Organisation Development
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Organisation Development
Developing healthy organisations
Curated by David Hain
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Ten Powerful Employee Engagement Lessons

Ten Powerful Employee Engagement Lessons | Organisation Development | Scoop.it
We have one final post to wrap up our series, "Winning …

Via Johann Gauthier
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Johann Gauthier's curator insight, August 7, 2013 2:30 PM

A good to the point article via Switch and Shift a must-stop along your workplace excellence and engagement way.

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Pieces of mind: introducing the Guardian's new psychology blog

Pieces of mind: introducing the Guardian's new psychology blog | Organisation Development | Scoop.it

Welcome to Head Quarters, the Guardian's new centre of operations for psychology.

Our quartet of writers includes scientists based at four British universities. Pete Etchells is a biological psychologist at Bath Spa University. His work focuses on human vision and cognition, the behavioural impact of technology use, and the culture and practices within academic research. Molly Crockett is a social neuroscientist at University College London studying the neurobiology of morality, altruism and decision-making.

Thalia Gjersoe is a developmental psychologist at the Open University. She studies the development of reasoning in children and the basis of magical beliefs in both children and adults. Chris Chambers is a cognitive neuroscientist at Cardiff University, with interests in human cognition and addiction, reforming scientific research practices, and the interplay between science, media and government.

  Read more at: http://www.theguardian.com/science/head-quarters/2013/aug/05/guardian-psychology-blog-head-quarters


Via Stewart-Marshall
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How to Fix the Bad Employee Syndrome

How to Fix the Bad Employee Syndrome | Organisation Development | Scoop.it
It's about educating the bosses -- and about persistence.

Via Scott Span, MSOD
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School of Education at Johns Hopkins University-Leadership at Every Level: Appreciative Inquiry in Education

School of Education at Johns Hopkins University-Leadership at Every Level: Appreciative Inquiry in Education | Organisation Development | Scoop.it
Appreciative Inquiry an idea to build momentum for change by focusing on what's being done well. http://t.co/KHu0pRNGpI

Via Dr. Susan Bainbridge
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Linda Alexander's comment, August 4, 2013 11:10 AM
Given my hometown is Cleveland and AI was founded by David Cooperrider at Case Western Reserve University, I can attest to its power and relevance within educational settings.
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Surveys Alone Won't Boost Your Employees' Engagement

Surveys Alone Won't Boost Your Employees' Engagement | Organisation Development | Scoop.it
Sure, companies should measure engagement. But they should never stop acting on what they've learned -- as one business discovered, with outstanding results.

Via The Survey Initiative, Jean-Philippe D'HALLUIN
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The Survey Initiative's curator insight, July 30, 2013 7:18 AM

This has been the case for many years.  Your research (be it a survey, focus groups, interviews, one to ones) must form part of a larger project.  You must link your results to key business information - so that you can track the effects that engagement has on your business performance.

AlGonzalezinfo's curator insight, August 2, 2013 2:54 PM

Excellent Scoop David!  I especially like the fact the hospitality company realized 100 MILLION in revenue, attributable to employee engagement.

 

From the article:

 

For an engagement program to succeed, it must be aligned with and support the company's mission, strategy, and business objectives. An engagement program that lacks a strong tie to financial objectives won't prove its worth in investment dollars.

 

Engagement is often a leading indicator of financial outcomes. To measure the impact of its engagement initiative in dollars, the hospitality company quantified the effect of engagement on its business across three domains: financial, customer, and workforce. The company compared 2009-2010 engagement changes to 2010-2011 business outcomes for key metrics, including average daily rate (ADR), revenue per available room (RevPar), and customer satisfaction.

 

The results were impressive. Using metrics such as RevPar, ADR, turnover, and call center performance, the company realized a net benefit of about $100 million in revenue attributable to improvements in engagement.

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Successful Business Strategy Is Built on Uncomfortable Choices

Successful Business Strategy Is Built on Uncomfortable Choices | Organisation Development | Scoop.it

The “strategy as addition” mentality is persistent, despite it’s lack of effectiveness. It persists because the reality of strategy is much harder to engage with. At its core, strategy is about choice. Strategic planning is about looking at trends in the environment, as well as past results, and making deliberate choices about what activities to begin, what activities to continue, and what activities must be ceased.

