Organisation Development
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Organisation Development
Developing healthy organisations
Curated by David Hain
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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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Best Practice? Who Says?

Best Practice? Who Says? | Organisation Development | Scoop.it
History is a funny thing. For one reason or another, it keeps repeating itself. Despite the fact that world knowledge is accelerating – it’s doubling at the rate of about once per year – many have ...

Via Warren Norton
David Hain's insight:

Lot of sense here...I always think "good practice" is better, if we have to use the term.

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Warren Norton's curator insight, July 13, 2013 1:28 AM

The topic of 'Best Practice' has been a bugbear of mine for years.  As I see it, those using Best Practice, are following somone else.  The questions arise, "Does their BP suit our culture, style and needs?", "If we model ourselves on them will we ever be better than them?" and "What happens if they keep getting better - won't we always be following?".

John Michel's curator insight, July 13, 2013 9:37 AM

Despite the fact that world knowledge is accelerating – it’s doubling at the rate of about once per year – many have forgotten to put on their “thinking caps.”

Ivon Prefontaine's curator insight, July 13, 2013 1:19 PM

Best practice is best practice in one context, but not all. It provide some insight but we need to figure out what applies and what does not in a new context. Education, for example, uses the best practice principle and it is a mess.

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Two Opposite But Important Elements of Learning

Two Opposite But Important Elements of Learning | Organisation Development | Scoop.it

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Ana Cristina Pratas's curator insight, July 13, 2013 4:30 AM

"There are two elements of learning that seem almost opposite, yet, each contribute immeasurably to the ability of a person to learn. Without these two elements, a person does not learn as deeply as they could. When designing a learning intervention, you need to design both high levels of activity as well as quiet times for reflection. You can not have true learning success without both of these activities within a learning design."

AnnaB's curator insight, July 13, 2013 5:42 AM

add your insight...

 

David Hain's comment, July 13, 2013 8:09 AM
Always try to use the learning cycle - do, review, conclude, act...
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Re-appraising Appraisals

Re-appraising Appraisals | Organisation Development | Scoop.it

 It's 9am on Monday and Bob is sitting in Terry's large office; the early morning sun is streaming through the half-closed blinds and casting some shadows across Terry's big black shiny desk. It's annual performance review time. Everyone is on their best behaviour. There is a degree of tension and apprehension around the office. In the chair opposite Terry, Bob looks like he is sitting in the airport lounge, having just been told that his flight has been delayed an hour and it is already 10:30 at night.


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Roger Francis's curator insight, July 13, 2013 7:58 AM

It's time for a total re-think.

David Hain's comment, July 13, 2013 8:06 AM
Agreed!
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Leadership Development - are you ready?

Leadership Development - are you ready? | Organisation Development | Scoop.it
Leadership Development - a framework by Bruce J. Avolio through which to understand why some leaders respond well to development and others don't. (RT @JohnBelchamber: Leadership Development - are you ready?
David Hain's insight:

Nice model!

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What is Appreciative Inquiry

What is Appreciative Inquiry | Organisation Development | Scoop.it

What is Appreciative Inquiry (waarderend organiseren) by Jackie Kelm. Short and clear introduction in Appreciative Inquiry.  (That's a great summary of the Appreciative Inquiry concept.

David Hain's insight:

A forward looking OD solution for today's difficult times...

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What The Hell is Wrong with… Mission and Vision Statements?

What The Hell is Wrong with… Mission and Vision Statements? | Organisation Development | Scoop.it
Let’s face it; most company mission and vision statements are horrendously bad. They are wordsmithed to the max in long-drawn meetings where in the end everyone is so tired that they sign up to

Via John Thurlbeck, FCMI FRSA, AlGonzalezinfo, Roger Francis
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AlGonzalezinfo's curator insight, July 5, 2013 8:53 AM

Love the image and the article is very good too!  Great scoop John!

 

From the article:

 

Here are some good mission statements that explain in clear and succinct words what the company does. By the way, I prefer to call it 'Purpose' rather than 'Mission':

 

~eBay: ”At eBay, our mission is to provide a global online marketplace where practically anyone can trade practically anything, enabling economic opportunity around the world.

 

~”Google: "Organize the world's information and make it universally accessible and useful.

