Organisation Development
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Organisation Development
Developing healthy organisations
Curated by David Hain
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6 Must-Have Skills for Leading from the Middle | Leading Effectively: Official Blog of the Center for Creative Leadership

6 Must-Have Skills for Leading from the Middle | Leading Effectively: Official Blog of the Center for Creative Leadership | Organisation Development | Scoop.it

If you are a mid-to-senior level manager – a leader of managers - you lead in what CCL calls “the middle zone.” You operate up and down the organizational hierarchy, as well as across functions and silos. To achieve results, you must effectively manage people and processes.

Middle-zone roles can also be some of the most difficult. Leaders who live and work in the middle often grapple with competing business priorities, competing vested interests and competing centers of influence and power. They feel pressure from above and blame from below. Influencing peers, navigating partnerships and finessing politics are also on the daily agenda.

So, how can you adjust and thrive in the middle zone?  Here are six crucial skills to master.


Via Ron McIntyre, Create Wise Leader
David Hain's insight:

Excellent stuff for the many people stuck in the middle of a matrix!

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donhornsby's curator insight, July 3, 2013 8:03 AM

Together, these six leadership competencies give leaders a roadmap for navigating the twists, turns and complexities of life in the middle zone.

John Michel's curator insight, July 3, 2013 8:26 AM

Middle-zone roles can also be some of the most difficult. Leaders who live and work in the middle often grapple with competing business priorities, competing vested interests and competing centers of influence and power. They feel pressure from above and blame from below. Influencing peers, navigating partnerships and finessing politics are also on the daily agenda.

Ivon Prefontaine, PhD's curator insight, July 3, 2013 11:06 AM

The communication point is critical. It involves deep listening and being fully present.

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Insights into Appreciative Inquiry in the UK

Insights into Appreciative Inquiry in the UK | Organisation Development | Scoop.it
Recently I had the pleasure of carrying out a series of interviews with leaders in their respective fields. With their agreement, I’m going to blog about the talks and share the audio and video con...

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Some Best Buy Customer Service Reps Not Thrilled With Having To Stick To Script

Some Best Buy Customer Service Reps Not Thrilled With Having To Stick To Script | Organisation Development | Scoop.it

Anyone who has called up customer service knows how frustrating it can be when you reach a rep who insists on sticking to a script rather than having a genuine conversation about your issue. 

David Hain's insight:

Excellent and well targeted complaint!

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Why Managers are Catalysts in Managing and Developing Talent?

Why Managers are Catalysts in Managing and Developing Talent? | Organisation Development | Scoop.it
  Most businesses today are talent driven businesses – skills and competence of people developing products and providing services is at the core of an organization’s differentiation strategy.
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4 Culture Elements to Increase the Number of Women Executives

4 Culture Elements to Increase the Number of Women Executives | Organisation Development | Scoop.it

Maybe what the women’s movement really brought us is simply the opportunity to choose our own definition of success? What can business learn from the fact that so many women are choosing differently?

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David Hain's curator insight, July 2, 2013 9:18 AM

Part two.

John Michel's curator insight, July 2, 2013 1:36 PM

If we truly desire a more diverse representation of leaders in the C-Suite, maybe we should re-examine the business culture, rather than expecting women and others to re-define how they view success. What is lacking in the environment that if present might allow more women to find their version of success in the C-suite

Jana Axline's curator insight, July 2, 2013 10:36 PM

I'm sure this would attract more women, but I think men are interested in these perks as well.

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Return on Morale

Return on Morale | Organisation Development | Scoop.it

It’s no secret that today’s workplace is not one that inspires or provokes enthusiasm in the majority of employees across majority of organizations.

Gallup’s newest report State of the Workplace shows that 70% of Americans are unhappy and uninspired at work. The economic impact is in the billions of dollars. And yet too many senior decision makers are willingly looking the other way when it comes to addressing morale issues.

We at Switch and Shift don’t write for the leader or manager unwilling to take a hard look at matters related to their workforce.  We write for the Rebel Heretic in business who doesn’t go where the sheep head. We write for you. The person unwilling to let crappy workplaces dominate and discolor a major aspect of our life – our professional careers or our work.