These choices are hard to make. No one wants to stare down a fork in the road at two unknown paths and be forced to choose. No one wants to be the one blamed for making the wrong choice.

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AlGonzalezinfo's curator insight, August 9, 2013 7:44 AM

Excellent scoop David.  I completely agree with John Michel's insight and here is one of my favorite sections:

 

The “strategy as addition” mentality is persistent, despite it’s lack of effectiveness. It persists because the reality of strategy is much harder to engage with.

 

At its core, strategy is about choice.

 

Strategic planning is about looking at trends in the environment, as well as past results, and making deliberate choices about what activities to begin, what activities to continue, and what activities must be ceased.

 

These choices are hard to make. No one wants to stare down a fork in the road at two unknown paths and be forced to choose. No one wants to be the one blamed for making the wrong choice.

 

But not choosing is a choice – it’s a choice for the status quo. It’s a choice that says, even though the environment has changed, we choose to pursue the same activities but set our sales goals a little higher. That choice may be a comfortable one to make, but it’s outcome is as unknown as the other possible paths.

Amy Melendez's comment, August 9, 2013 10:04 AM
Excellent article. "Strategy as choice is uncomfortable – which is probably why discomfort is the key signal that you and your team are truly engaged in strategic planning."
Ivon Prefontaine's curator insight, August 9, 2013 12:54 PM

Frequently, we look for the comfortable and real change often means discomfort.

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Summary of Key Points from The Fifth Discipline −

Summary of Key Points from The Fifth Discipline − | Organisation Development | Scoop.it

Via AlGonzalezinfo
David Hain's insight:

A seminal and timeless piece of work.  The Fieldbook is even better and an indispensibke guide.  Thanks for sharing Al!

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AlGonzalezinfo's curator insight, July 18, 2013 10:02 AM

What makes a body of work "classic" is that it is as relvant today as the day it was released.  I am pretty sure Senge's Fifth Discpline qualifies...

 

Here are three of my favorites lessons:

 

*Dialogue rather than discussion

 

* The ability to suspend assumptions and enter into a genuine, thorough process together.

 

* When teams work, they produce extraordinary results, and individual members grow more rapidly than they would have without the team.

 

 

Ivon Prefontaine's curator insight, July 18, 2013 11:11 AM

I used Senge's Five Disciplines for writing a couple of articles.

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Organize the team and then train the teachers | Clayton Christensen

Organize the team and then train the teachers | Clayton Christensen | Organisation Development | Scoop.it

by Michael Horn

 

"Now this doesn’t mean that professional development is pointless. The role of the teacher changes dramatically in blended-learning models designed to personalize learning for students. Many teachers in blended-learning schools say that roughly 5 percent of their teacher preparation prepared them for what is now 95 percent of their job, and 95 of their teacher preparation prepared them for what is now 5 percent of their job. They legitimately need to build new skills to be successful in these new models.

 

"But that shift happens only once the model is in place. The new skills often do not make sense in the old models. There isn’t time for teachers to do them so they create more work and complicate teachers’ lives. In new models designed to personalize learning, these new skills fall into place far more naturally. It just doesn’t make sense to carry on old practices designed to teach large batches of students."


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Jim Lerman's curator insight, July 18, 2013 11:29 PM

Meaningful take on professional development: most professional development is pretty useless unless the instructional model is changed first. Don't put the cart before the horse.

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A Framework for High Performance Development Practices

A Framework for High Performance Development Practices | Organisation Development | Scoop.it

Via Johann Gauthier
David Hain's insight:

Excellent piece, good framework for the modern age.

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Johann Gauthier's curator insight, June 27, 2013 12:14 PM

I follow Charles Jennings for his expertise in high performance optimized through best-in-class development practices.  Here's a nice and concise blog post from him on the subject.

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How Do You Measure Love (Or Employee Engagement)? Or Storytelling?

How Do You Measure Love (Or Employee Engagement)? Or Storytelling? | 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.

