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6 Ways To Make Your Leadership And Workplace Fun Again

6 Ways To Make Your Leadership And Workplace Fun Again | Organizational Development | Scoop.it
People desire a “leadership refresh” in their organizations.

Via John Thurlbeck, FCMI FRSA
Chery Gegelman's insight:

What have you done or experienced that made your workplace fun again?  

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John Thurlbeck, FCMI FRSA's curator insight, November 1, 2013 3:59 AM

Some great advice here from Glenn Llopis and he started with a superb one ~ 'Allow people to fail' so as to encourage employees to test their ideas! Definitely!

David Hain's curator insight, November 3, 2013 4:38 AM

We perform, learn and treat others better when we are having fun.  How much is there in your workplace?

Miklos Szilagyi's curator insight, November 4, 2013 3:14 AM

Now, that's a tricky area... there are bosses who says straight: "OK, it's work, we pay them, let1s them find fun elsewhere..." Do you think it's so rare? Well, I don't think so... might be that the time is mature not to show this in full scale but that it's there in lots of bosses' mind, you know, I have made already less sure bets, too...

 

1. Allow people to fail, encourage them to test their ideas - one of the most controversial - how many times is it still OK? I understand but come on... even at home,  with your loved family, just try to reframe it...:-)))

2. Build team that last - yes, absolutely, that's may favorite, I have always done that, it's crucial, true... the type of "people are interchangeable" is laughing staff... while of course, they (we) are... but that's another level, please...

3.  Hold no secrets, be a good communicator - yes and know and work on it... try to be as open and transparent as possible (what you are not saying they will found out, and the result might be disastrous because they will not necessarily have a good guess... they might guess much worse than the reality... so, transparency pays...). To be a good communicator might be difficult for some, but a passable level is learnable for anyone... work on it...

4. Be the real you, don't hide behind the title... you know what? Everybody will read you more or less exactly... even when you try to hide... it's a looser game if you try (and how many try it...)... no alternative, I think...

5. Keep people on their toes... as McCormack has written: "110%" (perhaps today his book's title would be "130%" who knows...) Never allow your employees to get complacent... that's important and difficult to keep... tough one...

6. Keep it simple, make it fun... true... for that you should be such a guy who has the right mix of serious and fun.... not many I have met such.... but good luck...:-)))

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DEEP Understanding Drives Change

DEEP Understanding Drives Change | Organizational Development | Scoop.it
Titled leaders can be completely disconnected & long-time employees can begin to accept the barriers. Deep understanding drives change.
Chery Gegelman's insight:
Two real cities inspired this NEW post. ...And there is something we can ALL learn from them.
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Rescooped by Chery Gegelman from Social Media Resources & e-learning
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Why You NEED Social Media Landing Pages (Not Just a Homepage!)

Why You NEED Social Media Landing Pages (Not Just a Homepage!) | Organizational Development | Scoop.it

With so much traffic being driven these days via social media, it’s important to implement designated social media landing pages as part of your marketing strategy. Remember, folks who click your a…


Via Stefano Principato, AlGonzalezinfo
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AlGonzalezinfo's curator insight, June 3, 6:31 AM

This image is classic.  We spend so much time on social that we may forget to pay enough attention to the landing page, which could be the most important phase of the "call to action".  


Love this!

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Putting Design Thinking into Action, the 5 phases of the design process

Putting Design Thinking into Action, the 5 phases of the design process | Organizational Development | Scoop.it
Putting Design Thinking into Action, the 5 phases of the design process ~ IDEO (Putting Design Thinking into Action, the 5 phases of the design process ~ IDEO http://t.co/eSUaj55D70)...

Via Fred Zimny, David Hain
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FlipOver.org's curator insight, November 11, 2013 5:15 AM

#DesignThinking #FlipOver

 

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How to Tell If Office Politics Rule Your Business

How to Tell If Office Politics Rule Your Business | Organizational Development | Scoop.it
Are you and your staff more concerned with gossip and power plays than building a strong business? Here are six symptoms of a toxic political culture.
Chery Gegelman's insight:

I deeply believe that most of the answers organizations and communities are seeking today are waiting to be discovered within.  Here's why...