So, for the Rebel Heretic in you, I invite you to check out Ted’s latest book,Return on Morale. Here’s a brief summary of Ted’s latest wisdom in a new publishing platform that excites us both!

David Hain's insight:

Check out a new short form e-publishing format with a great read!

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Johann Gauthier's curator insight, July 1, 2013 9:56 PM

Now I don't typically market others like this but I am doing so with Ted Coiné.  Why?  Well Ted does it as a business heretic.  He got me fired up by following him on a regular basis.  He truly engages others and gets you fired up.  Read for yourself, simply follow him on Twitter or on Switch and Shift...

John Michel's curator insight, July 1, 2013 10:35 PM

Gallup’s newest report State of the Workplace shows that 70% of Americans are unhappy and uninspired at work. The economic impact is in the billions of dollars. And yet too many senior decision makers are willingly looking the other way when it comes to addressing morale issues.

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Employee Engagement: Engaging the CEO

Employee Engagement: Engaging the CEO | Organisation Development | Scoop.it

Employee engagement – what is it? Does it matter? And what are the barriers that stop leaders of organizations fully engaging with engagement? These are some of the questions addressed in a report from the ‘Engage for Success Taskforce’, based on research into CEO attitudes.


Via Hay Group Insight, Gene Shklover, PhD, Jean-Philippe D'HALLUIN
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Survey: Social Networks Are Becoming Priority in Finding Skilled Workers | Connected Knowledge Lab

Survey: Social Networks Are Becoming Priority in Finding Skilled Workers http://t.co/vgOAKiQPmZ #CKLab

Via steve batchelder
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Why the “Status Quo” is Dead and 3 Things You Need To Do About It | Sanborn and Associates

Why the “Status Quo” is Dead and 3 Things You Need To Do About It | Sanborn and Associates | Organisation Development | Scoop.it
Staying the same is the fastest way to fall behind. Learn 3 things that you can do right now to overcome the mythical status quo.

Via John Michel, AlGonzalezinfo, Amy Ragsdale
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John Michel's curator insight, June 29, 2013 10:00 AM
In a relative world, you either get better or you get worse. Period. The fact is that even if you stay the same, those around you are getting better and, thus,compared to your competition, you are getting worse. There is no “I made it this far so now I just have to maintain” or “It has always worked this way” mentality that will keep you successful.
AlGonzalezinfo's curator insight, June 29, 2013 11:57 AM

As the host of Leading Beyond the Status Quo show, I love this post!  

 

1. Learn

There are few things in the world more powerful and important than designing a personal learning plan.  Working 8-5 daily provides an environment conducive for learning new strategies and techniques, but that is not enough. If you want to reach the levels that no one else will reach, you have to be willing to do the work that no one else will do.  In other words, you must be committed to learning inside and outside of your career path if you want to stay competitive.

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Gloomy Thinking Can Be Contagious : NPR

Gloomy Thinking Can Be Contagious : NPR | Organisation Development | Scoop.it
But so, too, can cheeriness. Research on college roommates indicates that a person's psychological outlook can rub off on those close to them.

Via Tom Wojick
David Hain's insight:

We need to infect others with positivity!

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Tom Wojick's curator insight, June 29, 2013 9:52 PM

Outlook and self-talk are keys to resiliency. This study shows not only the affect they have on perfromance it also highlights how emotions, attitude and mood can be contagious. Although, this study looked at college roommates the same affect can happen in any relationship.

Larry Glover's curator insight, June 30, 2013 4:12 PM

Think you don't have an impact on those around you... that you're not powerful in the world? Turns out we're all capable of infecting those around us with the mood of our thinking and feeling!

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Six tips to change leaders behaviour

Six tips to change leaders behaviour | Organisation Development | Scoop.it
Struggling to get leaders to change? 6 ways to make it easier: http://t.co/VUykDAeqwb
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BlessingWhite enews: Leadership Development vs. Employee Engagement

BlessingWhite enews: Leadership Development vs. Employee Engagement | Organisation Development | Scoop.it

Organisational development budgets are limited these days — companies are running lean on all fronts and training resources are as pared back as they have ever been. So it's important that every initiative counts.

Training leaders who are trying to do more with less often ask us which approaches will produce the best results: 1) Training the more senior ranks in the organisation to become better leaders or 2) Focusing on theengagement of the broader employee base?