Via Karen Dietz, Jean-Philippe D'HALLUIN
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Karen Dietz's curator insight, July 15, 2013 9:44 PM

This article never mentions storytelling, and yet I think it is very relevant.


Several weeks ago I finished a chapter on the ROI (return on investment) of storytelling for the "Business Storytelling for Dummies" book I'm writing with colleague Lori Silverman. For over 15 years I've said that "storytelling is creating art in the air." So how in the heck do you measure that??


Tough stuff! Storytelling, ultimately, is about engagement. Storytelling creates engagement on some very basic levels. And it sparks further engagement with staff and customers. This article discusses how to measure engagement, which is the result of a feeling. Again, so how the heck do you measure a feeling?


This article shows us one way -- by developing proxy questions that over time will generate the ROI for us. Great idea!


Author Kevin Kruse does a great job explaining this. If you need to get a handle on the ROI of storytelling for your business or organization, this could be one of the easiest ways to go.


Happy quantifying!


This review was written by Karen Dietz for her curated content on business storytelling atwww.scoop.it/t/just-story-it

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The Language of Trust Begins with the ABCD's

The Language of Trust Begins with the ABCD's | Organisation Development | Scoop.it
I remember teaching my children their "ABC's" by singing the Alphabet Song. As you read this I'm sure the tune automatically starts playing in your mind and you're tempted to sing it out loud (it's...

Via John Thurlbeck, FCMI FRSA
David Hain's insight:

Excellent, eaasy framework to guide behaviour and teach others.

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John Thurlbeck, FCMI FRSA's curator insight, July 16, 2013 2:14 AM

Building trust is pivotal to your behaviour as a leader! In this article, Randy Conley, spells out some simple though effective ways in which to do this!

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What is talent – and can science spot what we will be best at?

What is talent – and can science spot what we will be best at? | Organisation Development | Scoop.it
Practice and our genes are not the only factors when it comes to developing special abilities, writes Scott Barry Kaufman
David Hain's insight:

Talent and practice are complementary.  Excellent piece.

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Want a Strong Culture? Remember: what goes around, comes around!

Want a Strong Culture? Remember: what goes around, comes around! | Organisation Development | Scoop.it

A commitment to building a strong culture is a long journey that can have amazing highs and painful lows.  One of the secrets to long term success in creating a great place to work is an unwavering commitment to doing the right thing by others, especially during those painful lows.


Via Bobby Dillard, Bond Beebe Accountants & Advisors
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Vilma Bonilla's curator insight, July 22, 2013 10:19 PM

"A commitment to building a strong culture is a long journey that can have amazing highs and painful lows.  One of the secrets to long term success in creating a great place to work is an unwavering commitment to doing the right thing by others, especially during those painful lows."

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Working With or Without Walls: Why Virtual Training Is The Path To Success

Working With or Without Walls: Why Virtual Training Is The Path To Success | Organisation Development | Scoop.it

Via Abeo Verto
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Ivon Prefontaine's curator insight, August 7, 2013 2:32 PM

Virtual traing will be one component of learning in this century.

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Unlimited Vacation Days: Treat Employees Like Adults

Unlimited Vacation Days: Treat Employees Like Adults | Organisation Development | Scoop.it
If you’re looking to improve your company culture and impact employee retention, it’s time to consider dropping your standard vacation day policy and taking a more flexible route. The

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Kevin Watson's curator insight, August 5, 2013 8:41 AM

I love this article with such a forward thinking concept....

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How Much Does an Unhappy Employee Cost? [INFOGRAPHIC]

How Much Does an Unhappy Employee Cost? [INFOGRAPHIC] | Organisation Development | Scoop.it
Happiness is a powerful business tool - and this infographic from Dashburst shows exactly why. Takeaways: In a year, lost work days due to stress cost $30

Via Marylene Delbourg-Delphis, Tania Kowritski
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Marylene Delbourg-Delphis's curator insight, August 3, 2013 1:28 PM

Reminer by @LinkHumans : The cost of unhappy employees via @TalentCircles http://theundercoverrecruiter.com/unhappy-employee-cost-infographic/

Sigrid de Kaste's curator insight, August 3, 2013 10:37 PM

Keep your people happy...just like you want to be happy, so do your employees...

