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How Do You Measure Love (Or Employee Engagement)? - Forbes

How Do You Measure Love (Or Employee Engagement)? - Forbes | Organisation Development | Scoop.it

How do you measure engagement? I’m asked that question often, from both employee engagement skeptics looking to frame the effort as voodoo, and from true believers who know engagement when they see it, but still want to know how to quantify it.

 

It’s an important question. If you believe, as I do, that you can’t manage what you can’t measure, then you need to answer this technical question.

 

It’s complicated because engagement is a feeling.


Via John Michel, Bobby Dillard
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John Michel's curator insight, July 14, 2013 11:42 PM

Engagement refers to one’s emotional commitment to their organization and the organization’s goals. It leads to discretionary effort.  A sales person who feels engaged will work just as hard on Friday afternoon as she does on Monday morning. A customer service professional who feels engaged will go the extra mile to resolve problems and complaints. An assembly line worker who feels engaged will work a little faster and is less likely to have an accident.

Scott Span, MSOD's curator insight, July 15, 2013 9:30 AM

What's your measure?

Organisation Development
Developing healthy organisations
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Big Data: Revealing Everything About Employees? | LinkedIn

Big Data: Revealing Everything About Employees? | LinkedIn | Organisation Development | Scoop.it
Employees are both a business’s greatest asset and its greatest expense. So hitting on the right formula for selecting them, and keeping them in place, is absolutely essential. One company offering unique solutions to help others tackle this challenge is Evolv, and in this post I will give a brief overview of what they do, and why it’s an important – but maybe also controversial - example of big data analysis driving business growth.

Evolv is a software tool which helps assess and understand employees and candidates by crunching half a billion data points on everything from gas prices, unemployment rates and social media use.
David Hain's insight:

The dilemmas of using big data to extrapolate predictive employee behaviour.

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The 'Silver Tsunami': Why Older Workers Offer Better Value Than Younger Ones

The 'Silver Tsunami': Why Older Workers Offer Better Value Than Younger Ones | Organisation Development | Scoop.it
Just a decade ago, experts warned of labor shortages in the United States and other countries as the baby boomers marched into retirement en masse. But with an aging population facing the prospect of living for decades on shrunken retirement funds, graying individuals plan to keep on working.

This “silver tsunami” has received a mixed response in the workplace. On the one hand, many employers have been slow to adapt to the changing needs of older workers and perceive them to be costly and troublesome to hire. Data show that people over the age of 55 find it harder to land jobs than their younger counterparts, even though age discrimination is illegal in many countries. On the other hand, some far-sighted companies around the world are working to recruit, retrain and otherwise engage older workers.

Via Vicki Kossoff @ The Learning Factor
David Hain's insight:

I'd hate to think this was an either/or choice.  Plenty of room for both old and young!

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Laura Rosillo's curator insight, Today, 3:05 AM

agregar su visión ...

Sebastian Jacquin's curator insight, Today, 3:55 AM

Great article. I wish companies would embrace the chance to employ "older" employees in Belgium and benefit from their experience. Everyone is chasing young graduates with Master's degree and ignoring and whole other section of potential candidates.

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The POSITIVE Model of Coaching: Getting People Excited About Their Goals

The POSITIVE Model of Coaching: Getting People Excited About Their Goals | Organisation Development | Scoop.it
POSITIVE is a framework that helps team members develop goals that they'll be excited about in the long term, and identifies the support they'll need.

Via the Change Samurai
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Establishing a company culture | Training Journal

Establishing a company culture | Training Journal | Organisation Development | Scoop.it
Susie Finch looks at the story of a company who help to facilitate change using eLearning

Via Roger Francis
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On Leadership, Visionaries and Entrepreneurship: Henry Ford

On Leadership, Visionaries and Entrepreneurship: Henry Ford | Organisation Development | Scoop.it
Henry Ford is considered one of America’s foremost industrialist who shaped and influenced the entire globe. His leadership forged so many aspects of everyday life, that it is hard to image a world without his impact.
David Hain's insight:

His legacy lives on in the Ford Foundation - reimagining capitalism.  http://www.fordfoundation.org/ford-forum/rajiv-joshi-on-reimagining-capitalism.html

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Trust As The Differentiator Wow ....

Trust As The Differentiator  Wow .... | Organisation Development | Scoop.it

What if transparency and trust were truly seen as differentiators in the workplace? What could it do for attracting top talent for business growth? What would it look like, and what would it mean?