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The strong correlation between fair leadership and inspiring change

The strong correlation between fair leadership and inspiring change | Organizational Development | Scoop.it
A paper from Journal for Business Ethics suggests fairness in leadership is a powerful motivator inside and outside a company

Via Susan Bainbridge
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Don Cloud's curator insight, October 8, 2013 8:45 PM

Integrity and strength of character are at the heart of leadership ... and a culture of "fairness" resonates across and outside of an organization.

Cath Daley's curator insight, October 9, 2013 8:16 AM

And I think fairness follows on automatically if you have integrity very high in your values, both personally and as accompany.fairness and integrity go hand in hand

Helena Gonçalves's curator insight, October 23, 2013 5:03 AM

Would you use "fair" to describe your leader?

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Pat Lencioni on Organizational Health

http://www.thespeakersgroup.com In this video, popular business speaker and best-selling author, Patrick Lencioni, shares why he believes that organization h... (Servant Leaders are unique positioned to create Organizational Health!
Chery Gegelman's insight:

"I am convinced that once organizational health is properly understood and placed into the right context it will surpass all other disciplines in business as the greatest opportunity for improvement and competitive advantage.  Really."  Patrick Lencioni  

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Amazon CEO Jeff Bezos Had his Top Execs Read these Three Books

Amazon CEO Jeff Bezos Had his Top Execs Read these Three Books | Organizational Development | Scoop.it

"My favorite detail from the Bezos interview? This summer he spent time at Lab126, a Silicon Valley outpost about a mile from Apple headquarters where Amazon engineers hash out hardware designs. And he also hosted three all-day book clubs with Amazon's top executives, capped by nice dinners at the end. Bezos said he used the books as frameworks for sketching out the future of the company."

Chery Gegelman's insight:

What books would you use to set the framework for sketching out the future of your company?  

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The answers are on the floor | SmartBlogs

The answers are on the floor | SmartBlogs | Organizational Development | Scoop.it
Managers find success in extracting the best performance from direct reports. Leaders do so by inspiring them to contribute to the business.
Chery Gegelman's insight:
I deeply believe that most of the answers organizations and communities are seeking today are lying dormant inside of their employees, their customers and their suppliers just waiting to be discovered and unleashed.This post provides evidence about what is possible when titled leaders learn to listen to those on the frontlines.  
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Repeat Your Message & Model The Behavior You Wish To See x(21)!

Repeat Your Message & Model The Behavior You Wish To See x(21)! | Organizational Development | Scoop.it
Chery Gegelman's insight:

Leading #Change?  Repeat your message and model the behavior you wish to see x(21)!  http://consultgiana.com/?s=7+Tips+for+Leading+Change

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The Rise of Compassionate Management (Finally)

The Rise of Compassionate Management (Finally) | Organizational Development | Scoop.it
Why years of research are finally making a dent.
Chery Gegelman's insight:

Quick show of hands...  Who is ready for more compassionate workplaces?  The good news is that if you haven't felt it, HBR is validating that it is on the rise!  Great post via Linda Fitzgerald!  

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A Very Simple Reason Employee Engagement Programs Don't Work

A Very Simple Reason Employee Engagement Programs Don't Work | Organizational Development | Scoop.it
Most so-called employee engagement programs are misbegotten, unwieldy, ineffective rolling caravans of impractical or never-going-to-be-implemented PowerPoint presentations.
Chery Gegelman's insight:

"People aren't engaged by programs; they're engaged by people."

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The answers you seek are lying dormant in plain sight...

The answers you seek are lying dormant in plain sight... | Organizational Development | Scoop.it
Chery Gegelman's insight:

I AM CONVINCED:  That most of the answers organizations and communities are seeking today are lying dormant instide of their employees, their customers and their suppliers just waiting to be discovered and unleashed.  

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Zappos says goodbye to bosses

Zappos says goodbye to bosses | Organizational Development | Scoop.it

The unusual approach is called a holacracy!


Via David Hain
Chery Gegelman's insight:

This move is getting lots of attention.  What are your thoughts?

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Robin Martin's curator insight, January 7, 9:18 PM

Leading themselves? 