Peter Wilkinson www.peter.uk.com's curator insight, August 5, 2013 6:22 AM

Employer branding and happy employees.  The two are connected

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The Open Talent Economy

The Open Talent Economy | Organisation Development | Scoop.it

Today’s younger, connected, and mobile workers are managing their careers on their own terms and often outside categories that have defined the workforce for decades. Organizations will need to reassess what they have to offer talent and even what it means to “have” talent in the first place.


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Kenneth Mikkelsen's curator insight, August 3, 2013 3:47 PM

For more information on this subject please have a look at this related article: Talent-enabled ecosystems by Eric Openshaw. 


PS: It takes a minute to download since it's a large file. So be patient. 

Kare Anderson's comment, August 3, 2013 5:47 PM
Eric's idea is one of my social fans: enable people inside & outside walls of the biz to collaborate #MITRE does for example
Kare Anderson's comment, August 3, 2013 5:47 PM
meant favs not fans yet it keeps auto-correcting :-)
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Engagement Encouraged at All Levels Ensures a Thriving Company

Engagement Encouraged at All Levels Ensures a Thriving Company | Organisation Development | Scoop.it

No matter how flat your organization is there will always be a vertical component. Front-line employees don’t have the same functional responsibilities as managers, who in turn don’t have the same functional responsibilities as executives. This is true in every organization, and it gives healthy boundaries as well as manages expectations.

These three groups – Executives, Managers, Individuals – have very different functional responsibilities and engagement fits very nicely into them. Just like you wouldn’t expect an individual to develop a 5-year strategy plan for the organization instead of an executive, there are aspects to engagement that should be assigned to the proper functional group.

If each of these groups assumes 3 areas of responsibility each to facilitate engagement, an organization will thrive.

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John Michel's curator insight, July 20, 2013 9:12 AM

No matter how flat your organization is there will always be a vertical component. Front-line employees don’t have the same functional responsibilities as managers, who in turn don’t have the same functional responsibilities as executives. This is true in every organization, and it gives healthy boundaries as well as manages expectations.

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Good Companies Are Storytellers. Great Companies Are Storydoers

Good Companies Are Storytellers. Great Companies Are Storydoers | Organisation Development | Scoop.it

Story-driven companies - Target, Walt Disney, Starbucks, American Express, IBM - are achieving better financial success than their competitors.


Via Kenneth Mikkelsen
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Tom Hood's curator insight, July 17, 2013 10:49 AM

I love the idea of story-doers! This is major theme from our CFOs, the ability to "tell the stories" with their numbersand playing a major role helping the businesses transform themsleves in accordance with the stories.

Tony Brugman (Bright & Company)'s curator insight, August 29, 2013 4:54 AM

Great piece on StoryTelling on HBR blog. Author of the new book 'True Story' argues that telling just a story is not enough. Storydoing companies "advance their narrative through action, not communication." How to recognise a StoryDoing company?

 

* They have a story
* The story is about a larger ambition to make the world or people's lives better
* The story is understood and cared about by senior leadership outside of marketing
* That story is being used to drive tangible action throughout the company: product development, HR policies, compensation, etc.
* These actions add back up to a cohesive whole
* Customers and partners are motivated to engage with the story and are actively using it to advance their own stories

 

 

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Gen Y Behavior Creates New Work Culture

Gen Y Behavior Creates New Work Culture | Organisation Development | Scoop.it
Communication gaps between the generations in the workplace is not a new phenomenon but now there are new data points to illustrate how Generation Y may be changing the professional work culture dramatically. Dan Schawbel, Managing Partner of Millennial Branding LLC, partnered with Identified.com -- a data and analytics company -- to research how Generation Y (18-to-29-year-olds) is using Facebook to define their personal lives while often disregarding their professional identity.