Via Alexander Crépin
David Hain's insight:

How about trust as your operating system? #RelationshipCapital @StandardOfTrust @Barbara Kimmel

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5 Tips to Engage Through the Buyer's Journey

5 Tips to Engage Through the Buyer's Journey | Organisation Development | Scoop.it
Sales - In today's highly networked world, your customers expect to interact with you during every step of the buyer's journey. Here's how you can engage them.

Via Eric_Determined / Eric Silverstein, Fred Zimny
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Eric_Determined / Eric Silverstein's curator insight, November 11, 11:43 PM

"With more mobile devices than humans and over one billion people participating in social networks, today's customers are more networked and better informed than ever."

CMO @SAPCloud shares his insight:


1. Be Part of the Conversation across all Channels

2. Use Analytics for Insight across Platforms

3. Personalize every Interaction

4. Build on previous #customer #experiences

5. Become a Predictive Business


Which brand currently connects well across your buyer journey?



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A Company President Connects Executive Coaching to Effective Leadership

A Company President Connects Executive Coaching to Effective Leadership | Organisation Development | Scoop.it
Ravila Gupta is president of Umicore USA, a global materials technology company with 16 sites in North America. In my interview with her, which can be read in full here, Gupta describes how executive coaching has helped her grow as a leader.

An executive coach holds up a mirror that enables you to see yourself as you are, and as others see you. Through this process, you find answers from within.

David Hain's insight:

Good coaching achieves a return significantly higher than the investment, says CEO.

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Miklos Szilagyi's curator insight, November 11, 4:03 AM

"...A good executive coach won’t tell you what to do or provide you the solutions. Instead, he or she draws solutions out of you. An executive coach holds up a mirror that enables you to see yourself as you are, and as others see you. Through this process, you find answers from within..." - the opinion of a "user"...:-)))

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4 Areas Of Your Company That Need To Budget For Thought Leadership

4 Areas Of Your Company That Need To Budget For Thought Leadership | Organisation Development | Scoop.it

So many business leaders consider thought leadership strictly a marketing tactic that’s confined to one department and one budget. But adopting this narrow mindset limits the benefits and reach of your thought leadership content.Thought leadership isn’t only a marketing vehicle; it’s a way to naturally draw recruits, brand advocates, investors, partners, and potential clients.

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How useful is your employee engagement model?

How useful is your employee engagement model? | Organisation Development | Scoop.it
Employee engagement is a big industry. Since its inception in the 1990s, it has grown rapidly. With that growth has come a surge in “off-the-shelf” (OTS) engagement survey models – models which are supposed to define how an engaged employee behaves in your own organisation. And these are used by many businesses across the globe. 
But how useful are they and are they really helping companies to solve their own business and people challenges?
There are a number of inherent (but very un-discussed) problems with many of these OTS engagement models. Here are just a few:
David Hain's insight:

"To get your engagement model working: be more demanding; create a bespoke approach; make engagement a business issue." ~ CEO Engage

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Thinking as a subversive activity

Thinking as a subversive activity | Organisation Development | Scoop.it

While a number of posts on this blog have been dedicated to calling in to question the claims of contemporary management theory to enable managers to predict the future, there can be no doubt that much of it is dedicated to controlling employees.


Perhaps the most egregious example of keeping employees under surveillance is used by Amazon, where picker-packers are tagged as they run round hangar-like warehouses, much as convicted offenders on home leave are tagged. The tags are connected to GPS systems which monitor the employees’ walking speed as well as their location. This ensures that they are all working at a trot and don’t take too many toilet breaks.



Via Philippe Vallat
David Hain's insight:

How do you give people time to reflect on what they do. A good start - lay off the management control models!

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Philippe Vallat's curator insight, November 6, 9:45 AM

If you don't take time, as manager, to reflect and think about what is vital for your organisation, what are you doing all the time?

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The Core Incompetencies of the Corporation

The Core Incompetencies of the Corporation | Organisation Development | Scoop.it

Large organizations of all types suffer from an assortment of congenital disabilities that no amount of incremental therapy can cure. First, they are inertial. They are frequently caught out by the future and seldom change in the absence of a crisis. Deep change, when it happens, is belated and convulsive, and typically requires an overhaul of the leadership team. Absent the bloodshed, the dynamics of change in the world’s largest companies aren’t much different from what one sees in a poorly-governed, authoritarian regime – and for the same reason: there are few, if any, mechanisms that facilitate proactive bottom-up renewal.


Via Roger Francis
David Hain's insight:

Change needs a #ManagementShift!