Patricia D. Sadar - Career and Leadership Acceleration Coach's curator insight, January 9, 2:25 PM

This is forward thinking! 

 

It all comes down to what your company culture is, and what you hope to achieve as a result of this culture. 

 

When we work with executive teams one of the questions that we ask is this:  "What is impossible today; however, if we accomplished this would be a game-changer for our industry?"  Because when you think of it -- nothing is impossible.

 

When you have a leader like the CEO of Zappos...he is constantly asking himself and the team this question. 

 

I am very excited to learn from this model...what are your thoughts?

 

 

Terence R. Egan's curator insight, February 26, 6:16 AM

Zappos has led the business community in new management concepts in the past. This idea is super-radical.


Articles published by the company provide a little detail on how this system will work,  however I get the impression that the concept will evolve as they discover major shortcomings and seek to address them.


Zappos may be getting rid of official job titles and management responsibilities, however natural leaders are sure to emerge and take control. In the absence of clear reporting lines and command structures, there will be a strong tendency for 'feifdoms ' to emerge. 


Concepts such as Holacracy, Democracy, Communism, etc. are wonderful in theory, however there is one major obstacle that has never been overcome: the nature of human beings. Self-interest always wins!


In my opinion, Zappos will only make this work after a serious dilution and modification of the core principles. I admire their effort and look forward to observing their progress. We may all learn something valuable from this initiative.


"Go Zappos, Go! ... Go Zappos, Go! ... Go Zappos, Go! "


[I'm staying on the sidelines]

Rescooped by Chery Gegelman from Developing The Leader Within You
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6 Ways To Make Your Leadership And Workplace Fun Again

6 Ways To Make Your Leadership And Workplace Fun Again | Organizational Development | Scoop.it
People desire a “leadership refresh” in their organizations.

Via John Thurlbeck, FCMI FRSA
Chery Gegelman's insight:

What have you done or experienced that made your workplace fun again?  

more...
John Thurlbeck, FCMI FRSA's curator insight, November 1, 2013 3:59 AM

Some great advice here from Glenn Llopis and he started with a superb one ~ 'Allow people to fail' so as to encourage employees to test their ideas! Definitely!

David Hain's curator insight, November 3, 2013 4:38 AM

We perform, learn and treat others better when we are having fun.  How much is there in your workplace?

Miklos Szilagyi's curator insight, November 4, 2013 3:14 AM

Now, that's a tricky area... there are bosses who says straight: "OK, it's work, we pay them, let1s them find fun elsewhere..." Do you think it's so rare? Well, I don't think so... might be that the time is mature not to show this in full scale but that it's there in lots of bosses' mind, you know, I have made already less sure bets, too...

 

1. Allow people to fail, encourage them to test their ideas - one of the most controversial - how many times is it still OK? I understand but come on... even at home,  with your loved family, just try to reframe it...:-)))

2. Build team that last - yes, absolutely, that's may favorite, I have always done that, it's crucial, true... the type of "people are interchangeable" is laughing staff... while of course, they (we) are... but that's another level, please...

3.  Hold no secrets, be a good communicator - yes and know and work on it... try to be as open and transparent as possible (what you are not saying they will found out, and the result might be disastrous because they will not necessarily have a good guess... they might guess much worse than the reality... so, transparency pays...). To be a good communicator might be difficult for some, but a passable level is learnable for anyone... work on it...

4. Be the real you, don't hide behind the title... you know what? Everybody will read you more or less exactly... even when you try to hide... it's a looser game if you try (and how many try it...)... no alternative, I think...

5. Keep people on their toes... as McCormack has written: "110%" (perhaps today his book's title would be "130%" who knows...) Never allow your employees to get complacent... that's important and difficult to keep... tough one...

6. Keep it simple, make it fun... true... for that you should be such a guy who has the right mix of serious and fun.... not many I have met such.... but good luck...:-)))

Rescooped by Chery Gegelman from Business change
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Saul Kaplan: Is Your CEO Serious About Innovation? Ask 10 Questions

Saul Kaplan: Is Your CEO Serious About Innovation? Ask 10 Questions | Organizational Development | Scoop.it
My friend and Boston Globe innovation columnist, Scott Kirsner, has launched an interesting new on-line platform for corporate innovation executives.

