Thriving or Dying in the Project Age
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The 8 Habits of Highly Productive People | Personal Excellence

The 8 Habits of Highly Productive People | Personal Excellence | Thriving or Dying in the Project Age | Scoop.it
Productivity is about how you manage yourself, and the habits you practice. Learn how to be productive via the 8 habits of highly productive people and increase your productivity dramatically.
Claude Emond's insight:

Another excellent post of Celes Chua

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Anne-Laure Delpech's curator insight, April 2, 2014 2:38 AM

Interesting thoughts on what's productivity

Thriving or Dying in the Project Age
Anything that concerns project-oriented activities, employee engagement and servant-leadership, including my writings and conference materials
Curated by Claude Emond
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Leading Together for Change - My new Website

Leading Together for Change - My new Website | Thriving or Dying in the Project Age | Scoop.it
high performance coaching, consulting, training and speaking programs to support you on your journey to become a better leader and co-leader of change.
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Claude Emond's curator insight, October 11, 2014 10:42 PM

The economics of revolution part 1 @davidvdegraw

Corinne Chauffrut Werner 's curator insight, January 13, 2015 4:10 AM

On retrouve le fameux Why How What développé par Simon Sinek également http://www.ted.com/talks/simon_sinek_how_great_leaders_inspire_action?language=fr

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Change This - Leadership Lessons from Poetry and Prose

Change This - Leadership Lessons from Poetry and Prose | Thriving or Dying in the Project Age | Scoop.it
“The poets and great authors of history have left us a treasury of leadership insights. Why not plumb the wisdom of the masters of literature and other inspirational leaders to discover effective and timeless leadership principles?”
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«Leadership» is «The Road less Taken» in the long journey of modern organizational poetic evolution

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Claude Emond's curator insight, August 11, 10:21 PM

«Leadership» is «The Road less Taken» in the long journey of modern organizational poetic evolution

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Managing for Happiness Reveals a New Approach to Employee Engagement

Managing for Happiness Reveals a New Approach to Employee Engagement | Thriving or Dying in the Project Age | Scoop.it
If a happy worker is a more productive worker, how do you foster an environment that allows employees to have fun and be happy? By managing for happiness.
Claude Emond's insight:

A very good review of Jurgen's «new» book. Really, happiness is all that matters and increasing it in the workplace is the key to superior employee engagement and better organizational performance. Using what is offered in Jurgen's book might however have more to do with the right mindset and being a inspiring  leader than being a manager using the contents of this book as a set of recipes. Maybe the book should have titled «Leading for Happiness». Anyway. Do yourself and your employees a big service: buy this book, be inspired by and inspire with its universal truths, change yourself and be the leader that your employees and organization need to change itself and excel. Live happy and prosper!

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Claude Emond's curator insight, August 9, 8:45 AM

A very good review of Jurgen's «new» book. Really, happiness is all that matters and increasing it in the workplace is the key to superior employee engagement and better organizational performance. Using what is offered in Jurgen's book might however have more to do with the right mindset and being a inspiring  leader than being a manager using the contents of this book as a set of recipes. Maybe the book should have titled «Leading for Happiness». Anyway. Do yourself and your employees a big service: buy this book, be inspired by and inspire with its universal truths, change yourself and be the leader that your employees and organization need to change itself and excel. Live happy and prosper!

Claude Emond's curator insight, August 9, 8:45 AM

A very good review of Jurgen's «new» book. Really, happiness is all that matters and increasing it in the workplace is the key to superior employee engagement and better organizational performance. Using what is offered in Jurgen's book might however have more to do with the right mindset and being a inspiring  leader than being a manager using the contents of this book as a set of recipes. Maybe the book should have titled «Leading for Happiness». Anyway. Do yourself and your employees a big service: buy this book, be inspired by and inspire with its universal truths, change yourself and be the leader that your employees and organization need to change itself and excel. Live happy and prosper!

