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Organisation Development
Developing healthy organisations
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10 Surprising Stats About Great Customer Experience - Resource Nation (blog)

10 Surprising Stats About Great Customer Experience - Resource Nation (blog) | Organisation Development | Scoop.it

With customer experience gaining in importance each day, your company risks losing the most loyal of brand advocates if you don't focus on what you...


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Building a New Talent Management Model to Boost Growth

Building a New Talent Management Model to Boost Growth | Organisation Development | Scoop.it

Ernst & Young's survey of 596 global executives reveals that high-performing companies tend to manage their talent more effectively than their lower-performing counterparts


Via Vicki Kossoff @ The Learning Factor
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Grenoble-Isère's curator insight, March 4, 2013 3:28 AM

Du changement dans le management pour rester compétitif ? C'est tout ce que souhaite cette étude semble-t-il !

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Humility in Leadership: Myths, Fears, and Truths

Humility in Leadership: Myths, Fears, and Truths | Organisation Development | Scoop.it
Humble leadership is not what you expect. Being a humble leader, can make you more effective in leading and building trust.

Via Annette Schmeling
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The Power of Values by Edward Colozzi

The Power of Values by Edward Colozzi | Organisation Development | Scoop.it
Imagine how different the world would be today without the contributions of countless individuals throughout time, who believed in something special, had a dream, had a powerful vision, and followe...

Via Annette Schmeling
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Jacqueline Freeman's curator insight, May 3, 2013 12:58 PM

How can following your core values make a difference in YOUR life? How can following your core values make a difference in the lives of others/the world?  How does following core values support an individual to be a leader?

 

Have you defined your personal values? How do they drive your business? Your life? Join me in a 6 week web-course starting Tuesday May 7th on "Planning with Vision and Values".  Register at http://www.lifelinedevelopmentcoaching.com/online-courses--workshops.html

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HR Magazine - Recognition: a strategic imperative?

HR Magazine - Recognition: a strategic imperative? | Organisation Development | Scoop.it

Research shows that recognition programmes, aimed at singling out and celebrating achievement and hard work, are more than just a nice-to-have – they are a strategic essential, adding value to the business beyond the warm glow they give employees.


Via Fabrice De Zanet
David Hain's insight:

I'lll take a unit of reconition over being a unit of production any day, even if that's only a hallo...

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AI essentials - Appreciating People - Experts in positive organisational development

AI essentials - Appreciating People - Experts in positive organisational development | Organisation Development | Scoop.it
Really enjoying a great new resource from @AppreciatingP. Appreciative Inquiry cards "AI essentials" are excellent http://t.co/VZ2Ryil4eE

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It's a Mistake to Make Succession a Horse Race

It's a Mistake to Make Succession a Horse Race | Organisation Development | Scoop.it
Who's next?
That is the question that those involved in succession planning focus upon when considering candidates for senior positions. And while the answer produces a candidate, such a question is too narrow.

Via Jesse Jacoby & Emergent
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How to turn every sales person into a top story-teller

How to turn every sales person into a top story-teller | Organisation Development | Scoop.it
Top Sellers are Great Storytellers: A simple framework for harnessing the power of anecdotesWhat sets top sales people apart?

Via Karen Dietz, Gemma Vives Boix
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Karen Dietz's curator insight, January 24, 2013 6:54 PM

Here is a niftly article that not only talks about the importance of storytelling in sales to boost the bottom line, but also includes a formula, and a free downloadable template.


Yeah!


The formula is pretty good. The only issue I have with it is that it still positions the company -- not the customer -- as the hero. We know that for max effectiveness, we want to make the customer the hero.


It is a subtle but important change -- because if the customer is the hero, your prospect will see themselves as the next potential hero. And your next customer. That is a good thing.


So how would you shift the formula given? In section 3, instead of saying "Working with their [key sponsor’s role], we helped them implement [brief description of our key capabilities] that allowed them to [brief description of benefits]" try this:


"Working with their [key sponsor’s role], our client was able to use our [brief description of our key capabilities]. As a result [share what THEY were able to accomplish] that allowed them to [brief description of benefits]."