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Miklos Szilagyi's curator insight, November 3, 4:18 AM

Excellent... somewhat unique approach to look at the causes of problems with large corporations...

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This Video of a Homeless Man Sharing His Food Will Change the Way You Think

This Video of a Homeless Man Sharing His Food Will Change the Way You Think | Organisation Development | Scoop.it
If someone who was starving approached you on the street and asked you to share your food, would you oblige?In a new social experiment conducted...
David Hain's insight:
Givers gain! Touching video.
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5 HR Department Roles for Successful Employee Engagement

5 HR Department Roles for Successful Employee Engagement | Organisation Development | Scoop.it
Over the past couple weeks I’ve been talking about how employees can make themselves more enageable, what line managers can do to engage their teams and what CEO’s should to to engage the company…

Via Stefano Principato
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Organizational Evolution: Are you ready? | OCAI online

Organizational Evolution: Are you ready? | OCAI online | Organisation Development | Scoop.it
Self-management, wholeness and evolutionary purpose is what “new organizations” offer their employees - it’s a whole new way of organizing and collaborating that is emerging around the globe. The mainstream organizations are still those well-known decors of Dilbert-like situations. But "new organizations" are doing it differently. And they aren’t just start-ups of hopeful hippies. They are impressive organizations who have been around for a while - but many of them went unnoticed until now.
David Hain's insight:

From wolf packs to families - is the next age the Authentic Age?

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Dialogue - the key to engagement

Dialogue - the key to engagement | Organisation Development | Scoop.it
In his new book, 'Strategic Internal Communication', author David Cowan captures why creating dialogue pays dividends in the networked era. 


"Dialogue does not need to be constrained to a single issue or strategy; it can feed into the bigger picture," - so argues David Cowan in his new book.
What I liked of 'Strategic Internal Communication', is the emphasis Cowan puts on connections, interactions and relationships to build new knowledge and understanding inside the organisation. The process is not easy and "we have to be prepared for difficult conversations." However, when constructive dialogue is created, the result is a more engaged and productive workforce.

Via Gloria Lombardi, steve batchelder
David Hain's insight:

'Most organisations are still using 20th-century approaches to communicate to a 21st-century workforce.' ~ Gloria Lombardi

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Travis Bontrager's curator insight, November 17, 1:05 PM

Effective communication with clients is the most critical factor separating successful sales professionals from average. Being bold and picking up the phone to discuss an uncomfortable situation with your client is hard to do. It's time to recognize that sales is a "big boy" game and you have to get comfortable being uncomfortable. Start communicating well with your clients.

 

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Three Key Issues The Drucker Forum Should Address

Three Key Issues The Drucker Forum Should Address | Organisation Development | Scoop.it
“We have arrived at a turning point,” says the launch abstract of the Global Peter Drucker Forum 2014. “Either the world will embark on a route towards long-term growth and prosperity, or we will manage our way to economic decline.” We believe the three most important issues that the Forum should address are:

Should firms make the shift from the goal of maximizing shareholder value as measured by the current stock price to a principal focus on adding value to those for whom the work is being done?
Should organizations make the shift from the practices of hierarchical bureaucracy to the collaborative leadership and management practices of the Creative Economy?
Should organizations make a shift from metrics that reflect narrow financial goals to metrics that reflect contributions to prosperity of individuals, organizations and society, for achieving both purpose and profit?
David Hain's insight:

Time for human centred and co-created management models and operating systems?  Hope so...

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Whole Foods Market Relies on Storytelling to Feed Its Customers Trust

Whole Foods Market Relies on Storytelling to Feed Its Customers Trust | Organisation Development | Scoop.it

Company values are everything. As global marketing director for Whole Foods Market Scott Simons puts it, “Values and value are inseparable.” They comprise the very DNA of an organization and set the bar for what customers can expect from a brand. 

To convey its commitment to quality, standards, and taste—and ultimately to distinguish itself as the leader in the grocery industry—Whole Foods Market used poignant storytelling in its first national brand campaign, entitled “Values Matter.”

Although Simons says that Whole Foods Market had been “quietly telling our story for decades”—such as through community activations, grass roots partnerships, and public relations—the company decided to debut its first national brand campaign on October 20 based on store development and a strong desire to differentiate itself from competitors.

David Hain's insight:

The power of storytelling.“We are a trusted source as a retailer,” Whole Foods says. “Therefore, we're a trusted source as a content provider. You can't do one or the other.”

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Is Love The Next Buzzword In Business?

