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Organisation Development
Developing healthy organisations
Curated by David Hain
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The Top 50 Problems With Performance Appraisals

The Top 50 Problems With Performance Appraisals | Organisation Development | Scoop.it
“(Some) 90 percent of performance appraisal processes are inadequate.” – Salary.com survey In conversations with HR leaders and employees, the talent management process that suffers from the most disdain around the world is the...

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Trumans's curator insight, December 16, 2012 5:56 PM

We have now developed a One Page Performance Review, which works well for both Management and Staff.  Go here to learn more: http://www.onepagetalent.com

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5 Steps to Creating a Great Company Culture

5 Steps to Creating a Great Company Culture | Organisation Development | Scoop.it
Unhappy employees? Customers not returning? You can change all of that in five simple steps.

Via Steve Cassady
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The Neglected Culture

The Neglected Culture | Organisation Development | Scoop.it
Without intentionally cultivating and nurturing your company’s culture, you’ll get what emerges from neglect. And it won’t be what you or your employees want. Your customers will know that something is “off” with your company.

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Organization Development : Team Building : Leadership : Create-Learning » Blog Archive » The 5 Levers of Employee Engagement

Organization Development : Team Building : Leadership : Create-Learning » Blog Archive » The 5 Levers of Employee Engagement | Organisation Development | Scoop.it
RT @astdworkforce: The 5 Levers of Employee Engagement @teambuildingny http://t.co/tows7pBx
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donhornsby's curator insight, December 14, 2012 3:19 AM

(The Takeaway): "By understanding that the manager controls the process and works to set the system, the behaviors will adjust to engagement. Everyone wants to do their best work, and feel connected and engaged with their organization, work, manager and coworkers. By focusing on the 5 areas above you will create a system that drives engagement and innovation."

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10 Common Employee Engagement Survey Mistakes | RAPIDBI

Why Employee Engagement Surveys often fail Employee engagement is one of those holy grails that many seek to resolve for their organizations.
David Hain's insight:

Given that employee engagement seems to be the fad topic of 2012, here is some timely advice from Mike Morrison.

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I, Bully. Unexpected Leadership Lessons.

I, Bully. Unexpected Leadership Lessons. | Organisation Development | Scoop.it
The Bully was ME! Twice!

As a kid, I was an overt and mean bully. As a manager, I learned ways of bullying covertly by hiding behind my rank. Although I may not have been as bad as other bosses, I was still a bully and very good at getting away with it.

In both situations, albeit years apart, I found ways to justify my behavior. I felt entitled to my actions! I was wrong both times and had to look in the mirror long and hard to face up to the fact that it was ME who needed to change.

It took courageous and caring feedback from a few trusted colleagues to help me realize what I was doing, but it also took my years of remorse to humble and remind me that I had bullied before and could definitely be bullying others again.
David Hain's insight:

It's so easy to do stuff for the wrong reasons and then find ourselves justifying and rationalising it rather than dealing with it's true impact.  Nice article that reminds us of the unitended consquences of being self-centred.

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Practice in the Workplace

Practice in the Workplace | Organisation Development | Scoop.it
During the past decade, a growing number of companies and organizations have discovered the advantages of offering their staff a chance to learn about meditation, yoga, and other contemplative practices. In a 2004 study, we found 135 companies and organizations that offer such benefits. Undoubtedly, there are now many more.
Via Annette Schmeling
David Hain's insight:

Critical practice in developing more emotionally intelligent organisations?

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Annette Schmeling's curator insight, December 13, 2012 10:43 AM

Good resource in bringing mindfulness and contemplative practices into the mainstream. Explore the website and in particular the programs and resources for educators. 

ozziegontang's curator insight, December 21, 2012 6:40 PM

Agree with what Annette had to say:  Good resource in bringing mindfulness and contemplative practices into the mainstream. Explore the website and in particular the programs and resources for educators.

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Gallup: How HR Executives Can Prevent World Revolution

Hiring and developing great managers and building up and leveraging the strengths of every individual employee are the two keys to doubling employee engagement.

How employees feel about their jobs starts and ends with their direct supervisor. If employees feel, among other things, that their supervisor takes a real interest in their development, or offers frequent praise and recognition, they are very likely to be engaged.

Hiring the right managers is absolutely essential to building an engaged workforce. If companies throughout your country hire the right people to lead and actively encourage the engagement of their workforces, economic dominance will be sure to follow.
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Four Factors Supporting a Culture of Organizational Intelligence - Carbonview Research, Inc.