That is only one suggestion. How else would you rewrite the formula to make the customer the hero of the story?


There are other good insights here and don't forget to download the free template!


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

Edna Campos's curator insight, February 1, 2013 4:27 PM

Muy buen articulo..

Trumans's curator insight, February 10, 2013 5:49 PM

The human psyche is tuned in to story telling - that's why books, songs, movies and TV are so popular - everyone loves a story. The best thing you can do in business is to know your story and then share it in a continuously enthralling way.... a la Coca Cola...

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Are women less ambitious? Confessions of a corporate dropout

Are women less ambitious? Confessions of a corporate dropout | Organisation Development | Scoop.it
Addressing "ambition" among women in business and how some senior-level women choose to leave the corporate world to find their calling.

Via Maya Mathias
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Maya Mathias's curator insight, February 7, 2013 3:33 PM

Driven women seek career & leadership fulfillment in different ways.  If your company isn't creating the environment for smart women executives to thrive, they will seek their fortunes elsewhere.  It's time to rethink how we do business, to engage more women, millenials and other 'minority' voices in the workplace.

 

Mercor's curator insight, February 8, 2013 6:38 AM

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HR Analytics And Competitive Advantage

HR Analytics And Competitive Advantage | Organisation Development | Scoop.it
Connecting HR to corporate strategy is not so much a matter of coming up with colorful stories or innovative HR metrics as it is determining the right model of how your organization achieves competitive advantage.

Via Vicki Kossoff @ The Learning Factor
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3 Reasons to Grow the Talent You Have Into the Leaders You Need

3 Reasons to Grow the Talent You Have Into the Leaders You Need | Organisation Development | Scoop.it

While many organizations are recruiting leaders from competitors (with cost per hire only rising), few are doing much to develop the talent they have into the leaders they need.

 

Here’s what I don’t understand: Why is the process of finding a leader – whether to backfill someone or to fill a new role – often treated as an isolated event rather than an ongoing process?


Via Lenka Lutonska, donhornsby
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Lenka Lutonska's curator insight, February 5, 2013 5:27 AM

“Until [we] become much more intentional about development of internal talent, we are doomed to an ever-growing leadership deficit.” - Neil Nicoll

donhornsby's curator insight, February 5, 2013 8:22 AM

(From the article): Almost three years ago, Neil Nicoll, President and CEO of YMCA said in Finding Leaders for America’s Nonprofits: Commentaries, “Until [we] become much more intentional about development of internal talent, we are doomed to an ever-growing leadership deficit.”

Trumans's curator insight, February 5, 2013 5:02 PM

Leadership development is key to the success of any organisation.  Seems obvious really.  What is not so obvious is that those that come from within often have a much better "heart" for the organisation than those that are brought in specifically for a role.  We should not lose sight of that. 

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Complacency in the Workplace | ManagingAmericans

Complacency in the Workplace | ManagingAmericans | Organisation Development | Scoop.it
Complacency in the Workplace: Overcome Bad Attitudes With Accountable Leadership. 4 Reasons Complacency Exists & What Management Can Do to Annihilate It.
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How High-Performing HR Organizations Keep Pace With Change

How High-Performing HR Organizations Keep Pace With Change | Organisation Development | Scoop.it

When it comes to change, most HR organizations seem to be stuck in neutral while the world around them speeds up. This is reflected by the fact that six of the top 10 issues revealed in i4cp's 2013 Critical Human Capital Issues study (download the complimentary report), conducted annually since 1986, have remained the same the past four years. Year-to-year comparisons of the study show that the urgency of these issues is growing but the ability of HR organizations to effectively deal with them has stalled or deteriorated. This is particularly true for low-performing organizations (LPOs). But the opposite is the case with high-performing organizations (HPOs), which make steady progress in dealing with perennial challenges such as aligning human capital with business strategy while at the same time responding effectively to new or increasing challenges wherever they encounter them.