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McKinsey Quarterly 2016 Number 2: Digital Strategy 

McKinsey Quarterly 2016 Number 2: Digital Strategy  | Thriving or Dying in the Project Age | Scoop.it
This issue of the Quarterly, available here as a PDF download, examines the economic dynamics of digital disruption, Pixar’s approach to continuous innovation, the future of performance management, and China’s e-commerce landscape.
Claude Emond's insight:

Digital Strategy and the Economics of Disruption - lots of concepts and usefulinformation

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Claude Emond's curator insight, August 2, 8:51 PM

Digital Strategy and the Economics of Disruption - lots of concepts and useful information

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Scrum Guide Refresh by Jeff Sutherland Ken Schwaber 

Scrum Guide Refresh by Jeff Sutherland Ken Schwaber  | Thriving or Dying in the Project Age | Scoop.it
In this video, Jeff Sutherland and Ken Schwaber, creators of the Scrum Framework, discuss the scrum guide refresh including, agile values and scrum insights
Claude Emond's insight:

At last, Values (mindset) make it into this new version of the  «official» Scrum Guide. Not a lot said but that is a start.

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Claude Emond's curator insight, July 20, 8:08 AM

At last, Values (mindset) make it into this new version of the  «official» Scrum Guide. Not a lot said but that is a start. PDF of the new guide here: http://www.scrumguides.org/docs/scrumguide/v2016/2016-Scrum-Guide-US.pdf ;

Claude Emond's curator insight, July 20, 8:09 AM

At last, Values (mindset) make it into this new version of the  «official» Scrum Guide. Not a lot said but that is a start.

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Five questions boards should ask about IT in a digital world | McKinsey & Company

Five questions boards should ask about IT in a digital world | McKinsey & Company | Thriving or Dying in the Project Age | Scoop.it
CIOs, business executives, and board directors need a shared language to discuss IT performance in a fast-changing environment. Here’s a framework for those conversations.
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Nice organisms finish first: Why cooperators always win in the long run

Nice organisms finish first: Why cooperators always win in the long run | Thriving or Dying in the Project Age | Scoop.it
Leading physicists last year turned game theory on its head by giving selfish players a sure bet to beat cooperative players. Now two evolutionary biologists at Michigan State University offer new evidence that the selfis
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Finding the “Herbie” in Your Change Initiative

Finding the “Herbie” in Your Change Initiative | Thriving or Dying in the Project Age | Scoop.it
Eli Goldratt’s theory of constraints can help leaders better pace and sequence change management programs.
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Claude Emond's curator insight, June 26, 7:07 AM

Using Golratt TOC for initiating your organizational changes. Great stuff ! That's being Lean and Agile

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Seth Godin Startup school - FREE on SoundCloud

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Claude Emond's insight:

This is free on Soundcloud. :)

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Leadership Models | Free eBook in PDF, Kindle and ePUB Format

Leadership Models | Free eBook in PDF, Kindle and ePUB Format | Thriving or Dying in the Project Age | Scoop.it
This FREE eBook explains the principles of team development - download it now for your PC, laptop, tablet, Kindle or Smartphone.
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Rescooped by Claude Emond from 1-2-3, A-B-C : Infographics, «cheatsheets», Manifestos, tips, tricks, how-to, diagrams and shortcuts
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10 Principles of Change Management

10 Principles of Change Management | Thriving or Dying in the Project Age | Scoop.it
Tools and techniques to help companies transform quickly.
Claude Emond's insight:

Welcome back into our corporate lives, dear «plain good old common sense» :)

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Claude Emond's curator insight, May 3, 4:39 PM

Welcome back into our corporate lives, dear «plain good old common sense» :)

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Part 3 of 3 – WHY UNICORNS EAT DINOSAURS FOR BREAKFAST | AfCE

Part 3 of 3 – WHY UNICORNS EAT DINOSAURS FOR BREAKFAST | AfCE | Thriving or Dying in the Project Age | Scoop.it
The why and how every established company can engage employees, accelerate innovation and transform culture, to fuel innovation and avoid becoming someone
Claude Emond's insight:

Part 3 of 3. the 2 other parts also follow in sequence. A story about recreating startups in mature organizations

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Claude Emond's curator insight, April 28, 7:26 PM

Part 3 of 3. the 2 other parts also follow in sequence. A story about recreating startups in mature organizations

