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Traits of Truly Agile Businesses

Traits of Truly Agile Businesses | Organisational Development | Scoop.it

Many organizations, in pursuit of growth, understand the need to be agile in every aspect of their business—from faster decision making to more flexible operations to collaborative ventures. Yet, there is often a gap between that awareness and cohesive action. The Accenture study on agility explores the common characteristics of agile businesses.



Via Kenneth Mikkelsen
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Good article on the "Agile Organisation".

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Kenneth Mikkelsen's curator insight, June 23, 11:24 PM

Read Accenture’s research to understand how leaders act to become more agile.

Marc Kneepkens's curator insight, June 27, 12:43 PM

Agile explained.

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'Why Leading Talent through Neuroscience is Vital Today

Download Soft Copy Presentation Of This Webinar From MILE Community at : http://community.mile.org/index.php/downloads/file/144-why-leading-talent-through-ne...
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Stakeholder Management from the perspective of Sun Tzu

Stakeholder Management from the perspective of Sun Tzu | Organisational Development | Scoop.it
Sun Tzu wrote The Art of War nearly 2500 years ago; his ideas have been widely translated and are regularly used as a guide for management thinking.  This post

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Clash of the Organizational Change Management Philosophies

Clash of the Organizational Change Management Philosophies | Organisational Development | Scoop.it
As we have outlined in our 2013 Organizational Change Management and Business Process Management Report, organizational change management is one of the key

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There are a number of organizational change management philosophies out there. Most of them are ineffective and ill-advised, but it is important to understand them so you are able to see the red flags from a mile away

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Holacracy the New Organizational Goverance - Creative Corporate Culture

Holacracy the New Organizational Goverance - Creative Corporate Culture | Organisational Development | Scoop.it
Organizational Goverance (CAN #Holacracy change the way we manage #people http://t.co/QP94WHtIuB #management #hr)
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Seven skills HR needs for the top table - HRmagazine.co.uk

Seven skills HR needs for the top table - HRmagazine.co.uk | Organisational Development | Scoop.it

Seven skills HR needs for the top table HRmagazine.co.uk Set culture: The development and maintenance of a robust organisational culture will filter down throughout all employees, creating more effective organisations.


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Naomi Stanford - Values or common decency?

Naomi Stanford - Values or common decency? | Organisational Development | Scoop.it
Dr Naomi Stanford is an expert organization design, change management, and human capital consultant. She offers organization design products and services that will improve the way your organization delivers results.
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Interesting debate - do we need organisational values or not?

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Leading the Emotional Side of Change

Successful managers know how to deal with anxiety--theirs and their staff members'. (Understanding The Emotional Side of Change.
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Collaborate Across Teams, Silos, and Even Companies

Collaborate Across Teams, Silos, and Even Companies | Organisational Development | Scoop.it
Business psychologist Rebecca Newton discusses the need for collaborative leadership and the five factors that drive success in collaboration. _________________________ Everywhere I turn right now,...

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Ron McIntyre's curator insight, August 12, 12:42 PM

Excellent discussion of collaboration within companies.  Well worth reading.

AleksBlumentals's curator insight, August 14, 5:15 AM

Brilliant case (Dubai Airports) and key insight: The difference with targeted searches, is that in collaboration goals there is a shifting ecosystem on possibilities. This requires focusing on interests rather than positions. 


As with negotiations and conflict resolution, one of the most important keys to successful collaborative leadership is focusing on interests rather than positions. When leaders are “collaborating” they are typically not from the same team – otherwise we would most likely frame it as “teamwork.”


What makes teamwork different from collaboration is the goal. In collaborative leadership cases the goals may be different – the leaders may have different positions, but yet common ground can be almost always be found at the level of interests.


In collaborating with others, ask: “What’s most important to you here? What really matters?”. Encourage their openness and foster trust by sharing personally what your main drivers are.

 

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The science behind managing change

The science behind managing change | Organisational Development | Scoop.it
Change management is often referred to as a soft discipline and its disciples as tree huggers. The tangible benefits it provides a project are frequently questioned with many a senior executive, an...
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How to Create a No-Fear Culture

Unhappy employees are disengaged and unproductive. Address their fears and reap these surprising benefits (Fear in the workplace lowers #productivity levels.
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How being brain-savvy can improve performance management | HRZone

How being brain-savvy can improve performance management | HRZone | Organisational Development | Scoop.it
An understanding of neuroscience can help reinvigorate performance management processes.
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The relationship between corporate culture and strategy

The relationship between corporate culture and strategy | Organisational Development | Scoop.it
What is the relationship between corporate culture and strategy? Strategy is rational and culture is emotional. Culture is eating what it kills

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Ron McIntyre's curator insight, August 5, 7:23 AM

An older article from Torben Rick that discusses the relationship of culture and strategy.  Still relevant today.

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Is Collaboration Limited by Organizational Structure?

Is Collaboration Limited by Organizational Structure? | Organisational Development | Scoop.it

Organizational design has a huge impact on decision-making and collaboration, and both reflects, and often creates, the level of collaboration and autonomy with and amongst the workforce. Culture may eat strategy for lunch but decision-making, reporting and budgeting structures can either birth or strangle both culture and strategy with both hands tied behind its back.


At this stage we have four primary organizational models along a continuum from command and control to cooperative and anarchic. From GM to Valve we might call it, with a Basecamp and a Zappos thrown in to complete the picture. Each has strengths and weaknesses.