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

So it can be done...!

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Things don’t build culture, people do...

Things don’t build culture, people do... | Organisation Development | Scoop.it

Don’t get me wrong, I still believe that we should still be investing in “things” such as technology to put into the hands of our students as they can give us some transformational opportunities for learning, but our best investment, in any organization, is always people.

 

 I have been hearing too many stories of people having to jump through so many hoops to go and learn on their own. As a professional we should also be able to invest in our own learning, but we have to see that people are doing this quite often and when they learn they bring value to the organization as well.

 


Via Gust MEES
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Gust MEES's curator insight, March 5, 2013 1:46 AM

Check also:

 

http://gustmees.wordpress.com/2013/01/23/is-your-professional-development-up-to-date/

 

Scott Span, MSOD's curator insight, March 5, 2013 7:03 PM

People...without them your organization doesn't exist.

Darlene Clapham K12's curator insight, May 23, 2013 9:04 PM

This fits with my last Tweet: 

@DClaphamK12: Good article, we all should be viewing Professional Learning as our best return on an investment.
http://t.co/pOtPlsoWfF



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Career Growth: If a Horse Cannot Win Without Training, Can You?

Career Growth: If a Horse Cannot Win Without Training, Can You? | Organisation Development | Scoop.it

"Whether we are in an economic recession or a booming economy, employees are most interested in companies that are investing in their professional development and career growth."

 

"To be a desired organization that is able to retain everyone from entry-level associates to top senior leaders, keep in mind these three significant takeaways." - Kurt Krause

 

Read more: http://www.astd.org/Publications/Magazines/TD/TD-Archive/2013/03/Essential-Tools-for-Success


Via streetsmartprof
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streetsmartprof's curator insight, March 3, 2013 10:07 AM

The article is written from the employeers view point of "why" more training is required to keep employees motivated. But more important, growing in their careers.

 

Now switch the view to yourself as an employee. Depending if you have a job and/or are looking for a job. Are you prepared to review and evaluate the type of additional training you may require to advance and grow your career?

 

If the answer is yes. Does your existing company and/or the one you are looking to join offer what you need in terms of training for continuous career growth? If not, what options exist?

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Corporate culture: 10 elements to help drive results

Corporate culture: 10 elements to help drive results | Organisation Development | Scoop.it
Recently in the press, there was a whole section dedicated to the most admired corporate cultures in Canada. It highlighted some very successful, vibrant companies, diverse in their business interests but with many themes in common.

Via Warren Norton
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Edge online - Management - Performance - The smile factor: Positivity and productivity

Edge online - Management - Performance - The smile factor: Positivity and productivity | Organisation Development | Scoop.it
New ILM research shows that being happy and positive has a direct impact on productivity.

Via Roger Francis
David Hain's insight:

Not surprised but grateful for the evidence base to accompany my instinctive beliefs.

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Fred Zimny's curator insight, March 1, 2013 12:54 PM

Smile and even better laughter!

ThinDifference's curator insight, March 2, 2013 9:32 AM

Happiness matters!

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What is Emotional Intelligence? Case Study on Emotional Intelligence.

What is Emotional Intelligence? Case Study on Emotional Intelligence. | Organisation Development | Scoop.it
Answer to the question: What is Emotional Intelligence? Read these Case Studies on Emotional Intelligence.

Via EQRocks
David Hain's insight:

This EQ stuff really works, and you can find proof here.  Helps to engage the sceptical managers around...

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EQRocks's curator insight, February 28, 2013 10:17 PM

Here is compiled some of the best research I've seen on the (clear) benefits of EQ!  If you want to see very real numbers about what EQ can do, check out this page!

Lewis Lauson's curator insight, January 29, 2014 5:02 PM

Interesting read! 

 

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Can People’s Personalities Change? — PsyBlog

Can People’s Personalities Change? — PsyBlog | Organisation Development | Scoop.it
Has one of the oldest questions about personality been answered?

