Organisation Development
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Organisation Development
Developing healthy organisations
Curated by David Hain
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70:20:10 - Three Numbers Which Will Change The Way We Learn

70:20:10 - Three Numbers Which Will Change The Way We Learn | Organisation Development | Scoop.it

Imagine for a minute that you are a Sales Director with a medium-sized company. Following a series of field visits and observations, you reach the conclusion that your team needs some additional training in negotiation skills. So you sit down with your HR Director or Head of Learning & Development and either agree to bring in a company to run a “training course” or perhaps reach into your company library of e-learning material, pull out the course marked “Negotiation”  and ensure that your team complete the course. Job Done.

 

That is a scenario which probably takes place many times a day in organisations across the country. Unfortunately, the likelihood of seeing any improvement in skills or changes in behaviour is probably close to zero and large sums of money will have been poured down the proverbial drain.


Via Roger Francis
David Hain's insight:

Excellent model!

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Now & Next: Future of Engagement

The report highlights the ten most important frontiers that will define the future of engagement for marketers, entrepreneurs and changemakers: Crowdfunding, Behavior Change Games, Collaborative Social Innovation, Grassroots Change Movements,...

Via Celine Schillinger, Global Education Project, Victoria, Jim Lerman, steve batchelder
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How the Best Places to Work are Nailing Employee Engagement

How the Best Places to Work are Nailing Employee Engagement | Organisation Development | Scoop.it
Research shows four out of 10 workers are disengaged globally. In the U.S., the situation is worse. According to the latest State of the American Workplace Report, 70 percent of U.S.

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The Science Behind Why Small Teams Work More Productively: Jeff Bezos' 2 Pizza Rule - - The Buffer Blog

The Science Behind Why Small Teams Work More Productively: Jeff Bezos' 2 Pizza Rule - - The Buffer Blog | Organisation Development | Scoop.it
Why do small teams often outperform the Googles and Facebooks of the world? The latest science reveals the power of small teams and how to work like one:

Via Les Howard
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Les Howard's curator insight, August 16, 2013 10:21 AM

An interesting and thought-provoking post.

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5 Elements of an Engaged Culture & Integrated Human Resource Strategy

5 Elements of an Engaged Culture & Integrated Human Resource Strategy | Organisation Development | Scoop.it

The Importance of People, and the necessary elements to create an engaged culture at work and an Integrated Human Resource Strategy.


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HR Magazine - Trust is the key to well-being and performance

HR Magazine - Trust is the key to well-being and performance | Organisation Development | Scoop.it

Trust between employers and their employees is vital in creating a high-performance work culture, according to a report published today.

It revealed that distrust leads to dysfunctional relationships, which slow down every interaction with a direct economic impact.

 

The report states it is easy to know whether an employee is engaged and has a sense of trust in the workplace, but is much harder to understand what drives trust and how it builds engagement, motivation and improves wellbeing.

The report, Trust: the key to building well-being and performance in the workplace, was prepared by work/life balance organisation Working Families, leadership and engagement specialist Susanne Jacobs and in partnership with income protection firm Unum.


Via John Lasschuit ®™, Ivon Prefontaine, PhD
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John Lasschuit ®™'s curator insight, August 14, 2013 5:18 PM

Trust in stead of control

Ivon Prefontaine, PhD's curator insight, August 14, 2013 7:09 PM

Without trust, we won't have success.

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The Good, The Bad, and The Ugly Employee

The Good, The Bad, and The Ugly Employee | Organisation Development | Scoop.it
» The Good, The Bad, and The Ugly Employee | "…on the shoulder of giants."

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Susan Bagyura, High Performance Coach's curator insight, July 26, 2013 10:09 AM

I like this article!  The definition of each type of employee is spot on as well as the recommended solution.  I would make another recommendation as well.  The manager/leader would benefit by doing some self-reflection to determine what the lesson is for them in hiring that employee and having this situation on their hands. What do they see that attracted this person to them?  Are there aspects of their life where they are behaving similarly? Nothing is random and everything happens for a reason.  The gift comes by taking the time to examine the situation and being open to the outcome.

Sometimes it can be a matter of perception.  There are people that think if someone leaves the office before 7 pm, they are a part-time worker. If the manager/leader is demanding a lot from their employees, but doesn't show any appreciation or give recognition for their efforts, they could share responsibility (equally or greater) for the situation.

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Four key questions to help identify your organization's future leaders

Four key questions to help identify your organization's future leaders | Organisation Development | Scoop.it
In today's business world, emotional intelligence has been identified as the key ingredient in successful leadership. Here are four key questions that will help determine the individuals within your ranks that have what it takes to lead.