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Kenneth Mikkelsen's curator insight, March 11, 4:28 PM

I find the best work on collaboration to be Morten T. Hansen's book, Collaboration: How Leaders Avoid the Traps, Build Common Ground, and Reap Big Results.


Article related to the book: How to build a collaborative advantage from Sloan Review by Morten T. Hansen and Nitin Nohria.


Additional resources:




Resources on holacracy




Image credit: Gapingvoid /Jon Husband

Annabel Kaye's curator insight, August 5, 8:12 AM

When you add freelancers into the ix your wirearchy can be tangled

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Stakeholder Circle Methodology

Stakeholder Circle Methodology | Organisational Development | Scoop.it
Effective stakeholder analytics, engagement and communication systems using the Stakeholder Circle tool set

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Using the trust matrix to build the seven levels of trust

Using the trust matrix to build the seven levels of trust | Organisational Development | Scoop.it
To build a strong team there has to be a high level of trust. Trust is the glue that holds people together and the lubricant that allows energy and passion to flow. Trust builds internal cohesion. The ability to display and engender trust corresponds to the fifth level of personal consciousness. Trust increases the speed […]

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The Bottom Line Impact of Wellbeing in the Workplace - Huffington Post

The Bottom Line Impact of Wellbeing in the Workplace - Huffington Post | Organisational Development | Scoop.it
The Bottom Line Impact of Wellbeing in the Workplace
Huffington Post
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Managing Creativity and Change as a Project Manager

Managing Creativity and Change as a Project Manager | Organisational Development | Scoop.it
Creativity is a great thing, but when it comes to project management, creativity can often mean change--and changes to a project's plan are seen as undesirable.
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Twitter tops all in culture and values, employees say - Fortune

Twitter tops all in culture and values, employees say - Fortune | Organisational Development | Scoop.it
Entrepreneur (blog) Twitter tops all in culture and values, employees say Fortune The microblogging company received the highest rating from its own workers in terms of corporate culture and values on career website Glassdoor.com, which studied the...
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What Organizations Need Now From Human Resources - Forbes

What Organizations Need Now From Human Resources - Forbes | Organisational Development | Scoop.it
What Organizations Need Now From Human Resources
Forbes
Compounding the problem, some H.R.
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Many Women Leave Engineering, Blame The Work Culture - NPR (blog)

Many Women Leave Engineering, Blame The Work Culture - NPR (blog) | Organisational Development | Scoop.it
NPR (blog) Many Women Leave Engineering, Blame The Work Culture NPR (blog) From the aerospace sector to Silicon Valley, engineering has a retention problem: Close to 40 percent of women with engineering degrees either leave the profession or never...
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Although there are many programs in place at undergraduate universities to feed the engineering pipeline, she said that when those women graduate and enter the work force, that's when they face the problems that ultimately cause them to exit engineering.

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Richard Branson on Increasing Employee Engagement

Richard Branson on Increasing Employee Engagement | Organisational Development | Scoop.it
Success in business is all about people, people, people.

Via Richard Andrews
Lisa McCarthy's insight:

How can companies increase engagement? An insightful New York Times article by Tony Schwartz and Christine Porath included a survey of more than 12,000 employees that identified four drivers: physical (having the opportunity to recharge); emotional (feeling valued); mental (having the ability to work autonomously); and spiritual (feeling connected to a higher purpose).

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Myths And Truths About Employee Motivation | Psychology Today

Myths And Truths About Employee Motivation | Psychology Today | Organisational Development | Scoop.it
Managers in organizations continue to practice outmoded motivation strategies.

Via Anne Leong, Ingenium Consultants, Jean-Philippe D'HALLUIN, Richard Andrews
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Zappos just abolished bosses. Inside tech's latest management craze.

Zappos just abolished bosses. Inside tech's latest management craze. | Organisational Development | Scoop.it
The shoe retailing giant Zappos is in the process of adopting holacracy, a management philosophy that replaces conventional hierarchy with governance by committees.

Via Ron McIntyre
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Holacracy is management by committee with an emphasis on experimentation. The CEO formally relinquishes authority to a constitution and re-organizes everyone into decentralized teams that choose their own roles roles and goals.

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Ron McIntyre's curator insight, August 6, 8:40 AM

Great document on Holacracy and Zappos.  Worth reading. I believe it has merit but only time will tell.

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Virtual Teams Used Most by Global Organizations, Survey Says

Virtual Teams Used Most by Global Organizations, Survey Says | Organisational Development | Scoop.it
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What Makes Collaboration Actually Work in a Company?

What Makes Collaboration Actually Work in a Company? | Organisational Development | Scoop.it
For companies to survive they must become more rapidly adaptive and innovative in ways customers and employees value. Get insights into exactly how from Ron Ricci, Carl Wiese, Morten Hansen, Erika Anderson, Steve Denning, Tim Sullivan and Ray Rishman.

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30 Things British People Say Vs What We Actually Mean. #9 Is Perfect.

30 Things British People Say Vs What We Actually Mean. #9 Is Perfect. | Organisational Development | Scoop.it
Click To Enlarge

Via Marty Koenig
Lisa McCarthy's insight:

Love this article - one of my biggest learnings when immigrating to England, was "understanding the language", especially in the corporate setting.  By the way, I'm still learning...

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Christian Habermann's comment, August 8, 7:39 AM
Love the "Not too bad actually." It's Brilliant!! I am surprised that brill or brilliant did not make it though??