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1 of 3 – Why Unicorns Eat Dinosaurs for Breakfast | AfCE

1 of 3 – Why Unicorns Eat Dinosaurs for Breakfast | AfCE | Thriving or Dying in the Project Age | Scoop.it
The why and how every established company can engage employees, accelerate innovation and transform culture, to fuel innovation and avoid becoming someone
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Claude Emond's curator insight, April 28, 7:17 PM

Part 1 of 3. the 2 other parts will also follow in sequence. A story about recreating startups in mature organizations

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Tao Te Ching (Daode jing) English versions - Terebess Asia Online (TAO)

Tao Te Ching (Daode jing) English versions - Terebess Asia Online (TAO) | Thriving or Dying in the Project Age | Scoop.it
Claude Emond's insight:

Links to many English versions/interpretations of the Tao Te Ching: The Way !

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Claude Emond's curator insight, August 13, 9:52 AM

Links to many English versions/interpretations of the Tao Te Ching: The Way !

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How To Make The Whole Organization Agile - Steve Denning

How To Make The Whole Organization Agile - Steve Denning | Thriving or Dying in the Project Age | Scoop.it
Leadership storytelling inspires the culture shift to Agile
Claude Emond's insight:

Very true and very relevant. Alas, except for the 5-10% transformational baby boomer leaders out there, what it says about my generation's reluctance to shift from its top-down control-centered management paradigm to the necessary networked distributed agile-centered leadership paradigm that fits with our VUCA world, is also very true. This generation still calls the shots, so that is very sad for most of our  organizations that really need now to switch to an agile mindset to thrive.

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Claude Emond's curator insight, August 9, 12:50 PM

Very true and very relevant. Alas, except for the 5-10% transformational baby boomer leaders out there, what it says about my generation's reluctance to shift from its top-down control-centered management paradigm to the necessary networked distributed agile-centered leadership paradigm that fits with our VUCA world, is also very true. This generation still calls the shots, so that is very sad for most of our  organizations that really need now to switch to an agile mindset to thrive.

Claude Emond's curator insight, August 9, 12:51 PM

Very true and very relevant. Alas, except for the 5-10% transformational baby boomer leaders out there, what it says about my generation's reluctance to shift from its top-down control-centered management paradigm to the necessary networked distributed agile-centered leadership paradigm that fits with our VUCA world, is also very true. This generation still calls the shots, so that is very sad for most of our  organizations that really need now to switch to an agile mindset to thrive.

Luis Sequeira's curator insight, August 12, 5:49 AM
Interesting read that spans the major 'agility' mindset change at organizational and individual levels.

Storytelling I agree is a change vehicle to help this needed transition.
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Disillusioned with Employee Engagement Surveys? You are Not Alone!

Disillusioned with Employee Engagement Surveys? You are Not Alone! | Thriving or Dying in the Project Age | Scoop.it
Employee Engagement Surveys are measuring symptoms in organizations. They are actually doing a pretty good job at measuring these symptoms. W
Claude Emond's insight:

We have to fix the right thing. Poor communication and poor collaboration are just symptoms and cannot be fixed directly. Fix the cause. What is this cause (this article do not say because they want to sell you «better» survey services). The cause is already well documented: lack of shared purpose that results in misalignment of individual and collective interests and expectations. And it is no a question of managers not managing. It is a questions of absence of true leadership. Too many managers and paper pushers, not enough inspiring leaders. And this problem starts at the top of the organization. You want to change your organization, it starts with changing yourselves and becoming true leaders.

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Exploring the Project Portfolio Manager's Role: Between a Data Manager and a Strategic Advisor

Claude Emond's insight:

Where do you stand as a project portfolio manager/coordinator and where should you stand? Nice research paper and you can download it for free

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Claude Emond's curator insight, August 2, 8:35 PM

Where do you stand as a project portfolio manager/coordinator and where should you stand? Nice research paper and you can download it for free

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Creating a Strategy That Works

Creating a Strategy That Works | Thriving or Dying in the Project Age | Scoop.it
The most farsighted enterprises have mastered five unconventional practices for building and using distinctive capabilities.
Claude Emond's insight:

You cannot design strategic plans without objectives. Interesting article that could have been titled instead «Creating a strategy» because it appears to me that the 5 conventional «non-working» practices are not aiming at objectives but only stating desired outcomes. As Larry Cooper wrote, becoming agile (the 5th conventional practices listed) is not an objective, it is a result. The same can be said of the other 4 conventional practices. It is hard to build a strategy when you do not have clear objectives and express your strategy in terms of desired outcomes. Basically, you do not have a strategy then, you are just chasing a dream.