Four Factors Supporting a Culture of Organizational Intelligence - Carbonview Research, Inc. | Organisation Development | Scoop.it

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Top 12 Teaching and Learning Articles for 2012, part 1 | Faculty Focus

Top 12 Teaching and Learning Articles for 2012, part 1 | Faculty Focus | Organisation Development | Scoop.it
As another year draws to a close, the editorial team at Faculty Focus looks back on some of the top articles of the past year. Throughout 2012, we published approximately 250 articles.

Via Christine Heine
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The Psychology of Workplace Boredom

The Psychology of Workplace Boredom | Organisation Development | Scoop.it

Forbes asks if it’s “the new productivity killer;” Cachinko calls it “the silent killer of employee morale;” CNN says it’s “the new stress.”

[...]  It’s not that people have nothing to do at work – they might be busier than ever. But the real question is… busy with what? “Often with layoffs,” he says, “the type of work that’s doled out you wouldn’t need additional training to do. If it’s boring work, it just becomes more burdensome.” Indeed, the cost of such extreme boredom is not just discomfort. Results range from personal dissatisfaction and reduced productivity to making substantial errors and major accidents.


Via Dimitris Agorastos, yannick grenzinger
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Patricia D. Sadar - Career and Leadership Acceleration Coach's curator insight, December 11, 2012 7:04 PM

I would like to add that even if you are a leader that creativity and ideas is not your strongest point...ask your staff.  They will always have ideas on how to make the work environment more fun, engaging, interesting, and motivating.

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Emotional Intelligence: Organizational Change by Adaptive Leadership

Emotional Intelligence: Organizational Change by Adaptive Leadership | Organisation Development | Scoop.it

Emotions in Organizational Change What exactly is the change? What skills does a real Leader need to lead through the change successfully?


Via Fidan Aliyeva, Maya Mathias
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The Frustration of Diversity - Forbes

The Frustration of Diversity - Forbes | Organisation Development | Scoop.it
I found myself recently spending almost three days with an extraordinarily diverse group.

Via Merdrignac Soizic
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Does it pay to know your type?

Does it pay to know your type? | Organisation Development | Scoop.it
In this infographic, you'll get an overview of the 16 types to give a sense of how these bigger-than-life personalities fit in the Myers-Briggs philosophy. The official test is based on Carl Jung’s work in psychological typology.
Via AlGonzalezinfo, Amy Melendez, Jose Luis Anzizar
David Hain's insight:

Useful infographic to help people understand their preferences and those fo their colleagues.

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Deanya Lattimore Schempp's curator insight, April 28, 2013 6:14 AM

Well, the first claim that the unknown writer makes (no by-line attributed), that universities spend "millions of dollars" each year giving this personality test to their students, is just buncomb: a succinct fairly accurate version of Myers-Briggs is online for free, and that's what we ask students to take.  No one pays for the personality indicator except by means of time to take it and internet connectivity.

 

We then ask the students to write reflections of whether this type suits them or not, and what that means in terms of their study habits and needs. So students are not asked to conform to their types, as this article wants its readers to do; they are asked instead to analyze their typology for accuracy and helpfulness in understanding themselves and their type's relationship to their areas of study.

 

As for the "infographic," I've worked with students to analyze, as a survey, the questions and results of Myers-Briggs in argument classes before, and there's no doubt that the questions asked lead to the answers given.  So it's kind of bizzare that someone *ascribed* types to historical figures who never took the test (or if they did, never made their types known) and then show these figures as "typical" of the types.

 

I personally come up with two of my letters always changing back and forth (INTJ?  ENTP? INTP?  ENTJ?).

 

This "article" is misleading and silly.  In fact, I'll bet that many of these people actually did take the Myers-Briggs: the test was invented back in the '20s and '30s by a mother and daughter who wanted the daughter to marry, knowing what the man was really like.  Actually published in 1943, it was a standard psychological tool for many years; anyone who had psycological counseling in the '60s and '70s probably took it. 

 

So these unnamed writers of this article might do well to search archives and see if any of their reported personalities ever actually took the test.

 

But wait -- that would be real journalism.

Sorry.

Sharla Shults's curator insight, April 28, 2013 1:33 PM

Does it pay to know your type? Some say, yes; others say, no. Lot of study and information on personality traits/types. Do they have merit? What do you think?

Lee Hall's curator insight, April 29, 2013 6:53 AM

Great fun, just call me Peter the Great. :)

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Appreciative Inquiry and George Mason University's Strategic Vision ...

Appreciative Inquiry and George Mason University's Strategic Vision ... | Organisation Development | Scoop.it
This morning I was fortunate to be part of an Appreciative Inquiry (AI) event at George Mason University. If you're not familiar with AI, from Wiki: “Appreciative Inquiry is primarily an organizational development method which ...