David Hain's insight:

Very interesting trends and discussion.

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John Michel's curator insight, June 28, 2013 8:29 AM

Effective leadership is engagement. Having leaders who can help cascade the vision and inspire others to exceptional performance is an equally important part of making engagement flourish in your team, your department, and your company.

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The 'Soft Skill' That Pays $100,000+ - empathy will emerge as a "must-have" job skill by 2020

The 'Soft Skill' That Pays $100,000+ -  empathy will emerge as a "must-have" job skill by 2020 | Organisation Development | Scoop.it

If you're an empathetic person -- good at connecting with other people's feelings -- can that help you win prestigious jobs that pay $100,000 a year or more? Or will you be stuck at the low end of the pay scale, doing a lot to promote rapport and smooth out problems in your field, but never earning a big salary for your trouble?

 

Earlier in June I wrote a piece for LinkedIn Influencers, arguing that empathy will emerge as a "must-have" job skill by 2020. The article attracted more than 890,000 readers, and lots of kind words. (Wow! -- and thanks.) In that piece, I cited lots of fast-growing, middle-tier careers where empathy matters, such as sports coaching, nursing and financial planning. But I didn't look at the empathy's relevance or irrelevance at the high end of the job market.

 

George A.


Via Edwin Rutsch
David Hain's insight:

Empathy will be relevant at every level

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BUILDING THE EMOTIONALLY INTELLIGENT ORGANIZATION - Ivey Business Journal

BUILDING THE EMOTIONALLY INTELLIGENT ORGANIZATION - Ivey Business Journal | Organisation Development | Scoop.it
Emotional intelligence is a valuable resource that can renew and re-ignite organizational purpose and inspire people to perform better. As clients will attest,

Via Virtual Global Coaching
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Ken Donaldson's curator insight, July 3, 2013 7:21 PM

“We’re convinced we’re developing leaders at every level of the organization. That’s what we’re doing with EI. We want to not just develop leaders in the senior management team, but at every level. …The resonance anybody can create as a leader can improve performance for the individual and the organization.”

Harry Cannon's curator insight, July 4, 2013 5:40 AM

Leaders at all levels - an approach I like. An interesting read plus a useful table on EI competencies for Leaders.

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Modernising the L&D function: From learning gatekeeper to learning concierge

Modernising the L&D function: From learning gatekeeper to learning concierge | Organisation Development | Scoop.it

It is clearly difficult for some, who see themselves as “gatekeepers” to learning, to understand that they can no longer control everything that people learn in their organisation, and that it is not a matter of “letting” people learn things on their own, but recognising they are already doing so. The door to a new world of knowledge is now well and truly open for anyone to pass through, so it’s now more a question of how we can help people in this big World Wide Web of Learning, rather than shutting down access to it.

David Hain's insight:

Spot on!

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Ending the Tyranny of the Open-Plan Office

Ending the Tyranny of the Open-Plan Office | Organisation Development | Scoop.it

It’s official: Open-plan offices are wildly distracting places to work. About 70 percent of U.S. employees now work in open offices, according to the International Management Facility Association. But the collaboration-friendly environment with minimal cubicle separations “proved ineffective if the ability to focus was not also considered,” according to a new study by the design firm Gensler. “When focus is compromised in pursuit of collaboration, neither works well.”

 

The key to making workers happy and productive is having a mix of spaces for different activities. Gensler found that workers spend more than half their time at work in deep focus and about one-fourth in collaboration, with the rest split between learning, socializing, and other tasks. Of course, office workers still spend most of the day at their desks, but when it’s time to do some hard-core collaborating or learning, moving to a different environment can help them shift gears.


Via Color-Art, Denis Pennel
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Nicolas Peltier's curator insight, July 12, 2013 6:00 AM

Interesting thoughts on worspaces organizations

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Change, Neuroscience, Learning, Emotional Intelligence: NexusEQ Sparks

Change, Neuroscience, Learning, Emotional Intelligence: NexusEQ Sparks | Organisation Development | Scoop.it
A few highlights from NexusEQ: 260 change makers. 80 presenters. 50 cases. 32 countries. 3 days overflowing with sparks for positive change. What did we learn about neuroscience, learning, change, and harnessing the power of emotions?
David Hain's insight:

A mine full of gold nuggets in this one article, abridged from a recent and ground breaking EQ conference.

