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Organisation Development
Developing healthy organisations
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The 5 Ways That Highly Engaged Employees Are Different

The 5 Ways That Highly Engaged Employees Are Different | Organisation Development | Scoop.it
By Timothy R. Clark How do you learn engagement from someone who’s disengaged? You don’t. That’s like trying to learn French from a Spanish teacher. People simply can’t teach you what they don’t know.

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7 Habits of Extraordinary Teams

7 Habits of Extraordinary Teams | Organisation Development | Scoop.it
Want better teamwork and greater success? Make sure your employees are following these easy guidelines.

 

Everybody agrees that "teamwork" is crucial to business success--but few people bother define what "teamwork" really is.

 

A few years ago, Phil Geldart (author of the classic In Your Hands, the Behaviors of a World Class Leader) explained to me a set of principles that allow teams to overcome even the most thorny business challenges.

 

Based on that conversation, here are the seven characteristics of truly extraordinary teams:


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Great Appreciative Inquiry Information - a Positive Change Technique for our Age

What is Appreciative Inquiry is a hi-def training video that includes the 5 principles, 4-D Cycle, positive core, Summit Process, and story of how Appreciative inquiry began. It's presented by Jackie Kelm at www.AppreciativeEngagement.com.

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Carolyn Cohen on Appreciative Inquiry: Small Scale Use · AEA365

Carolyn Cohen on Appreciative Inquiry: Small Scale Use · AEA365 | Organisation Development | Scoop.it
I have been infusing elements of Appreciative Inquiry into my work for many years. Appreciative Inquiry is an asset-based approach, developed by David Cooperrider in the 1980s for use in organizational development.

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Some UK Employee Engagement Stats

Some UK Employee Engagement Stats | Organisation Development | Scoop.it
This company’s website has some useful overview stats on employee engagement, especially the consequential benefits. It’s simply but very effectively presented in graphical form. Nice j...
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Employee Engagement, Recognition and Reward Commentary | Globoforce Blog » Blog Archive » 5 Famously Disengaged Employees and the Lessons They Can Teach Us

Employee Engagement, Recognition and Reward Commentary | Globoforce Blog » Blog Archive » 5 Famously Disengaged Employees and the Lessons They Can Teach Us | Organisation Development | Scoop.it
It amazing how businesses still do not embrace employee engagement.
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How Hierarchies Kill Creativity

How Hierarchies Kill Creativity | Organisation Development | Scoop.it
The natural structure of organizations too often becomes a "hierarchy of no" for creative ideas.

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European Talent Survey 2012 | Human Capital Management Excellence

European Talent Survey 2012 | Human Capital Management Excellence | Organisation Development | Scoop.it

This year again – similarly to 2011 – we have conducted a pan European Talent Management Survey. The 2012 the report was written by Professor Paul Turner of Birmingham City University.


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I Am Your Employee: Employee Wants and Needs to Drive Engagement

I Am Your Employee: Employee Wants and Needs to Drive Engagement | Organisation Development | Scoop.it
What employees really want to become engaged and motivated in the workplace...

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7 Diet Tips for Your Company

7 Diet Tips for Your Company | Organisation Development | Scoop.it
Cutting waste from your business demands more than turning off the lights at night. Adopt the practice of lean thinking.
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How to Accelerate Workplace Experience for New or Inexperienced ...

Workplace action learning can be a vastly successful means of developing people and teams. Used in the UK since the 1940′s. It has been shown to help improve performance, and be a means of deepening experience in ...

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Employee Engagement and Corporate Social Responsibility for Generation Twitter | Business 2 Community

Employee Engagement and Corporate Social Responsibility for Generation Twitter | Business 2 Community | Organisation Development | Scoop.it
At a time when attention spans are shrinking against the exponential growth of new technology applications and digital tools, maintaining employee engagement is (Employee Engagement and Corporate Social Responsibility for Generation #Twitter
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Innovation Excellence | A Day with Gary Hamel

Innovation Excellence | A Day with Gary Hamel | Organisation Development | Scoop.it
RT @innovate: A Day with Gary Hamel - http://t.co/K6jsye4g - Braden Kelley - #innovation #success #leadership #change #strategy #mgmt...
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Four Key Lessons Every Boss Can Learn From Apple's Retail Stores

Four Key Lessons Every Boss Can Learn From Apple's Retail Stores | Organisation Development | Scoop.it
Four Key Lessons Every Boss Can Learn From Apple's Retail Stores [Feature]Cult of MacApple's retail stores offer managers and executives great lessons about employee engagement and corporate culture.
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Becoming an Employer of Choice… By Choice

Among all the feedback employers receive from its employees, one that particularly interests me is employee perception that a company cultivates and attends to the relationship it has with its customers more so than the one it has with its...