Via Amy Ragsdale, HR Trend Institute
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Miklos Szilagyi's curator insight, August 14, 2013 10:39 AM

A good one... one more about the Y gen, which bosses they will make? Surely, they will break down the hierarchy (they hate hierarchy), empowerment, engagement are their force... they should be careful also with some elements of the boss' job (until there will still be some...):

- they like cooperation, collaboration but sometimes a boss has to make decisions which will not be very popular, they should get used to this...

- they operates in great transparency... well, they cannot share the next week firing round...

- they like when work and privat life are overlapping, friends like to work together... well, if the boss will wake in the subordinate friend's flat in the Saturday morning, it's ot impossible that the friend will ask for a favor on the Tuesday morning...

- They like to be sucessful, cheered, and therefore they have a tendency to avoid risks...

- They are great in instant messages through the day but ot so much in serious, difficult communicational situation...

 

So, the advantages have their counterpart... those of them aspiring for executive positions, they should learn couple of things which will not come to them naturally...

Scott Span, MSOD's curator insight, August 14, 2013 10:40 AM

How are you planning...?

Ivon Prefontaine, PhD's curator insight, August 14, 2013 10:55 AM

Four excellent questions presented.

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Why Best Practices Suck

Why Best Practices Suck | Organisation Development | Scoop.it
Shouldn’t we learn from others and determine the most effective way to reach our goals, benchmark our progress, and achieve success? Best practices are only best if you’re just practicing.

Via Roger Francis, HR Trend Institute
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donhornsby's curator insight, August 11, 2013 4:58 PM

(From the article): Instead of worrying if you are doing it right, figure out what works for you. It may require that you make mistakes, take extra time, make a mess, be uncertain, and take risks. But you will figure it out. And it probably won’t be any thing like you imagined at the beginning. Because creativity works like that.

donhornsby's curator insight, August 11, 2013 4:58 PM

(From the article): Instead of worrying if you are doing it right, figure out what works for you. It may require that you make mistakes, take extra time, make a mess, be uncertain, and take risks. But you will figure it out. And it probably won’t be any thing like you imagined at the beginning. Because creativity works like that.

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Maximize the knowledge inside your organization | Articles | Leadership

Maximize the knowledge inside your organization | Articles | Leadership | Organisation Development | Scoop.it
Sharing knowledge and making information accessible can enhance innovation, improve efficiency, and strengthen your long-term prospects for growth.

Via John Michel
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John Michel's curator insight, August 9, 2013 11:50 PM

To stay competitive these days, managing the knowledge your organization depends on is vital. Sharing knowledge and making information accessible can enhance innovation, improve efficiency, and strengthen your long-term prospects for growth. Just keep these pointers in mind:

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Intersection of Transformational Leadership and Humanity - Workforce Equanimity

Intersection of Transformational Leadership and Humanity - Workforce Equanimity | Organisation Development | Scoop.it
the link between Transformational Leadership and Humanity has been scientifically verified (Intersection of Transformational Leadership and Humanity http://t.co/RTx2Q3XY1h)...

Via Dr. Susan Bainbridge
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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, PhD'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

Via Kevin Watson
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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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Situational Leadership in the Recruiting Process - WorkPuzzle

Situational Leadership in the Recruiting Process - WorkPuzzle | Organisation Development | Scoop.it
Occasionally, a book is written that sums up something so obvious it clarifies much of what we know and already do well. At the same time, it inspires us to strive to perfect those very same things. Ken Blanchard's classic...

Via Roy Sheneman, PhD
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Ivon Prefontaine, PhD's curator insight, August 16, 2013 9:11 PM

Situational leadership is something that happens all the time.

Miklos Szilagyi's comment, August 17, 2013 4:32 AM
Hmmm... I like very much the SL but I'm just thinking about the denomination of the 2. stage: "Coaching"... actually it's rather guiding, mentoring, supporting what would be more appropriate a name for this and Coaching would be better (IMHO...) to name the 3rd stage (instead of "Supporting")... Coaching is not "directing"...
Miklos Szilagyi's curator insight, August 17, 2013 11:27 AM

I adore the SL from Mr. Blanchard... it's a good application...

 

Let me just put here a side note (I have made a comment in the morning to the original scoop of Mr. Hain, it's the copy of that...). I just like to add that when I first met this small system, I did not know anything about coaching, I was a "normal" manager, a CFO... at that time this tiny thing I mention here has not made any tick in me but now that I work as a coach, I am more sensible to the use of this word... So, my morning comment: 

 

"Hmmm... I like very much the SL but I'm just thinking about the denomination of the 2. stage: "Coaching"... actually it's rather guiding, mentoring, supporting what would be more appropriate a name for this and Coaching would be better (IMHO...) to name the 3rd stage (instead of "Supporting")... Coaching is not "directing"..."