 

Must read - thanks @eqjosh!!

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John Michel's curator insight, July 2, 2013 10:42 PM

One key change that’s needed:  Focus on passion, purpose, and play.  Put less attention on “achieving” and more on fun.  Give kids, and adults, the opportunity to deeply engage in what matters to them – not because “it’s on the test” (which has 0 correlation with real-world performance), but because it’s meaningful and exciting.

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Social learning driving business competitiveness

Social learning driving business competitiveness | Organisation Development | Scoop.it
learning of the future will be different to what we know at the moment, it will be social learning. New social technologies, enterprise social networks, will build this new environment.

Via ValerieMalaval, HR Trend Institute
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Fighting Corporate Hubris

Fighting Corporate Hubris | Organisation Development | Scoop.it

 

Massive corporate fraud, the dot-com bubble, the worst economic crisis since the 1930s—these events have undermined many companies and leaders over the past 15 years. As CEOs begin to absorb the lessons of this turbulent period, they should be careful not to overlook one significant contributory factor: hubris, the pride that comes before a fall.

 

In a corporate setting, hubris can take many forms, such as:

 

Creating grandiose strategies that find their way into glossy brochures, new advertising campaigns, and rhetorical conference speeches—but never get implemented

Launching high-profile moves into new, exciting, international markets in a costly and flamboyant way—but failing to create competitive advantage

Pursuing big mergers and acquisitions that deliver scale, bold headlines, and large bonuses for the management team—but no long-term value

Completing dubious financial transactions that undermine transparency—and serve only to show that the company isn’t addressing the fundamentals of business

Time and again, these activities have led companies to overextend themselves, to falter, and—all too often—to fail. CEOs should guard against them at all costs.


Via The Learning Factor
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The Learning Factor's curator insight, June 30, 2013 6:32 PM

Top executives play a critical role in the fight against corporate hubris. Leaders who follow the perpetuity principle can develop profitable, sustainable, and trusted businesses.

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Turning Talent Data into Talent Intelligence | The European Business Review

By Nik Kinley & Shlomo Ben-Hur Talent management is built upon talent intelligence—the understanding that businesses have of the skills, expertise and

Via Roger Francis
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Identity In and Around Organisations | The European Business Review

At the heart of any successful organisation lies a powerful conception of identity: the coherent way in which it presents itself to its stakeholders and employees, containing its purpose, goals and key characteristics. However, the traditional idea of identity as a stable, solid and reliable concept may not be the best way of approaching and managing your organisation. Rather, Majken Schultz and Steve Maguire argue that organisations would benefit from adopting a process-based view of identity, which integrates history, on-going change and market instability into its definition.

David Hain's insight:

What is your organisation becoming?

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Symbolism of the Butterfly - Butterfly Maiden

Symbolism of the Butterfly - Butterfly Maiden | Organisation Development | Scoop.it
Consider the symbolism of the butterfly and how profoundly it represents the human experience. The transformation is a wonderful metaphor for our journey!

Via Janet Louise Stephenson
David Hain's insight:

We chose a butterfly too foor our logo > www.transformationpartners.co.uk.

 

How will you paint your wings?  What a great question!

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Why Executive Teams Shouldn't Write "Culture Decks"

Why Executive Teams Shouldn't Write "Culture Decks" | Organisation Development | Scoop.it
Boston is teeming with entrepreneurship. The "startup renaissance" that followed the financial crisis of 2009 has led to as many acquisitions as it has public companies.
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Boosted Spend on Leadership Development – The Facts and Figures

Boosted Spend on Leadership Development – The Facts and Figures | Organisation Development | Scoop.it
The Bersin by Deloitte Analyst Blog (Leadership Development spend: http://t.co/MxuCIUFWBR)
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The Problem With Incentives: Not Rewarding What Employees Control

The Problem With Incentives: Not Rewarding What Employees Control | Organisation Development | Scoop.it
I’ve seen (and written about) countless recognition gone wrong schemes, most usually those that are really incentive sand not recognition.

Via Fernanda Grimaldi
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