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Sylvia Hewlett and Melinda Wolfe - Care At Work 2011 - How to Motivate Employees

Sylvia Hewlett and Melinda Wolfe - Care At Work 2011 - How to Motivate Employees | Organisation Development | Scoop.it

How do great organizations keep employees committed and focused? Melinda Wolfe, Head of Professional Development at Bloomberg, and Sylvia Hewlett, Founder and President of the Center for Work-Life Policy draw upon data and personal experience to answer questions from the audience about corporate 'stickiness,' employee satisfaction, burnout, and workplace flexibility.


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Peer Performance Reviews - Reviewed

Peer Performance Reviews - Reviewed | Organisation Development | Scoop.it
Some companies are doing away with traditional top-down, manager-led performance reviews and relying on the rank-and-file for employee evaluations.

 

The system provides more valuable information about each worker's performance than a review by just one person would, Mr. Garrity says. That's particularly true at Hearsay Social, because it has very few formal managers, most employees work across multiple teams, and leadership changes from project to project.

 

___________________

"We are decentralizing as much decision making as we can, so we also need to decentralize reviews..." 

___________________

 

"We are decentralizing as much decision making as we can, so we also need to decentralize reviews," says Steve Garrity, the chief technology officer.  at Hearsay Social Inc., a San Francisco-based social-media software company with some 90 employees.

 

But the process, which the firm plans to do twice a year, is also time-consuming and complicated, he says, and it may not work as the employee count grows. 

 

___________________


...crowdsourced feedback may not provide better data....feedback may gravitate toward positive and negative extremes...

 

___________________

 

 

 

...Crowdsourced evaluations go a step beyond traditional 360-degree reviews, which are generally more structured and often involve lengthy surveys.   

 

___________________

 

 

 "...Another potential downside is "rating fatigue" and lower quality information..."

___________________

 

 

But critics argue that crowdsourced feedback may not provide better data. Like online restaurant or product reviews, feedback may gravitate toward positive and negative extremes, says Tracy Maylett, chief executive of DecisionWise.   ...Another potential downside is "rating fatigue" and lower quality information, he adds.


Via Deb Nystrom, REVELN
David Hain's insight:

Fascinating experiment - hope it works!

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Deb Nystrom, REVELN's curator insight, July 14, 2013 2:57 PM

Assessing the "why" of these processes are key.  For example, the goals of peer review may fit the type of work that happens in  team oriented cultures of a certain size.  360 feedback is also best for newer to mid-level managers, open to development.  ~  D

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Top Brands Offer a Roadmap For Communicating With Rank-and-File

Top Brands Offer a Roadmap For Communicating With Rank-and-File | Organisation Development | Scoop.it
It’s more complicated than ever to provide the information that employees need to know. New research from Gallup tells us that there are a lot of “zombies” in the work force.

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The Value of Vision Series - An Interview With Doug Conant

The Value of Vision Series - An Interview With Doug Conant | Organisation Development | Scoop.it

An organization needs an aspirational goal that is relevant and transformational and is about more than just “doing business every day.” Work has to be meaningful. A transcendent goal that people can connect with helps them stay engaged and motivated.

Vision itself is necessary, but it’s insufficient. The challenge for a leader is to craft an aspirational vision in a collaborative way with the organization, and also to craft a perspective of how to bring it to life in a tangible way – a path forward.

David Hain's insight:

Yet another great contribution to Jess Lyn Stoner's Vision series.  Well worth checking out the site and also reading tthe comments.

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John Michel's curator insight, July 15, 2013 6:47 PM

An organization needs an aspirational goal that is relevant and transformational and is about more than just “doing business every day.” Work has to be meaningful. A transcendent goal that people can connect with helps them stay engaged and motivated.

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5 Ways to Help Ease the Generational Gap in the Workplace

5 Ways to Help Ease the Generational Gap in the Workplace | Organisation Development | Scoop.it
With the recent flood of college grads landing employment, some companies are getting nervous about how this so-called “Entitlement Generation” will interact with senior professionals in the office.

Via Bond Beebe Accountants & Advisors
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Bond Beebe Accountants & Advisors's curator insight, July 11, 2013 10:22 AM

Utilizing mentoring is a great way to help very different generations learn from each other and work together.