Talent and Performance Development
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Talent and Performance Development
Making sense of performance and talent development systems to create & sustain high performance in organizations. For the BEST of the BEST curated news in performance, change, agile learning, innovation, motivation, social media and careers, SUBSCRIBE to Reveln.com/Tools/
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Rescooped by Deb Nystrom, REVELN from Strategy and Competitive Intelligence by Bonnie Hohhof
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HBR: What Happens When All Employees Work When They Feel Like It? Prosperity & Health?

HBR:  What Happens When All Employees Work When They Feel Like It?  Prosperity & Health? | Talent and Performance Development | Scoop.it

Chopping up the total amount of work that needs to done in your firm into blocks that suit our human physiology has nothing to do with the actual work. If the total amount of work that needs to be done in a firm in one week equals 20,000 hours, it is just as arbitrary to chop that up into 500 40-hour work weeks as it is to chop it up into 800 blocks of 25 hours.

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Leaders ....realize[d] that for skilled people disillusioned with the [traditional] employment model ...there is a strong attraction to work tailored to their individual requirements. 

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A five-day work week consisting of eight-hour days happens to be the social norm i...at present.  [However, consider] a company that disrupts that kind of social norm in its industry.  [It] could potentially build a momentous competitive advantage out of it.

An Example:    Eden McCallum has set itself up as a so-called “double-sided market,” tying together supply (consultants) and demand (clients) – similar to platforms like eBay, eHarmony, peer-to-peer betting company Betfair, or property search firm Zoopla.  Leaders at the firm realize that for skilled people disillusioned with the employment model of traditional firms, there is a strong attraction to work tailored to their individual requirements. This allows the firm to hire good employees at a good price. Clearly, there are other industries where the skill level of a firm’s employees is crucial for competitive advantage.

  

As for all Scoops, click on the photo or title to see the full article.

Related change & performance posts by Deb:

 

           

       

    


  • Stay in touch with the monthly Best of the Best news, taken from Deb's  9 multi-gold award winning curation streams.  Preview it here via REVELN Tools.

 


Via Bonnie Hohhof
Deb Nystrom, REVELN's insight:

"New Work" thinking has been developing in the new economy and digital age for awhile.  Right now, Uber, the personal vehicle taxi service, via a "killer app," is a thorny but successful example at the time of this writing.  

Historically, "New Work and New Culture" ideas and ideals have been around by the likes of Frithjof Bergman, at the University of Michigan for several decades. 

Another alternative view is this. also on ScoopIt:  Change in the Nature of Work: The Case For "Antiwork" and the 20 hour Work Week  
 

"...we see the persistent belief that we can achieve 'full employment.' Rifkin showed empirically that this is nonsense, unless we create a lot of make-work, i.e., work for the sake of working. And that’s what, as a society, we seem to be doing. Everywhere you look there are stupid, pointless (and probably environmentally destructive) jobs."

 

  

What is needed are more business people and entrepreneurial saavy to create more opportunities to adapt to this new business thinking  that takes technological disruption seriously.

 

~  Deb

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Deb Nystrom, REVELN's curator insight, March 2, 2015 12:47 PM

"New Work" thinking has been developing in the new economy and digital age for awhile.  Right now, Uber, the personal vehicle taxi service, via a "killer app," is a thorny but successful example at the time of this writing.  

Historically, "New Work and New Culture" ideas and ideals have been around by the likes of Frithjof Bergman, at the University of Michigan for several decades.

Another alternative view is this. also on ScoopIt:  Change in the Nature of Work: The Case For "Antiwork" and the 20 hour Work Week  
 

"...we see the persistent belief that we can achieve 'full employment.' Rifkin showed empirically that this is nonsense, unless we create a lot of make-work, i.e., work for the sake of working. And that’s what, as a society, we seem to be doing. Everywhere you look there are stupid, pointless (and probably environmentally destructive) jobs."

     

What is needed are more business people and entrepreneurial saavy to create more opportunities to adapt to this new business thinking  that takes technological disruption seriously.

 

~  Deb

Deb Nystrom, REVELN's curator insight, April 1, 2015 1:26 PM

"New Work" thinking has been developing in the new economy and digital age for awhile.  Right now, Uber, the personal vehicle taxi service, via a "killer app," is a thorny, problematic,  but so far an successful example at the time of this writing.  
    

Historically, "New Work and New Culture" ideas and ideals have been around by the likes of Frithjof Bergman, at the University of Michigan for several decades. 
     