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Using storytelling in business

Using storytelling in business | Organisation Development | Scoop.it

Good leaders need to understand the power of narrative if they want to influence others. Matt McAllister finds out why storytelling is an essential business skill

 

From films to football matches, and from adverts to anecdotes, every aspect of our lives is made up of stories.

 

In his seminal screenwriting book, Story, creative writing lecturer Robert McKee says that we’re so obsessed with stories because they mirror our lives – they are metaphors for our hopes and fears, our successes and failures.

 

Business, too, is stitched together by stories. The stories that the employer and candidate exchange during interviews. Stories about brands. The stories used in coaching sessions. The stories put forward during times of change. The stories used to motivate teams.

 

If successful, these stories will resonate with customers, clients and employees, who will link aspects of their personal and professional lives with the narratives.

 

“Storytelling is useful in far more situations than most leaders realise,” says Paul Smith, author of Lead With a Story: A Guide to Crafting Business Narratives That Captivate, Convince and Inspire.

 

“The five most common situations are: setting a vision; defining culture and values; inspiring the organisation; teaching important lessons; and explaining who you are and what you believe. The last one can be applied to both an individual – their image, a brand or an entire company.”

 

Smith adds that storytelling is a far more effective management technique than simply telling people to do something.


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Time for Leaders to Emerge from New Places inside the Organization

Time for Leaders to Emerge from New Places inside the Organization | Organisation Development | Scoop.it

Top leaders can’t hide behind hierarchy, which is a declining construct anyway.
Agile and resilient organizations – and people – will outperform competitors.

This means that people will be deployed in flexible project teams rather than confined to a single pre-defined job, but at the same time, individual accountabilities will be clear, making the organization results-oriented as well as fast-moving.


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Business Over Broadway : Clarifying Employee Engagement: A Review of Four Employee Engagement Measures

Business Over Broadway : Clarifying Employee Engagement: A Review of Four Employee Engagement Measures | Organisation Development | Scoop.it
Great post RT @bobehayes: Clarifying Employee Engagement: Review Metrics - http://t.co/I6uSTTpP #cem #employeeengagement #metrics #empexp...
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A New Look at Leadership and Emotional Intelligence | Psychology Today

A New Look at Leadership and Emotional Intelligence | Psychology Today | Organisation Development | Scoop.it
Despite the considerable research from psychology and neuroscience, leaders who are clearly deficient in emotional intelligence continue to be recruited, chosen and promoted in organizations.

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Tracy Saville's comment, July 2, 2012 1:27 PM
The core of my work in the world revolves around emotional intelligence - waking people up to their own mastery or lack thereof. In West Point Global Leadership conferences, in top brass leadership programs across all military branches of the world, and in Harvard curriculum board meetings, or the UN training grounds for top foreign affairs negotiators you'll find a visible, 50% or better concentration on the internal workings of a human being in leadership development.

The world's challenges and our human progress and evolution is dependent upon our ability to finally accept that EQ mastered is critical to everything at every level when it comes to human experience. Hitler lacked it entirely, and it could be said that deeply rhetoric-inspired dogma junkies such as the Tea Party or fundamentalist Christians who believe others will go to Hell for not believing in their version of the bible are deficient in the EQ department.

In Aaron Sorkin's words in his new series The Newsroom, thanks Psychology Today for throwing truth at stupid. It isn't a question of difficult as much as it is a question of dangerous. It is downright self-defeating and dangerous to continue to allow emotionally unintelligent people lead anything.

It ought to be a pre-requisite for having a baby, driving a car, getting married, starting a company, leading anything, including the Boy Scouts, and for the love of Gaia or whatever God or gods you worship, please oh please make it rule that every person who runs for elected office in the world ought to have to pass an EQ test. Daniel Goleman….you’re our man.

I don't normall espouse this aggressively, but it's time to get on with it.
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Employee Engagement on the Rise? | Matthew Poore Leadership ...

According to a recent e-news release from BlessingWhite, employee engagement in the US is up from last year. The article, found here, provides some reasons why this statistic may be improving. The article also comments ...
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The Future of Training Is Social, Visual, and Personal

The Future of Training Is Social, Visual, and Personal | Organisation Development | Scoop.it
By leveraging social learning, companies are empowering their employees to share their best practices and best ideas with each other, using tools like their own computer video system.

