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Organisation Development
Developing healthy organisations
Curated by David Hain
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The Future of Working Life

The Future of Working Life | Organisation Development | Scoop.it
Lynda Gratton, The London Business School professor and top 50 management thinker describes the possible ups and downs of the future of work

Via Kenneth Mikkelsen
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Léonne Willems's curator insight, March 25, 2013 4:04 PM

Let's ruminate some more :-)

Tony Brugman (Bright & Company)'s curator insight, April 9, 2013 11:28 AM

Another great and extensive interview at Forbes with HR Guru, London Business School professor Lynda Gratton. She describes 32 trends and five broad forces that will shape the future of work and organizations. Must-read!

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The Future of HR, part 18: Creating the Fontainebleau forest in spring...

The Future of HR, part 18: Creating the Fontainebleau forest in spring... | Organisation Development | Scoop.it
Our company is getting bigger. To realize our ambitious goals we need clear focus in the strategy, more transparency and an effective structure. The language used around this, is often dominated by...

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Employee engagement in 2013 | Survey shows way forward (XpertHR - Employment Intelligence)

Employee engagement in 2013 | Survey shows way forward (XpertHR - Employment Intelligence) | Organisation Development | Scoop.it
A new report on talent management based on a series of surveys of US HR professionals throughout 2012 offers a good progress report on HR. "The State

Via INgage Alliance, Jean-Philippe D'HALLUIN
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Filling the Leadership Pipeline: Developing the Reluctant Emerging Leader - Huffington Post (blog)

Filling the Leadership Pipeline: Developing the Reluctant Emerging Leader - Huffington Post (blog) | Organisation Development | Scoop.it
Filling the Leadership Pipeline: Developing the Reluctant Emerging Leader
Huffington Post (blog)
The generational make-up of the participants was Baby Boomer and Gen X.

Via John Michel
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John Michel's curator insight, March 20, 2013 10:57 PM

Leadership has an image problem amongst Millennials and that signals trouble for today's executives. According to Lauren Rikleen, who has studied workplace demographics for Boston College's Center for Work and Family there won't be enough members of the Gen X population to fill anticipated leadership roles in the next decade.

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Want Your Company to Grow? Fire Your Managers!

Want Your Company to Grow? Fire Your Managers! | Organisation Development | Scoop.it
Too many employees work for their boss rather than their company or their clients. Businesses these days are filled with multiple layers of management, and employees often find themselves playing
David Hain's insight:

It can be done...

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British Council Study & Cultural Detective: Culture at Work

Video on the results of a survey conducted by the British Council, Booz Allen Hamilton and Ipsos Public Affairs, of HR managers at 367 large employers in nin...

Via Dianne Hofner Saphiere
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Reframing the Talent Agenda

Reframing the Talent Agenda | Organisation Development | Scoop.it
Talent remains a top concern for business leaders—not the availability of workers so much as the shortage of critical skills, experiences, and specialized capabilities of leaders, managers, creators, and producers required in changing industries.

Via Kimberly Togman
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Kimberly Togman's curator insight, March 18, 2013 5:02 PM

Deloitte tells us that the next challenge business faces is the war to develop talent.  Good news for those of us in the leadership development and coaching space, for sure. 

 

We've known for a long time that workers often enter the ranks of employment without some remedial skills.   Most of us think about this as an issue at the lower, less educated ranks.  Not so. Or at least the issue doesn't end there.  The world of work is different now, with different rules of engagement--the old models no longer fit.  Increasingly global, full of employees with desires of meaning, satisfaction, and social impact.  The time an employee spends in an office is diminishing rapidly, while simultaneously the methods for learning are increasing leaving the classroom.

 

Deloitte describes three major shifts: to connectivity, from consumer to prosumer and community contributor and from generalist to serialist master. Across these shifts is the vast application technology has in all we do--and how technology has created new worlds of possibility.  

 

All of this suggests a need for disruption in methods we develop talent and leaders.  Deloitte tells us that employers need to shift as well: from "talent takers to skill developers." They tell us that "[m]any of the most competitive companies are leaders in both formal training and the broader range of on-the-job and in-the-job development."   We need to  "reimagine" development, focus on "the central role of technology" and manage beyond boundaries with the recongition that "business ecosystems and global talent markets are replacing the company and local and national talent markets."

 

The article provides a compelling review of, and read on the landscape. Development is key.  How we do it needs to keep up with how we do and succeed in business.  The same old same old won't do it anymore.  

 

It's a great time to be in the leadership and talent development space. 

Ricard Lloria's curator insight, March 19, 2013 6:03 AM

Talent remains a top concern for business leaders—not the availability of workers so much as the shortage of critical skills, experiences, and specialized capabilities of leaders, managers, creators, and producers required in changing industries. Yet the employee view of this talent paradox is also revealing and points to an emerging agenda around a "war to develop talent."