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Claude Emond's curator insight, July 8, 8:41 AM

You cannot design strategic plans without objectives. Interesting article that could have been titled instead «Creating a strategy» because it appears to me that the 5 conventional «non-working» practices are not aiming at objectives but only stating desired outcomes. As Larry Cooper wrote, becoming agile (the 5th conventional practices listed) is not an objective, it is a result. The same can be said of the other 4 conventional practices. It is hard to build a strategy when you do not have clear objectives and express your strategy in terms of desired outcomes. Basically, you do not have a strategy then, you are just chasing a dream.

Claude Emond's curator insight, July 8, 10:50 AM

You cannot design strategic plans without objectives. Interesting article that could have been titled instead «Creating a strategy» because it appears to me that the 5 conventional «non-working» practices are not aiming at objectives but only stating desired outcomes. As Larry Cooper wrote, becoming agile (the 5th conventional practices listed) is not an objective, it is a result. The same can be said of the other 4 conventional practices. It is hard to build a strategy when you do not have clear objectives and express your strategy in terms of desired outcomes. Basically, you do not have a strategy then, you are just chasing a dream.

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The keys to organizational agility | McKinsey & Company

The keys to organizational agility | McKinsey & Company | Thriving or Dying in the Project Age | Scoop.it
The leaders behind McKinsey’s work on organization design explain the importance of agility and how established companies can become more dynamic.
Claude Emond's insight:

The 3 keys to organizational agility explained in a very clear, simple manner. Achieve the right mixture of BOTH agility and stability on 3 organizational vectors: 1- Structure, 2- Process, 3-People. 

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Claude Emond's curator insight, July 4, 3:43 PM

The 3 keys to organizational agility explained in a very clear, simple manner. Achieve the right mixture of BOTH agility and stability on 3 organizational vectors: 1- Structure, 2- Process, 3-People. 

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Cooperation emerges when groups are small and memories are long, study finds

Cooperation emerges when groups are small and memories are long, study finds | Thriving or Dying in the Project Age | Scoop.it
The tragedy of the commons, a concept described by ecologist Garrett Hardin, paints a grim view of human nature. The theory goes that, if a resource is shared, individuals will act in their own self-interest, but against the interest of the group, by depleting that resource.
Yet examples of cooperation and sharing abound in nature, from human societies down to single-celled bacteria.
In a new paper, published in the journal Scientific Reports, University of Pennsylvania researchers use game theory to demonstrate the complex set of traits that can promote the evolution of cooperation. Their analysis showed that smaller groups in which actors had longer memories of their fellow group members' actions were more likely to evolve cooperative strategies.
The work suggests one possible advantage of the human's powerful memory capacity: it has fed our ability as a society to cooperate.

Via David Hain, Claude Emond
Claude Emond's insight:

Great findings. Let's remember what others mean to us and set our organizations to encourage self-organized small cells (holarchies) acting and collaborating together to make the ultimate difference and create lasting value for everybody

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David Hain's curator insight, June 27, 6:02 AM

Fascinating article on how we can cooperate to avoid the tragedy of the commons!