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Coach, Therapist, Consultant, Mentor, etc.. What differences & what benefitss?

Coach, Therapist, Consultant, Mentor, etc.. What differences & what benefitss? | Organisation Development | Scoop.it
Aujourd'hui, sur le "blog du coaching et du développement personnel", je reçois Marie Lucchini de chez Coach Executives avec qui nous parlerons des différentes postures d'accompagnement: coach, thérapeute, formateur, ...
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Worth translating from the original French article.

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Employees Say They LOVE Working For These 20 Tech Companies

Employees Say They LOVE Working For These 20 Tech Companies | Organisation Development | Scoop.it
Facebook came in as the number one best place to work for across all industries.
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Employee Engagement and Work Criteria

Employee Engagement and Work Criteria | Organisation Development | Scoop.it
Do you have work criteria? Viv McWaters is one of my favorite bloggers as she posts on Beyond the Edge. I like her sense of connection, community, improvisation, facilitation, and work. I appreciat...
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Tara Gregory on Using Storytelling to Help Organizations Develop Logic Models

I’m Tara Gregory, Research and Evaluation Coordinator for Wichita State University’s Center for Community Support and Research (CCSR). CCSR works with non-profit, community and faith-based organizations across Kansas and was originally supported through the Community Psychology graduate program at Wichita State University. Many of our staff members, myself included, are graduates of this program so we’ve maintained a strong community psychology orientation in our principles and practices. Given the principle of meeting people where they are, we often use forms of storytelling to help organizations develop logic models
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A Simpler Way to Get Employees to Share

A Simpler Way to Get Employees to Share | Organisation Development | Scoop.it
A few years back, I helped a large, very compartmentalized and extremely silo-ed global organization launch an internal competition. Its goal was to promote greater sharing of ideas, information, best practice and innovative processes.

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3 Ways to Fix Your Company Culture

3 Ways to Fix Your Company Culture | Organisation Development | Scoop.it
Scheming, back-biting and gossiping do no good. How to put an end to it, now.
Via Jose Luis Anzizar
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Anne Egros's curator insight, December 14, 2012 11:45 AM

Do you check if future employees fit with your corporate culture ? From my experience very few companies have a formal process to check how someone will adpat to management styles, team work spirit and general expectations in term of  behavior. Do you ?

donhornsby's curator insight, December 15, 2012 4:50 AM

(From the article): "Start Now.  It is very difficult to change the culture once it’s embedded within an organization. Far better to set expectations from Day One. This means proactively screening candidates for culture fit along with other key attributes. What will drive success for your business? We often want our employees to be honest, responsible, customer-focused, flexible, innovative and efficient. Design your company’s personality to be the way you want your customers to experience it."

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Narcissism in the Younger Workforce? 5 Tips to Help Them Develop Right

Narcissism in the Younger Workforce? 5 Tips to Help Them Develop Right | Organisation Development | Scoop.it
We raised a nation of narcissists, and now they’re getting ready to take over the workforce.
That’s according to psychologists Jean Twenge and W. Keith Campbell.

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Neuroscience and Leadership

Neuroscience and Leadership | Organisation Development | Scoop.it
Regardless of disadvantageous experiences, especially in early life, individuals who truly want to develop their leadership capacity can do so through personal discipline and focused attention.
Via Kenneth Mikkelsen
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Miklos Szilagyi's curator insight, December 12, 2012 12:06 PM

Interesting article... I have some smaller reserve though... the most importatnt is that as far as I know the left and right hemisphere is toda rather a metaphora than a physical reality (when one of them is hurt, the other more or less takes over without problem its functionality) but if we take it as it is - a strong metaphorb - the sens of the argunment is as good as it would be a physical reality...

Kasia Hein-Peters's curator insight, April 21, 2013 10:56 AM

Leaders are not born, they are coached.

Sue Rizzello's curator insight, December 18, 2013 11:01 PM

Learning, discipline and focus are part of earning a leadership position. Self perception as a leader is a fundamental part of building that perception in others. You communicate how you think in everything you say and do in interacting with the world.

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Jason Fried: Why work doesn't happen at work

http://www.ted.com Jason Fried has a radical theory of working: that the office isn't a good place to do it. At TEDxMidwest he lays out the main problems (ca...

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Danita Eisenbise: On High Potential Leadership

Danita Eisenbise: On High Potential Leadership | Organisation Development | Scoop.it

Leadership development programs are good in theory, but how practical and successful are your efforts in this area?  This article lists some pitfalls to be aware of.


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