Another alternative view is this. also on ScoopIt:  Change in the Nature of Work: The Case For "Antiwork" and the 20 hour Work Week.   ~  Deb

 

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Why Should You Care About Business Intelligence? - Innovation, Performance & Decisions

Why Should You Care About Business Intelligence? - Innovation, Performance & Decisions | Talent and Performance Development | Scoop.it

[It's important that business] intelligence (BI) is being used correctly by everyone in the business, including finance, marketing and sales.

  

Small businesses might also run into problems if they choose to rely solely on spreadsheets, problems such as:

   

  • Spending more time and manpower than necessary to maintain and set up spreadsheets
   
  • Not having the proper resources for sufficient feedback and data sharing  (essential to performance development for individuals and teams)
  
  • Having to deal with ...errors in spreadsheets

Before, business intelligence solutions were simply too expensive and intricate for every business to have, but times have changed so that intelligence solutions are now more accessible for businesses of all types and sizes.

Some of the newest innovations for BI solutions include:

   

  • Software that is function specific
  • Broader intelligence solution suites that have been pre-programmed
  • Solutions that are automatically integrated

There are more options than ever for businesses looking to take advantage of intelligence for business solutions.


Read more at http://www.business2community.com/business-intelligence/care-business-intelligence-0661723#lkyOCVPlxdVUJAmP.99



 

Deb Nystrom, REVELN's insight:

Data is a driver of many things, including helping simplify the problems with the human element in performance management, from giving feedback to people to empower achievement, to pinpointing vulnerabilities in running the business.  

Business Intelligence connects with improvement, responsiveness as Data, Purpose, Plan, Evaluate or DPPE, an acronym II've used with teams, groups and in planning.  It is similar to the Shewhart cycle of Plan-Do-Check-Act (PDCAcycle, or PDSA where Check is swapped for Study.


~  Deb

 

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6 Game Findings: High Performance Teams > Leadership & Decision Making

6 Game Findings: High Performance Teams > Leadership & Decision Making | Talent and Performance Development | Scoop.it

"6 critical differences between top performers and the rest in the areas of leadership and decision-making."


Finding 1: Top Performers avoided the "Presumption of change" trap.

Evidence for Finding 1: Even though the game starts with each team inheriting a business from the previous executive team 95% of the participants showed no curiosity regarding how successful the previous leadership team had been and why!


...almost all new leaders focus on what they need to change but not what they need to preserve.


What to change is only part of the challenge and for whatever reason (ego, identity, peer pressure ...) showing a lack of respect for the previous team's achievements seems to be a good predictor of sub-optimal performance.


Finding 2: Top Performers suspended assumptions, thoroughly reviewed all available instructions/background research and actively sought out any available expert input.
 

Evidence for Finding 2: Senior teams or functional experts generally did worse in the game than expected and junior teams/non-functional experts generally did better than expected.


As people become more experienced and competent they often become more fixed on their "Golden Rules" ("this always works" or "never do this"). [These] can also close people down to a fresh examination of the facts available to them.

In many cases the evidence which was available would have directly challenged these golden rules if it had been properly and objectively evaluated.


Read the full post  for more.


Related posts by Deb:

      


   

Deb Nystrom, REVELN's insight:

This is an insightful list of provocative high performance team insights, different than the usual laundry list of "strong leadership," "stable teams," and, of course, a certain measure of "trust."  ~  D

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Djebar Hammouche's curator insight, September 4, 2013 12:06 PM
6 Findings: High performance team Leadership and Decision Making
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The New HR Organization is a Talent Machine 2014

The New HR Organization is a Talent Machine  2014 | Talent and Performance Development | Scoop.it

"HR 2014 Future Trend findings by Bersin of Deloitte Analyst based on interviews with organizations on the Future of HR."


Excerpted:


1. Talent Management Defines HR


Microsoft's recently announced they've done away with forced ranking. ...HR's role was to spearhead this change - beyond the basics (payroll, employee relations, time and attendance, compliance.)  The basics are NOT enough to be competitive.


2. Integrated Talent Management Has Shifted to Optimized Talent Management.   ... "Optimization" = how can they better compete to attract, retain, and engage their aging workforce?


3. HR Business Partner Roles Have to Change Dramatically

This item features a special performance consulting group...of five senior HR specialists (staffing, OD, learning, labor relations) working on special talent projects. They diagnosed a problem in one unit as a lack of employment brand in one of the areas they serve. They worked with the recruiting team to build a local, highly tuned employment branding program - with internships, local universities and new sourcing tools - to gain access to engineers. Within a few quarters the problem started to go away.


Could a generalist have done this without a lot of help? Unlikely.


4.  Business Thinking and Data Are Now Critical to Success

...build talent analytics and workforce planning capabilities so [HR] can prove that we're delivering impact.