Via David Hain
Chery Gegelman's insight:

#2 & #3 Are my favorite questions on this list.  Which ones stand out to you?  

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David Hain's curator insight, October 9, 2013 2:36 AM

"If leaders don’t want to change, all the consulting jargon and fancy PowerPoints in the world won’t convince them to. "

 

10 good questions - or a self-check list.

Rim Riahi's curator insight, October 10, 2013 12:11 AM
David Hain's insight:

"If leaders don’t want to change, all the consulting jargon and fancy PowerPoints in the world won’t convince them to. "

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The enemy within: Internal customer service impacts organizational growth

The enemy within: Internal customer service impacts organizational growth | Organizational Development | Scoop.it
Internal customer service impacts organizational growth. Everyone in the company plays a role, whether it is directly or behind the scenes.
Chery Gegelman's insight:

"Whether you are the CEO or lead a small work team, you are ridiculously in charge if you are the leader. And you can certainly protect it and defend it against that which would infect it, derail it, or bring it down. You will get what you create and what you allow." Dr. Henry Cloud

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The Secret Sauce: Social Media and Networking

The Secret Sauce: Social Media and Networking | Organizational Development | Scoop.it

The Secret Sauce to Organizational Growth:  Social Media & Networking!  

Chery Gegelman's insight:

If a new entrepreneur in a new city can grow an organization with social media and networking, imagine what an established business can do!  

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What If… The Solution Your Organization Is Seeking Begins By Taking The Air Out Of Your Tires?

What If… The Solution Your Organization Is Seeking Begins By Taking The Air Out Of Your Tires? | Organizational Development | Scoop.it
7 Real examples of the little things that pit people and teams against each other, that decrease customer loyalty, that increase inefficiency, that limit creativity and problem solving and ultimately decrease organizational growth.
Chery Gegelman's insight:
"When a leader can't or won't empower others, he creates barriers within the organization that people cannot overcome. If the barriers remain long enough, then the people give up, or they move to another organization where they can maximize their potential." John Maxwell
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Chery Gegelman's comment, September 28, 2013 11:54 AM
Thanks David Hain, Raj Nadar and MGLHR for the re-scoops!
Rescooped by Chery Gegelman from Corporate Culture and OD
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70% of Organisational Change Efforts Fail. 8 Steps for Leading Change.

70% of Organisational Change Efforts Fail. 8 Steps for Leading Change. | Organizational Development | Scoop.it
70% of organisation change efforts fail. John Kotter has an 8 step process that can reduce the likelihood that your project of organisational change (and all leadership projects mean some form of c...

Via Alexis Assimacopoulos
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David Hain's curator insight, September 20, 2013 3:50 AM

Classic model.

John Michel's curator insight, September 20, 2013 12:00 PM

A big source of failure is starting action before you have put together a solid base of support and understanding before acting.

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World-Class Leadership Skills

World-Class Leadership Skills | Organizational Development | Scoop.it

World-class leaders great at both srrategic and operational ends. Dig the #dubset and do it!


Via Johann Gauthier, David Hain
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MyKLogica's curator insight, September 19, 2013 3:29 AM

Los grandes líderes, aquellos que pueden "Jugar" a nivel global, en compañías Tier1, son aquellos que han desarrollado de forma equilibrada sus competencias estratégicas y tácticas, de forma que tienen la visión de dónde quieren llegar, la habilidad de transmitirla y actuar en su día a día para llegar a ello.

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3 Steps to Take to Avoid Becoming an Ethical Scandal | ChiefExecutive.net | Chief Executive Magazine

3 Steps to Take to Avoid Becoming an Ethical Scandal | ChiefExecutive.net | Chief Executive Magazine | Organizational Development | Scoop.it
Chery Gegelman's insight:

Very important read via CEO @TeresaKnox

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7 Tips For Leading Change From The Middle

7 Tips For Leading Change From The Middle | Organizational Development | Scoop.it

Are you convinced that you and your team are capable of making a bigger difference?  …For each other?  …For your organization?  …For your community? 

Chery Gegelman's insight:

Third scoop ever!  Any tips?  

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