 

~"Walt Disney: "We create happiness by providing the finest in entertainment for people of all ages, everywhere."Amazon: "To build a place where people can come to find and discover anything they might want to buy online"

John Michel's curator insight, July 5, 2013 10:12 PM

Let’s face it; most company mission and vision statements are horrendously bad. They are wordsmithed to the max in long-drawn meetings where in the end everyone is so tired that they sign up to any old rubbish.

Ivon Prefontaine's curator insight, July 6, 2013 12:34 PM

They are usually written by a small group of handpicked people and then forced on the workers.

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How the Millennial Generation is transforming the workplace for the better - HRZone.co.uk

How the Millennial Generation is transforming the workplace for the better - HRZone.co.uk | Organisation Development | Scoop.it
How the Millennial Generation is transforming the workplace for the better HRZone.co.uk Post, Pin, Tweet, Webinar, Video Conference, Tele-presence, Social – these are some of the new business terms that we are increasingly seeing heard in our...

Via ValerieMalaval, Jose Luis Anzizar
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The military needs to reach out to civilians

The military needs to reach out to civilians | Organisation Development | Scoop.it
Soldiers need to engage with their fellow citizens.

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John Michel's curator insight, July 4, 2013 7:49 PM

A great read...and exactly why we started www.GeneralLeadership.com 

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The Resilience Code » What is Resilience?

The Resilience Code » What is Resilience? | Organisation Development | Scoop.it
"You keep using that word. I do not think it means what you think it means." Inigo Montoya. What is #resilience? http://t.co/Y07pnVXhPw
David Hain's insight:

Sample content:

 

"In his book ‘The Living Company’ Arie De Geus describes an internal study conducted by Royal Dutch Shell of 27 large companies that were over 100 years old. The researchers found four common features of organisations that outlived the competition:

1. Sensitivity – to the environment and keeping their feelers out to attune to the world around them -including the wars, economic trends, social and political trends and technological developments. These organisations valued learning and adaptation.

2. Community – a strong sense of internal identity and cohesion. The case histories showed that the sense-of-community was essential for the survival of the organisation through turbulent change. In organisations with a strong sense-of-community, people care about the welfare of the system as a whole, rather than just their corner, department or silo.

3. Tolerance – the acceptance of experimentation, especially on the margins and fringes of the organisation, that expanded its horizons of possibility.

4. Conservation – in terms of capital: not risking assets gratuitously, but more importantly – preserving their flexibility and independence to choose their own course of action, without having to secure permission from third-party financiers.

These four factors drive the ecology of the organisation – the way it relates to its environment and determines its own pathway of development."

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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.

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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?

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Evaluating Informal Learning in the Workplace

Evaluating Informal Learning in the Workplace | Organisation Development | Scoop.it
The tools to evaluate informal learning include self-assessments, process portfolios in which individuals reflect on each item to identify strengths and weaknesses

Via Zrinka Maroja, Roger Francis
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Working with Stories | Strengths based approach...

Working with Stories | Strengths based approach... | Organisation Development | Scoop.it
Working with Stories in Your Community or Organization: Participatory Narrative Inquiry. (Working with Stories | @scoopit http://t.co/RWfMNXg6a0)

 


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F. Thunus's curator insight, July 13, 2013 5:19 AM

add your insight...

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Talent Shortage or Transformation?

Talent Shortage or Transformation? | Organisation Development | Scoop.it
There have been ongoing debates for a decade or more over whether or not there is a talent shortage.  If there were real talent shortage we would have seen much different corporate behavior than we actually do see.

Via Marylene Delbourg-Delphis
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Ivon Prefontaine's curator insight, July 12, 2013 11:03 AM

If there is, it is due to the failure of an educational system to meet the demands in front of it.

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How Latinos Have Changed U.S. Business Culture

How Latinos Have Changed U.S. Business Culture | Organisation Development | Scoop.it
In ways big and small, argues one author, Latino culture is leaving its mark on the way people do business in the U.S.

Via AlGonzalezinfo
David Hain's insight:

Way to go, Al!

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AlGonzalezinfo's curator insight, July 10, 2013 10:10 PM

Interesting take on 4 ways Latinos have influenced business in America. 

 

Here is #2:

 

2. We're less rigid.

"We're all a little more relaxed around doing business," Dabbah says. "Even in the way we dress to go to work. When I came here 20 years ago, the dress code was much more formal than it is now."

 

She also says business conduct in general is more flexible than it used to be. "Flexibility is something Latinos have brought into this country, and I see how much more flexible people in business are now than they were 20 or even 10 years ago."