Claude Emond's comment, June 28, 8:49 AM
Great find David. Going to scoop it all over the place. Cheers from Montreal
Claude Emond's curator insight, June 28, 8:56 AM

Great findings. Let's remember what others mean to us and set our organizations to encourage self-organized small cells (holarchies) acting and collaborating together to make the ultimate difference and create lasting value for everybody

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Leadership Models & Tools - Australian Leadership Foundation

Leadership Models & Tools - Australian Leadership Foundation | Thriving or Dying in the Project Age | Scoop.it
Leaders: Multifactor Change Agents Our research shows that Australians are clear that what has the biggest factor in determining whether a business flourishes or declines is the leadership. The ideal leader does more than just manages the processes and drives the strategies, they lead the teams and shape the culture. Additionally, they drive the sales and …
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Top 20 Best Books on Managing Change | ReadyToManage

Top 20 Best Books on Managing Change | ReadyToManage | Thriving or Dying in the Project Age | Scoop.it
Claude Emond's insight:

Nice list of reference books on Change Management. The Ready to Manage website is also an excellent source for managers who still believe that learning is important. Highly recommended

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Claude Emond's curator insight, May 29, 8:45 AM

Nice list of reference books on Change Management. The Ready to Manage website is also an excellent source for managers who still believe that learning is important. Highly recommended

Claude Emond's curator insight, May 29, 8:48 AM

Nice list of reference books on Change Management. The Ready to Manage website is also an excellent source for managers who still believe that learning is important. Highly recommended

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The Lewis Model Explains Every Culture In The World

The Lewis Model Explains Every Culture In The World | Thriving or Dying in the Project Age | Scoop.it
The Lewis Model identifies countries as Linear-actives, Multi-actives, and Reactives.
Claude Emond's insight:

Where is Quebec in this model? I do not think we are like the rest of Canada. Sometimes I feel like a mix between a Latino, an Irish and a  Korean! Must be my Amerindian blood ! :)

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Claude Emond's curator insight, May 3, 5:28 PM

Where is Quebec in this model? I do not think we are like the rest of Canada. Sometimes I feel like a mix between a Latino, an Irish and a  Korean! Must be my Amerindian blood ! :)

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Stanford Webinar - How to Overcome the Top 3 MegaBiases in Decision-Making

We all fall victim to unintended biases that undermine good decision-making—dragging problems into our comfort zone, letting consensus lead us astray, o
Claude Emond's insight:

Those top 3 mega bias are: the illusion of good decision making bias, the comfort zone bias and the agreement trap bias. Also see an inforgraphic on that here: http://www.sdg.com/wp-content/uploads/2015/07/SDG-3-Megabiases-Infographic.pdf ;

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Claude Emond's curator insight, April 30, 12:07 PM

Those top 3 mega bias are: the illusion of good decision making bias, the comfort zone bias and the agreement trap bias. Also see an inforgraphic on that here: http://www.sdg.com/wp-content/uploads/2015/07/SDG-3-Megabiases-Infographic.pdf ;

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2 of 3 – Why Unicorns Eat Dinosaurs for Breakfast | AfCE

2 of 3 – Why Unicorns Eat Dinosaurs for Breakfast | AfCE | Thriving or Dying in the Project Age | Scoop.it
The why and how every established company can engage employees, accelerate innovation and transform culture, to fuel innovation and avoid becoming someone
Claude Emond's insight:

Part 2 of 3. the 2 other parts also follow in sequence. A story about recreating startups in mature organizations

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Claude Emond's curator insight, April 28, 7:22 PM

Part 2 of 3. the 2 other parts also follow in sequence. A story about recreating startups in mature organizations

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10 organizational behaviors stuck in the industrial era

10 organizational behaviors stuck in the industrial era | Thriving or Dying in the Project Age | Scoop.it
Our emerging workforce is not interested in command-and-control leadership. They don’t want to do things because I said so; they want to do things because they want to do them.  ~Irene Rosenfeld, CEO, Mendelēz International In an earlier post, ‘Culture for the age of ideas’, we argued that the culture of many organisations is still […]
Claude Emond's insight:

We want employees to change behaviors. Well, changing behaviors has to start at the top!

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Claude Emond's curator insight, April 28, 3:23 PM

We want employees to change behaviors. Well, changing behaviors has to start at the top!

Claude Emond's curator insight, April 28, 3:24 PM

We want employees to change behaviors. Well, changing behaviors has to start at the top!

Ian Boreham's comment, May 20, 6:55 PM
I think the change behaviour first point is a valid one. I can see how workplace environment changes are facilitating this at a lot of orgs.