionaire founder of Spanx, a women’s shapewear company, tells an interesting story about how she learned to appreciate the value of smart risk-taking. When she was a child, her dad would ask her brother and her the same question every Friday evening at the dinner table: “What have you failed at this week?”
Sara says that her father’s weekly question set forth an expectation in her mind: To excel in life and work, you have to extend yourself—even to the point of failure. Now Sara carries that lesson forward in the way she reacts to employees’ mistakes at work. She notes that when people make mistakes at Spanx, especially when those mistakes shed light on a new business insight, she is never disappointed. Instead, she goes up to these employees and gives them a high five.
David Hain's insight:

How to promote innovation and smart risk-taking by author of Leaders Open Doors  @btreasurer.

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What is Integrity? Beyond "I'll Know It When I See It"

What is Integrity? Beyond "I'll Know It When I See It" | Organisation Development | Scoop.it
During the recent 2014 NeuroLeadership Summit, Jamil Zaki (an Assistant Professor of Psychology at Stanford) talked about an interesting experiment the Stanford Neuroscience Lab did. The team took a large number of Fortune 100 statements of company values and generated a word cloud from them to see which word would appear most often. Which word was it? Integrity was the most frequently used word. This experiment reveals a general agreement that integrity is important, but what exactly does it mean? People may understand it in very different ways.
David Hain's insight:

Integrity is popular in value statements, but what does it mean? Are you clear in your organisation?

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But First, A Single Source Of Business Truth

But First, A Single Source Of Business Truth | Organisation Development | Scoop.it
Mature talent analytics and positive business outcomes come to those who master their data, and, again according to Bersin, the 14% of companies that have invested in data-focused HR far outperform those that haven’t.
David Hain's insight:

“He picks up scraps of information
He’s adept at adaptation
Because for strangers and arrangers
Constant change is here to stay…”

—Neil Peart (musician and writer), “Digital Man”

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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, October 20, 7:29 AM

Authoritative advice for 21C life from Jeff Bullas.

donhornsby's curator insight, October 20, 7:47 AM

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

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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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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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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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Roberto Nocera's curator insight, October 21, 4:55 AM

One of the most important point in a Digital Customer Experience strategy is employee. PEOPLE MUST BE AT THE CENTER OF THE STRATEGY #cxm #customerexperience #cem

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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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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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Disruptive HR

Disruptive HR | Organisation Development | Scoop.it
If you’re an HR professional worth your salt, you’ll know about the demands of a ‘VUCA’ [volatile, uncertain, complex and ambiguous] world, the knowledge economy, the rise of the millennials and the more globalised, networked economy. What you really need is some help figuring out what to do about it all.
Most of the HR professionals I know are worn out from being stretched too thin. They are worried about the capability and capacity of their teams to deliver the day job, and sick of having Google paraded as the only example of HR innovation. After all, they have just a small fraction of the multinational corporation’s budget at their disposal.
HR certainly doesn’t suffer from a lack of advice. Aside from the many academic articles and blogs, we’ve all been to conferences to listen in awe and disbelief as an HR director explains all about their latest initiative, knowing that change in HR rarely goes smoothly. How do we filter out the noise and identify what might really make the difference to our businesses in the future? 
David Hain's insight:

"To look at HR afresh, I propose using a model based on three basic principles: a new trust, the power of the individual and inherent disruption." ~ Lucy Adams

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Could Your Company Pass the Marshmallow Test? | LinkedIn

Could Your Company Pass the Marshmallow Test? | LinkedIn | Organisation Development | Scoop.it

The “marshmallow test,” as it became known, is now widely regarded as a workable gauge of a person’s ability to delay gratification, and an important marker for emotional maturity, which requires having the ability to control your impulses and master your desires. (To watch an adorable video of young children trying to resist the temptation of a perfectly good marshmallow sitting in front of them, click here.)


David Hain's insight:

Don Peppers riffs on organisation maturity, using marshmallows!

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Facilitation with organisational effect

Workshops, meetings and seminars drive momentum in a change project. Even more so, if they are facilitated skilfully. 

Workshops, meetings and seminars are held to create ownership of required changes – and ensure buy-in from managers, employees or customers. Most organisations involve a facilitator to make sure that this happens. 

To qualify as an excellent facilitator, you not only need to manage the meeting; you also need to help the group achieve specific results – without taking a stand or becoming involved in their practical work. The facilitator is the catalyst that drives the session to an effective result. This calls for an astute awareness of setting, purpose and the people involved.


Via F. Thunus
David Hain's insight:

Learn facilitation techniques for more effective meetings.

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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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Philippe Vallat's curator insight, October 23, 3:24 AM

Important principle:

Energy follows attention. Wherever you place your attention, that is where the energy of the system will go. “Energy follows attention” means that we need to shift our attention from what we are trying to avoid to what we want to bring into reality.

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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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sally evans's curator insight, October 21, 3:46 AM

At last weeks CIPD event in Cardiff, I talked about Zappos approach to employee engagement and when compared to Netflix, the similarities are interesting.....personal responsibility and pride in the brand.

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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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