 

For instance, she says, rather than letting stringent deadlines stress an entire company or team beyond its capacity, businesses today are more likely to try and relax the deadline so that people can re-energize.

 

"I'm not saying these changes are all due to Latinos, but it's a reflection of how one culture influences another," she says.

John Michel's curator insight, July 11, 2013 9:41 AM

An excellent, insightful Article. 

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Five Ways Leaders Help Others Belong, Not Just Fit In

Five Ways Leaders Help Others Belong, Not Just Fit In | Organisation Development | Scoop.it
There's a big difference between fitting in and belonging. In fact, fitting in can be one of the biggest barriers to belonging, says researcher and author Brené Brown. Fitting in is about assessing...

Via The People Development Network, John Michel, Bobby Dillard
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John Michel's curator insight, July 9, 2013 6:08 AM

Creating a sense of belonging for people requires that leaders be engaged. It means investing time and energy to understand what’s going on with their people, their hopes and dreams, their fears and insecurities. Fostering belonging is about humanizing the workplace and creating a safe space where people can be vulnerable, real and authentic.

Russ Bergeman's curator insight, July 9, 2013 11:07 AM

This is a great piece that describes the challenge that many organizations deal with on a daily basis – the difference between employees fitting in and truly belonging. The most productive employees, those who are engaged, feel a sense of belonging, not just fitting in.

 

Although leaders can play a role in developing a culture of engagement, it really starts with the hiring process. I am a major proponent of implementing a scientifically and validated assessment tool (e.g., ProfileXT) to help on-board the “right” people who will have a more natural fit within the organization.

 

It may seem relatively easy for people to “adapt” in order to execute in a job or career. But, eventually, this will catch up with employees and show up in their overall work performance. When an organization hires people who will culturally belong leaders have more time to concentrate on other high payoff activities.

 

To learn more about the ProfileXT and it use for on-boarding, promoting, team-building, etc., visit - http://theemployersedge.com/assessment or contact me – russ@theemployersedge.com.

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Why don't efforts at employee engagement work? - | Elements of Leadership Blog

Why don't efforts at employee engagement work? - | Elements of Leadership Blog | Organisation Development | Scoop.it
Employee Engagement is a challenge for most organizations. Learn how best selling author Kevin Kruse suggests tackling the employee engagement issue. (Why don’t efforts at employee engagement work?

Via Kudos
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Michael_J_Stone's curator insight, July 15, 2013 9:57 AM

Why don't efforts at employye engagement work? Because, like this artcle demonstrates, we over complicate things. "Teaching" your employees how to be engaged is not the answer. Don't believe me? Ask your kids, (it doesn't matter how old they are) to write down all the things you do that make you a great parent.  Then say, "See, I told you I was a great parent." 

 

Engagement is not about teaching people to appreciate you and reminding them it is their "obligation" to tell you if they are not satisfied. 

 

It's about doing meaningful work and ony recruitung people that belive in your cause. It's focusing on desired outcomes, not skills, prior work experience or degrees.

 

Do you want your employees to be engaging? Really?

Then Be Engaging!

Businessopportunites's comment, October 5, 2013 7:05 AM
Nice post! http://www.youtube.com/watch?v=m0G4mZURsCA
Businessopportunites's comment, October 5, 2013 7:06 AM
Nice Post! http://www.scoop.it/u/businessopportunites
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9 Ways to Motivate Employees When You Don't Set the Goals - Trailblaze

9 Ways to Motivate Employees When You Don't Set the Goals - Trailblaze | Organisation Development | Scoop.it
One of the most challenging leadership situations is finding ways to motivate employees when you don't set the goals. You can motivate your employees..

Via Bobby Dillard
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John Michel's curator insight, July 5, 2013 10:08 PM

When you have goals thrust upon you, it may not feel good initially, but it is also one of the greatest opportunities you have to increase your influence and grow in your leadership.

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Resilience: The Other 21st Century Skills

Resilience:  The Other 21st Century Skills | Organisation Development | Scoop.it
Due to the interest of my post The Other 21st Skills, I decided to individually discuss each of the skills or dispositions I proposed that are in addition to the seven survival skills as identified...

Via juandoming, Elisa Hergueta, ThePinkSalmon, Virginia Pavlovich, Jose Luis Anzizar, HR Trend Institute
David Hain's insight:

It's resilience day!

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