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Organisation Development
Developing healthy organisations
Curated by David Hain
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Rescooped by David Hain from Just Story It! Biz Storytelling
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8 Ways to Tell Your Company's Story

8 Ways to Tell Your Company's Story | Organisation Development | Scoop.it
In search of content marketing inspiration, I found the SlideShare production: How to Tell Your Company's Story: 8 Questions to Get You Startedby Ann Handley from Marketing Profs. Did the ...

Via José Carlos, Karen Dietz
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Karen Dietz's curator insight, December 18, 2012 1:04 PM

I think the questions posed here to help you figure out your business stories are just terrific. There are 8 of them and will really get you thinking about your business, what makes you unique, and the stories you could possibly tell.


Even if your business or organization (for profit or nonprofit), these questions are important to ask. So how would you answer these questions?


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

Parker Donat's curator insight, December 18, 2012 2:43 PM

Many companies don't know where to start when it comes to storytelling. Especially, B2B companies. There is a good way to start and that is asking the right questions. And what a better way than to be ask questions geared toward the underutilized marketing tool of storytelling. 

Karen Dietz's comment, January 16, 2013 1:13 PM
I so agree Parker! Many thanks for your comment. My apologies for not responding sooner. There's a glitch in the program here where I am unaware when someone posts a comment. And yes, success is all about asking the right questions!
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Competency Is Not Enough. Go Beyond. - Chief Learning Officer, Solutions for Enterprise Productivity

Competency Is Not Enough. Go Beyond. - Chief Learning Officer, Solutions for Enterprise Productivity | Organisation Development | Scoop.it

Via Jose Luis Yañez
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Jose Luis Yañez's curator insight, December 17, 2012 1:29 PM

I could not agree more. By cortesy of Pedro Martinez

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How to Do a Reflection and Intention Process for the New Year

How to Do a Reflection and Intention Process for the New Year | Organisation Development | Scoop.it
Your goals will be much more powerful if you back yourself up one step and connect with your deepest intentions. Here's a guide to doing a reflection and intention process that will launch you into the new year with awareness and inspiration!

Via Claudia M. Reder, Luciana Viter
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AlGonzalezinfo's curator insight, December 19, 2012 12:33 PM

very good advice, going deeper into our intentions will help fuel our passion and follow-through.

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The Social Era Fuels The Intangible Economy.

The Social Era Fuels The Intangible Economy. | Organisation Development | Scoop.it
capital, relationship capital, structural capital and strategic capital have become major determinants of a companies’ performance and value. The creation and

Via Tom Hood
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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 9:14 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 4:33 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 9:53 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 ...

Via F. Thunus
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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, ...
David Hain's insight:

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
Via Gregg Morris
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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.

Via Jesse Jacoby & Emergent
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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 2:45 PM

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 7:50 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.

Via The People Development Network
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The Four Stages Of The Self-Directed Learning Model

The Four Stages Of The Self-Directed Learning Model | Organisation Development | Scoop.it
The Four Stages Of The Self-Directed Learning Model

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5 Ways to Identify Prospective Leaders - Forbes

5 Ways to Identify Prospective Leaders - Forbes | Organisation Development | Scoop.it
Here five effective ways to identify prospective leaders within your own organization – beyond the metrics, a critical set of behaviors and disciplines that one must possess to advance and succeed as a leader.

1.) Chemistry
Success as a leader requires a natural ability to engage with others. This means having a genuine desire to guide and inspire those around them.

2.) Conviction
Leadership requires the ability to display conviction about protecting the company’s central ethos and the values its brand represents.

3.) Character
To be an effective leader, you must live what you stand for. This means that your personal brand is always active and aligned with the values of your organization.

4.) Commitment
The most effective leaders are those who can be trusted as shown through their commitment to the people they serve.

Beyond commitment for others and the organization, a prospective leader must show the desire to invest in themselves; they are always finding ways to maximize their own potential professionally and personally.

5.) Courage
You know when an employee is ready to advance into a leadership role when they have proven to be courageous enough to push the envelope without creating disruption. This requires self-awareness, impeccable timing, competency and know-how, desire and mental toughness.

Read the article:

http://www.forbes.com/sites/glennllopis/2012/12/10/5-ways-to-identify-prospective-leaders/


Via Karin Sebelin, AlGonzalezinfo
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On workplace happiness

On workplace happiness | Organisation Development | Scoop.it
Does having more engaged employees make a difference to the bottom line? The short answer is yes. Best Buy found just

Via Sandeep Gautam
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Sandeep Gautam's curator insight, December 17, 2012 3:00 AM

Some cool tips on how to keep employees engaged.

Rescooped by David Hain from Strategies for Managing Your Business
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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...

Via Trumans
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Trumans's curator insight, December 16, 2012 8:56 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.

Via The People Development Network
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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 6:19 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 1:43 PM

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 9:40 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.
Via AlGonzalezinfo
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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

Via Viktor Markowski
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