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The Power of Quiet: Introverts and Extroverts

The Power of Quiet: Introverts and Extroverts | Organisation Development | Scoop.it
Does modern society overvalue extroversion? And how might this affect our ability to be creative when working with others? Here’s a little three-minute, playfully-animated video from RSA (Royal Soc...

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Ivon Prefontaine's curator insight, March 18, 2013 7:27 PM

We need to integrate the strengths of each person into the conversations that important to have. What if we were present in all our conversations?

Larry Davies's curator insight, March 20, 2013 8:44 AM

The power of collaboration and personalites.

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Maximize your "Aha!" Moment

Maximize your "Aha!" Moment | Organisation Development | Scoop.it
Brain studies on creativity reveal what goes on at that "Aha!" moment when we get a sudden insight. If you measure EEG brain waves during a creative moment, it turns out there is very high
David Hain's insight:

"Creative ideas are like a fragile bud - they've got to be nurtured so they can blossom." - Daniel Goleman

 

How many do we miss, forget or even fail to recognise?

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The Smell of the Place

Just found out this gentleman's name was Prof. Sumantra Ghoshal - a brilliant speech at the World Economic Forum about corporate environments and the faults...

Via Marylene Delbourg-Delphis
David Hain's insight:

Is the water in which the fish swim in your organisation polluted?

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The Tricky Art Of Scientific Management

The Tricky Art Of Scientific Management | Organisation Development | Scoop.it
Let’s play 20 Questions. I’m thinking of a mathematical rule that applies to the sequence of numbers 3, 6, 9.
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Less Trainers; More Community Managers and Curators

Less Trainers; More Community Managers and Curators | Organisation Development | Scoop.it
This is an excerpt from Sharon Boller's newest white paper, Learning Trends, Technologies and Opportunities. The white paper describes today's learning landscape... then predicts 7 trends for the n

Via DPG plc
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DPG plc's curator insight, March 15, 2013 5:35 PM

interesting take on the shifting role and new skills required of the modern learning professional

Mercor's curator insight, March 20, 2013 7:31 AM

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The Value of Meaningful Work : HRVoice.org

The Value of Meaningful Work : HRVoice.org | Organisation Development | Scoop.it

“No longer can management believe they hold the answers to the company’s vexing problems and then direct staff to execute on their solutions.”

In today’s workplaces viewing work as an extension of one’s passion is the shift management must grasp, adopt, and adapt to if the business is to thrive in the 21st century.

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Ivon Prefontaine's curator insight, March 23, 2013 10:14 PM

I agree that there is no room for the experts who continue to try dominate. We need new thinking, new organizations, and real leadership.

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3 Skills to Prevent Leadership Burnout - Entrepreneur

3 Skills to Prevent Leadership Burnout - Entrepreneur | Organisation Development | Scoop.it

Entrepreneur 3 Skills to Prevent Leadership Burnout Entrepreneur Great leaders build confidence by learning how to learn on the job, a skill that empowers them to meet any demand that arises.


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CEO onboarding can’t be shirked - Human Capital

CEO onboarding can’t be shirked - Human Capital | Organisation Development | Scoop.it
The head of the company, the CEO, is ultimately still a team member – and those in the top job need just as much help before starting a new appointment as do junior staff, a leading recruiter has warned.

Via The Strategist Group
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Making the appraisal process more constructive

Making the appraisal process more constructive | Organisation Development | Scoop.it
HR Magazine


Performance appraisal (PA) is one of HR’s most important tasks and, frequently, a major challenge.

Via Fernanda Grimaldi
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Ubuntu - "I am what I am because of who we all are"

Ubuntu - "I am what I am because of who we all are" | Organisation Development | Scoop.it

“Ubuntu is a philosophy that considers the success of the group above that of the individual.” Stephen Lundin - Ubuntu!

 

The word ‘Ubuntu‘ originates from one of the Bantu dialects of Africa, and is pronounced as uu-Boon-too. It is a traditional African philosophy that offers us an understanding of ourselves in relation with the world.

 

According to Ubuntu, there exists a common bond between us all and it is through this bond, through our interaction with our fellow human beings, that we discover our own human qualities. Or as the Zulus would say, “Umuntu Ngumuntu Ngabantu”, which means that a person is a person through other persons. We affirm our humanity when we acknowledge that of others.

 

The South African Nobel Laureate Archbishop Desmond Tutu describes Ubuntu as:

 

‘It is the essence of being human. It speaks of the fact that my humanity is caught up and is inextricably bound up in yours. I am human because I belong.

 

A person with Ubuntu is welcoming, hospitable, warm and generous, willing to share. Such people are open and available to others, willing to be vulnerable, affirming of others, do not feel threatened that others are able and good, for they have a proper self-assurance that comes from knowing that they belong in a greater whole.