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The Motivated Mind: Where Our Passion & Creativity Comes From - PsychCentral.com

The Motivated Mind: Where Our Passion & Creativity Comes From - PsychCentral.com | Organisation Development | Scoop.it
PsychCentral.com The Motivated Mind: Where Our Passion & Creativity Comes From PsychCentral.com The most successful people in life recognize that in life they create their own love, they manufacture their own meaning, they generate their own...
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HR Magazine - HR leaders need to engage with big data before it engages them

HR Magazine - HR leaders need to engage with big data before it engages them | Organisation Development | Scoop.it

In the past HR directors’ concerns around data were mostly around the security of employee information. This led to a fairly simple conversation with IT: do our systems keep our employee data secure enough?     

 

Today's world is much less tidy: employee data may live on company IT or in a 'cloud' system - possibly based in another legal jurisdiction and probably managed by a third party; the nature of the data held may be very different, and the ways in which an employer can make use of it are far more complex.


Via Roger Francis
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A Close Look at What CEOs Really Think About Employee Engagement

A Close Look at What CEOs Really Think About Employee Engagement | Organisation Development | Scoop.it
Have you ever wondered what your CEO really thinks about employee engagement? Many of us have, and new research from the UK's Ashridge Business School provides some answers. The study found …

Via Susan Bagyura, High Performance Coach
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Susan Bagyura, High Performance Coach's curator insight, August 15, 2013 10:52 AM

This is a great article! The biggest gap is between 'knowing' and 'doing'.  I know it can be scary for a leader to put themselves in a vulnerable position by exposing themselves in ways they've never done before, BUT that's the only way they will gain the benefits such as employee engagement.  Another point to make is the people that don't resonant with the new behaviors will find their way out of the organization -- and that's a good thing.  

 

Knowing what to do and how to do it are 2 different things. This is an ideal time for a leader to work with a coach to get support, accountability and strategize potential conflicts as they implement new behaviors and ways of being.

John Michel's curator insight, August 15, 2013 11:53 AM

The study found CEOs had a pretty good idea of what employee engagement is and what it could do for their organizations. They view engagement as a strategic narrative (and ongoing dialogue) within their organizations that creates emotional connections and purpose for employees. Their view of the end result is a culture where people choose to give the very best of themselves at work.

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What is Appreciative Inquiry? | aboutleaders.com

What is Appreciative Inquiry? | aboutleaders.com | Organisation Development | Scoop.it
What is Appreciative Inquiry anyway? Have you ever heard: People join organizations, but leave managers. What would your employees say about you?

Via Amy Ragsdale
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How CEOs Can Engage Through Social Media -- A Conversation With Weber Shandwick CEO Andy Polansky On CEOs And Social Media

How CEOs Can Engage Through Social Media --  A Conversation With Weber Shandwick CEO Andy Polansky On CEOs And Social Media | Organisation Development | Scoop.it
Andy Polanski sharing CEO social media insights with Robert Reiss Social media has rapidly evolved into an integral part of marketing and public relations strategy.

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Unique Selling Proposition Examples and Best Practices | Help Scout

Unique Selling Proposition Examples and Best Practices | Help Scout | Organisation Development | Scoop.it
A unique selling proposition, which defines your company’s unique position in the marketplace, is an often overlooked but very
David Hain's insight:

Some good examples here.

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Great Minds Think Alike...And That Is Exactly The Problem

Great Minds Think Alike...And That Is Exactly The Problem | Organisation Development | Scoop.it
If most people in your company think alike, something is wrong

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Ivon Prefontaine, PhD's curator insight, August 12, 2013 11:57 AM

Groupthink is contrary and is a barrier to creativity. I recently read a blog posting where the author suggested that groupthink was OK at times. He did not elaborate on when or why. He did suggest is was a matter of trust, blind trust for that matter, on the part of followers. This is a huge problem in our world today.

John Michel's curator insight, August 12, 2013 10:50 PM

If you and the people around you see the world in exactly the same way, then the ideas you are going to come up with are going to be remarkably similar. And that is'nt good.

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Wild Apricot Blog : How Millennials are Like School Bullies – And Why You Can’t Ignore Them

Wild Apricot Blog : How Millennials are Like School Bullies – And Why You Can’t Ignore Them | Organisation Development | Scoop.it

Via Amy Ragsdale
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Ivon Prefontaine, PhD's curator insight, August 10, 2013 12:36 PM

Millennials are not a lot different than other generations. What does make them different is the technology that fills their world.

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Where Disengagement at Work Is Worse Than Joblessness

Where Disengagement at Work Is Worse Than Joblessness | Organisation Development | Scoop.it
In Germany, people who work for a bad manager report more worry, sadness, stress, anger, and physical pain than those who are unemployed.

Via Kudos, Jean-Philippe D'HALLUIN
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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


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