Via Kevin Watson
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Appreciative Inquiry: What's Right?

Appreciative Inquiry: What's Right? | Organisation Development | Scoop.it
Appreciative Inquiry: What's Right? by Wayne Strider. I was introduced to Appreciative Inquiry (AI) at a conference several years ago. What I experienced in the AI session of the conference ignited my interest about the ...

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New CIPD research reveals the lessons businesses and public service providers can learn from Mid Staffs NHS Trust failings

New CIPD research reveals the lessons businesses and public service providers can learn from Mid Staffs NHS Trust failings | Organisation Development | Scoop.it
The CIPD's Employee Outlook survey reveals the lessons about employee voice that businesses and public service providers can learn from the failings at the Mid Staffs NHS Foundation Trust.

Via Ali Godding
David Hain's insight:

A horrible story, almost corporate manslaughter!  We MUST learn from this...

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Ali Godding's curator insight, February 8, 2013 6:18 AM

A very worrying trend indeed - especially when you put this into context with the evidence from Engage for Success that shows when employee engagement goes down in a hospital a few months later the mortaility rates go up! 

 

Voice is such an important part of the engagement equation - and it is so much more than just an annual survey.  It is about whether an envorinment is created where people feel safe sharing their views and challenging the way things are done. Key elements of this are the relationship between employees and their managers and the levels of trust in senior leadership. 

 

If those things are lacking real employee voice can never exist and an organisation is left wide open to the risks that carriers with it. 

 

Thanks to @JonnyGiff and @LizardVanilla for sharing this

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Increasing the 'meaning quotient' of work - McKinsey Quarterly

Increasing the 'meaning quotient' of work - McKinsey Quarterly | Organisation Development | Scoop.it
Through a few simple techniques, executives can boost workplace “MQ” and inspire employees to perform at their peak. A McKinsey Quarterly Organization article.

Via Kimberly Togman
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Kimberly Togman's curator insight, February 7, 2013 4:27 PM

What's the MQ (meaning quotient) for your employees??  How many of them (and for them how often) find that their work helps them achieve "flow" (that state where challenge and ability are closely aligned and time just flies by)?

 

The fine folks at McKinsey talk about ways to easily increase MQ and create meaning.  Some of their tips may surprise you.

David Hain's comment, February 8, 2013 2:58 AM
What is is Dan Pink says about motivation? Autonomy? Mastery? Purpose? sounds like meaning at work to me...
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“We Learned How to Listen Better”

“We Learned How to Listen Better” | Organisation Development | Scoop.it
As Kimberly-Clark began down the path toward sustainability, it was confronted with layers of miscommunication between itself and environmental activists.

Via Wise Leader™
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Core Values: 3 Ways to Cut the B.S.

Core Values: 3 Ways to Cut the B.S. | Organisation Development | Scoop.it
Corporate America is filled with examples of companies that say one thing... and then do the opposite. Make your values mean something. Here's how.

Via Wise Leader™
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donhornsby's curator insight, February 3, 2013 6:21 AM

(From the article): It’s actually not that difficult to close the values-behavior gap. The day-to-day measures that companies use to guide what they do and how they evaluate employees need to incorporate, in very concrete, specific fashion, the values they espouse. Unless and until that happens, profit and loss, something that is always measured, will remain the only focus of attention. As the quality movement taught us, if you want something (like quality or values adherence), measure it. What’s not measured will almost certainly be ignored.

Scott Span, MSOD's curator insight, February 4, 2013 10:46 AM

As we tell our client's...walk the talk people!

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New Survey: Majority of Employees Dissatisfied - Forbes

New Survey: Majority of Employees Dissatisfied - Forbes | Organisation Development | Scoop.it
Only 19% of workers said they were "satisfied" with their jobs. Right Management, a subsidiary of the giant staffing firm ManpowerGroup, just released a new snapshot survey that underlines the dissatisfaction among American workers.

Via The e.MILE Community
David Hain's insight:

For all the blah about engagement, including mine, we're not making much impact on the figures...

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