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Ten Skills for the Future Workforce

Ten Skills for the Future Workforce | Organisation Development | Scoop.it

Sense-making, social intelligence, novel & adaptive thinking, cross-cultural competency, computational thinking, new-media literacy, transdisciplarity, design mindset, cognitive load management, virtual collaboration. These are the 10 skills needed for the future workforce. For a full report, see the work done by Apollo Research Institute (formerly the University of Phoenix Research Institute) looking at the Skills Needed by 2020. A summery of the report and detailed findings about each of the skills are also available.


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Culture: Don't Copy - Create - Forbes

Culture: Don't Copy - Create - Forbes | Organisation Development | Scoop.it

I read an interesting piece here on Forbes this morning entitled “If You Want to Build a Great Team, Hire Apple Employees.” Really?

 

If only the complexity of talent issues were as simple as raiding the employee ranks of Apple…While the author made some great points about outcomes produced by the discipline and rigor of the hiring process at Apple, making the assumption hiring Apple employees could universally solve the talent woes of other organizations is wishful thinking at best.

 

One Size Doesn’t Fit All
Here’s the thing – just because someone has succeeded at Apple doesn’t mean they’ll realize the same success in other endeavors. Likewise, just because someone has failed in a previous position doesn’t mean they might not end-up being a top performer in another company. Sure, Apple has some great talent, but it’s talent identified, recruited, hired, and developed for the vision and culture at Apple, which may not be at all compatible with those of a different organization.

Understanding Shared Values & Vision
What makes the Apple talent machine so impressive is they understand something many other organizations often talk about, but fail to grasp – it simply isn’t necessary to compromise on core values to acquire great talent. That said, place an Apple employee in an organization with differing beliefs and ideals, a different set of core values, and a vision for the future that radically varies from their own, and I’d suggest said employee, albeit a talented employee, won’t have the same impact on the new organization they had at Apple.

 

You can either spend time finding employees who share your organization’s values and vision, or deal with the brain damage of managing conflicts that arise as a result of misalignment in these areas. A new hire should desire to be part of your company for more than the ability to maximize immediate earning potential – they should be interested in your company because there is a sincere alignment of values and vision. Trust me when I tell you that compromises in this area, which may seem insignificant during the interview process, will become visibly and materially significant down the road.

 

Culture Isn’t An Accident
Apple works at culture. The Apple culture didn’t happen by osmosis; it was and is engineered by design. The lesson here is that culture matters – forget this and all other efforts with regard to talent initiatives will be dysfunctional, if not lost altogether. Don’t allow your culture to evolve by default, create it by design. The first step in cultural design is to be very, very careful who you let through the front door. People, their traits, attitudes, and work ethic (or lack thereof) are contagions. This can be positive or negative – the choice is yours. The old saying, “talent begets talent” is true, but talent that aligns with culture will produce better results than talent that does not.

 

Don’t Copy Create
Apple is a great company with a dynamic culture and immense talent. There is much to be learned from Apple, but thinking you can simply hire their employees and have the same outcome is laughable – it won’t work. Don’t believe me? Just look at a case study in the making at JC Penney. Penney’s CEO Ron Johnson (former head of Apple’s retail operation) was brought to Penney’s to work the Apple magic. While there’s little debate the Penney’s brand needed a makeover, the jury is still out on whether simply taking Apple’s formula and imposing it on the Penney’s culture will have the results Johnson achieved at Apple and forecasted at JC Penney – I suspect it won’t. To change a culture, you must first understand the culture being changed, a step not taken by Johnson.

 

The message here is a simple one – Apple was not an overnight success. It took decades of purposed, intentional and unyielding focus to create the Apple culture that exists today. You cannot short-cut the process for your company by simply hiring Apple employees. Create your own vision, stick to your values, hire employees who share your vision and values, do the hard work, and stay the course. Success is created – not copied.

 

Thoughts?

 

Follow me on Twitter @MikeMyatt


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WHERE GOOD IDEAS COME FROM by Steven Johnson

One of our most innovative, popular thinkers Steven Johnson, takes on-in an exhilarating style-one of our key questions: Where do good ideas come from? 

 

Fantastic little video - well worth watching.  


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Jim Collins: Be Great Now

Jim Collins: Be Great Now | Organisation Development | Scoop.it
The leadership expert sits down with Inc. editor-at-large Bo Burlingham to talk about what makes great companies tick.
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