Is Love The Next Buzzword In Business? | Organisation Development | Scoop.it

“It’s easy to make a buck. It’s a lot tougher to make a difference.” ~ Tom Brokaw

It’s also easy to give away a portion of your profits to help bring water to remote villages in Africa. And yes, we should all be committing a portion of our profits to great humanitarian causes. But writing a check is easy. Breathing love into an organization is an entirely different proposition.

David Hain's insight:

Leading with love is not an intellectual exercise!

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Sandeep Gautam's curator insight, November 13, 4:09 AM

The dreaded four letter word is being increasingly used in work contexts:-) hope it doesn't end up as a buzzword but gets adapted as a way of life/ work:-)

Philippe Vallat's curator insight, November 13, 4:10 AM

A relire sur le même thème: Amour(s) et business: antinomie ou nécessité?

Philippe Vallat's curator insight, November 13, 4:11 AM
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Identities as agents, not individuals: pelotons and crews as a metaphor for adaptive teams and organisations

Identities as agents, not individuals: pelotons and crews as a metaphor for adaptive teams and organisations | Organisation Development | Scoop.it

Richard Martin has a great slidedeck on the peloton as a metaphor for an adaptive company. I have snipped a few slides from the deck: I like this idea of the network is a hierarchy, only that it’s not...


Via Richard Martin
David Hain's insight:

Brilliant deck and great  organisational metaphor.

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Richard Martin's curator insight, July 30, 6:17 PM
John Tropea uses some of the slides from my Haiku Deck as the starting point for his own exploration of the peloton metaphor. There is a great breadth of material and thinking that he synthesises in this post.
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The Millennials Are Here To Save Your Company

The Millennials Are Here To Save Your Company | Organisation Development | Scoop.it
While most organizations are wrestling with the challenge of integrating millennial talent into the workforce, the reality is that this group of people have exactly the kinds of skills that companies need … if they can just figure out how to empower them. These are people who are adept at using technology to connect with others to get information, who can come together in small teams to solve a problem quickly, and are comfortable with change. While I know I'm generalizing, it's still true that you need networkers to work in networked environments, which is the reality of the modern working world.
David Hain's insight:

How are millennials going to save your company?  How are you going to alter the psychological contract to suit them?

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The BIG Question Every Company Should Be Asking

The BIG Question Every Company Should Be Asking | Organisation Development | Scoop.it
I worked for Circuit City for just shy of 20 years and was there till the end. Yes, it was tough to watch a Fortune 150 Company fail, but you know what they say: Desperation is the mother of innovation. Oh, no one says that? Well, I just did.(TM)

One of the things I remember vividly in those last days was the writing on the wall. Literally. On the wall of every conference room in my building was this question:That question spawned a million interesting ideas, a thousand good ideas, and a hundred great ideas--any one of which could have been a success at a different time, under different circumstances.
David Hain's insight:

What one thing, although impossible, would make a big and positive impact on your business? HT Doug Hess

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The 23 Best Countries for Work-Life Balance

The 23 Best Countries for Work-Life Balance | Organisation Development | Scoop.it
The OECD ranks the work-life balance among its members by focusing on daily hours worked, leisure time, and employment rate for women with children.
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Understanding the role of HR

Understanding the role of HR | Organisation Development | Scoop.it
People and businesses spend big money in order to gain the latest insight into markets. No more evidence is needed than adding the turnover of two behemoths (Thompson Reuters and Reed Elsevier) of the information industries which between them turnover circa $20bn per annum.

Why are people willing to pay big money for information and understanding? The simple answer is that it helps them make better decisions and build stronger relationships with clients in the pursuit of revenue and profit growth.

Very few reading this have the time to read 70 books in order to get an overview of an industry, let alone be willing to pay £350 for the pleasure. So the new book “Humane Resourced: This time it’s personnel” priced at £2.56 for a full insight in to the HR & LnD industry represents a bargain.
David Hain's insight:

Nice book spot by the eagle-eyed @Alex_Moyle!

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How to Motivate Your Team Without Carrots or Sticks

How to Motivate Your Team Without Carrots or Sticks | Organisation Development | Scoop.it
One of two things is going to happen when a newcomer joins your team. They're going to see right away how to plug into their own power source on the job and feel great about coming to work, or they're not.
David Hain's insight:
8 mojo blockers - nice image!
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donhornsby's curator insight, November 3, 8:39 AM

Let’s tell the truth about employee motivation. If our team members aren’t motivated, it isn’t their fault. It’s ours!