Photo: gilmorec Flickr cc


Related posts by Deb:

Choices for High Performance Teams, Groups and Psuedo-Teams: Achievement Is How You Say It

     

Beyond Resilience: Givers, Takers, Matchers and Anti-Fragile Systems

Deb Nystrom, REVELN's insight:

I'd define the 2014 term as Talent Development.  Traditional management techniques are changing too.  Many of the bigger companies, including Microsoft as cited in this article, have been slow to change.  Mid-size  and more agile large companies have long ago dropped forced rankings, for example.


Mid-size and larger companies are also building in Business Intelligence, data access that is accessible by more than the traditional management / leadership elite.  This is also changing the nature of business.

Bersin's views capture approaches already in place in leading companies, the exact point of this curation stream.  ~  Deb

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Deb Nystrom, REVELN's curator insight, December 11, 2013 4:08 PM

I'd define the 2014 term as Talent Development.  Traditional management techniques are changing too.  Many of the bigger companies, including Microsoft as cited in this article, have been slow to change.  Mid-size  and more agile, adaptable large companies have dropped forced rankings long ago.


Mid-size and larger companies are also building in Business Intelligence, data access that is accessible by more than the traditional management / leadership elite.  This is also changing the nature of business.

Bersin's views capture approaches already in place in leading companies, the exact point of this curation stream.


From Talent and Performance Development 

http://www.scoop.it/t/talent-and-performance-development 

news.   ~  D

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Why Are We Managers So Poor at Feedback? It’s Like Trying to Explain How to Use a Towel to a Fish

Why Are We Managers So Poor at Feedback?  It’s Like Trying to Explain How to Use a Towel to a Fish | Talent and Performance Development | Scoop.it

Is the manager’s most important job to give feedback to employees? ....Study after study point to managers who are poor at giving feedback as the major reason why performance appraisals fail.


Excerpts:

"...most managers are so poor at it which means the feedback is infrequent, poorly timed, of poor quality, or all three."

Sibson Consulting reports that HR professionals are frustrated because managers don’t give constructive feedback and 58% of HR professionals give their number one feedback tool, the annual performance review, a C grade or below. 


Study after study point to managers who are poor at giving feedback as the major reason why performance appraisals fail.


...[The] ..four big reasons (barriers) why feedback is poorly done now:


  • …what managers call feedback is not feedback at all. It is criticism. Feedback is data from a process that is used for learning.
    
  • Second, current HR polices require managers to give the feedback. Why not give employees the ability and autonomy to collect their own data? ... Why not provide autonomy and trust to employees instead?
    
  • Third, the work environment most often discourages open and honest feedback. …How can managers give feedback to something they can’t see?
    
  • Fourth, most managers intuitively know….Attempting to provide feedback on the behaviors of employees without studying the entire system (the context) is like trying to explain how to use a towel to a fish.
   
Related posts by Deb:
      
Curing ONE of the Seven Deadly Diseases of Management, Performance Appraisals

       

From Chaos to Creative Performance Development in a VUCA World (One that is Volatile, Uncertain, Chaotic and Ambiguous) - Slideshare

        


photo:  by deepwarren Flickr cc 


Deb Nystrom, REVELN's insight:

This helpful article points to the systemic source of problems in performance appraisals and feedback.  It also implies that data and business intelligence have a bigger role that managers could help happen.  

Getting data in the hands of those who could best use it for, direct, untainted, well-timed feedback relieves managers of a burdensome, low-value task and empowers them to direct data tools to where they can do the most good.  ~  Deb

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Business & Talent Building: Problems With Incubators, and How to Solve Them

Business & Talent Building: Problems With Incubators, and How to Solve Them | Talent and Performance Development | Scoop.it

"Financing isn't success, and office space isn't value...  there are over 7,500 business incubators around the world. Most of them fail."



The first business incubator in the U.S. opened in 1959 and is still operating. In the last couple of years, we have seen a renaissance in the incubator business. Pioneered by YCombinator, Silicon Valley's flagship incubator led by Paul Graham, incubators have come back with a vengeance.


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...incubators ...need to overcome two pitfalls: they need to provide real value, not just office space, and they need to measure success in more than just outside funding.

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YCombinator has seen some significant successes...[and] has fueled ...an incubator bubble.... Incubator are now a global phenomenon, and there isn't a major city in the world where an incubator isn't cropping up.


For incubators to live up to their full economic potential, they need to overcome two pitfalls: they need to provide real value, not just office space, and they need to measure success in more than just outside funding.

Deb Nystrom, REVELN's insight:

A management quote I have adapted seems to fit here: "If it can be measured with the right measures at the right time with the right tools and by the right people, it can lead to new productivity, motivation and high performance."  

Ownership of good data can power incubator success, entrepreneurial spirit and innovation.  ~  Deb

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