 

Read the article:

http://motivationinspirationandlife.wordpress.com/2012/06/02/ubuntu-i-am-what-i-am-because-of-who-we-all-are/


Via Karin Sebelin
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Ivon Prefontaine's curator insight, March 20, 2013 8:09 PM

Meeting children and adults where they are on life's journey and its learning is critical. A philosophy of Ubuntu might enable this,

Mary Meduna, PhD's curator insight, March 21, 2013 9:29 AM

Relationships--Discovering who we are through relations with others. The relationships that feel the best are mutually generative and supportive. #energizedleader

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Recruiting Top Talent is Selling and Marketing

Recruiting Top Talent is Selling and Marketing | Organisation Development | Scoop.it
Are you a leader who is plagued with an ongoing battle to attract quality applicants? Do you spend an unnecessary amount of valuable resources to...

Via Barry Deutsch
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Barry Deutsch's curator insight, March 20, 2013 1:17 AM

Elizabeth does a great job framing the idea that attracting candidates is a marketing and sales activity. The best go to companies and executives who treat candidates differently than processing candidates like a production line.


My most succesful clients put their marketing and sales hat on everytime they think about bringing talent to their organization, from the way they write the ad to the conversations they have with candidates about what's in it for them.


What type of treatment do candidates get in your hiring process?


Barry Deutsch

IMPACT Hiring Solutions HIRE and RETAIN Top Talent

http://www.impacthiringsolutions.com/blog

 

Do you have a FREE Copy of our best selling e-book on how to hire and retain top talent?

 

http://www.impacthiringsolutions.com/hiring-managers/hiring-products/our-award-winning-book/a-digital-ebook-version

 

Learn how your success depends on the quality of the team you build and keep by joining us in our LinkedIn Discussion Group on hiring and retaining top talent

 

http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-HOW-Hire-1819296/about

 

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Trust is...

Trust is... | Organisation Development | Scoop.it
Trust is... Simple—When you break it down into its essential components of competence, integrity, benevolence, and dependability, trust is really pretty simple. Be good at what you do. Act with int...

Via Amy Rouse, John Michel, Amy Melendez
David Hain's insight:

...so important to leadership, change and every relationship!

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Scott Span, MSOD's curator insight, March 19, 2013 11:15 AM

Excellent points...we've said it again and again, trust is the foundation of any great relationship both personal and professional! 

donhornsby's curator insight, March 19, 2013 2:08 PM

The article has some excellent points including the following:

 

Fragile—One careless act can instantaneously destroy trust that has taken years to develop, especially when the breach of trust involves a personal character failure.

Jean-Philippe D'HALLUIN's curator insight, March 20, 2013 1:59 AM

From the article : "Leadership is about influencing others, and if people don’t trust you, you won’t be able to influence them. Leadership and trust go hand in hand. You can’t have one without the other".

 
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Employer Brand and Consumer Brand. Why should there be a difference?

Employer Brand and Consumer Brand. Why should there be a difference? | Organisation Development | Scoop.it
Forgive my ignorance, but it was only until a few weeks ago that I really became interested in “Employer Branding”. In fact, my interest was sparked by a feature article in the Sydney Morning Herald on “the war for talent”.

Via Henri Lefèvre, Lansana Gagny Sakho
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At Google, a Place to Work and Play

At Google, a Place to Work and Play | Organisation Development | Scoop.it
Whatever might be said of Yahoo’s workplace, it’s a long way from Google’s, whose various offices reflect the company’s overarching philosophy to create a happy and productive environment.
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Empathy: A Gateway to Objectivity in Leadership

Empathy: A Gateway to Objectivity in Leadership | Organisation Development | Scoop.it

Most leaders have learned along the way that empathy is a critical leadership skill but few have an understanding of why. Empathy is a form of attention that goes beyond the intellect and involves directly sensing what it is like to be in someone else's shoes. How do we do this?

 

We sense what other people are experiencing or feeling by sensations that arise in our own bodies. All of us are like walking antennas, receiving and registering the felt experience of those around us. Some of us are better at this than others.

 

Jan Birchfield, Ph.D

Founder, Princeton Leadership Development (PLD)

http://princetonleadershipdevelopment.com/bios.html


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Because Employees Can't Be Trusted

Because Employees Can't Be Trusted | Organisation Development | Scoop.it
Endless honesty tests and background checks make it seem as if we don't trust our employees. Didn't we hire them?
David Hain's insight:

"Our leadership systems scream: “We love our customers. Our employees? Different story.”

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The Single Greatest Secret of Leadership: 'Fail Up' - Forbes

The Single Greatest Secret of Leadership: 'Fail Up' - Forbes | Organisation Development | Scoop.it
Fail Up for success by celebrating your mistakes. Several articles this past week have me thinking about how we view failure. Josh Linkner wrote about the blessings of creative failure.
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