Changing The Workplace
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Why we need a new approach to conflict resolution

Why we need a new approach to conflict resolution | Changing The Workplace | Scoop.it

 
Conflict between employees and their co-workers, with managers, within teams or with their employers is inevitable. It goes by many names: falling out, feud, fight, battle, disagreement, grievance or complaint, to more severe forms including bullying, harassment and discrimination. The problem is rife. The CIPD estimates that four out of ten employees in the UK has experienced some form of interpersonal conflict in the last 12 months.

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The Keys to Creating Receptive Workplace Culture

The Keys to Creating Receptive Workplace Culture | Changing The Workplace | Scoop.it
Have you noticed how you feel? You may tense up or even shut down. This is the last thing we want our team to feel in our workplace culture.

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Unleashing the power of agile teams  

Unleashing the power of agile teams   | Changing The Workplace | Scoop.it

Small, independent teams are the lifeblood of the agile organization. Top executives can unleash them by driving ambition, removing red tape, and helping managers adjust to the new norms.

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Innovation capacity: how to develop it in your organisation

Innovation capacity: how to develop it in your organisation | Changing The Workplace | Scoop.it

Innovation capacity is an important concept for any organisation or company, no matter how small or large. The question is what helps to develop greater levels of innovation capacity?

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Changing the culture of conflict

Changing the culture of conflict | Changing The Workplace | Scoop.it

A new vision of organisational conflict is emerging. In this vision, conflict is no longer seen as a destructive force, destined to drag down morale, productivity and profits. Instead, conflict becomes an opportunity for learning and growth, which can increase creativity and boost motivation and performance.  

For this to happen, things need to change. Change is needed not only at the level of the individual, but also at the level of the organisation. It’s all very well changing the fish but, for lasting results, the water in the fish-tank also needs a change.

Here are the steps you can take to bring this vision of constructive conflict to life.

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Debunking the Major Myth of Engagement

Debunking the Major Myth of Engagement | Changing The Workplace | Scoop.it

From a business perspective, employee engagement is about productivity and outcomes. From an employee perspective, engagement is ultimately about living a full life that actualizes potential and enables individuals to display their true identity, thoughts and feelings. Can these two perspectives be reconciled? The answer is complicated.

Typically, when optimizing for one factor, the other will be suboptimized. Under capitalism, business has traditionally optimized for business results. Some emerging business leaders are challenging this by prioritizing individual development and then setting tough business goals that can act as a pull for individual development toward self-actualization.

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Beyond empowerment - are we ready for the self-managed organization? Doug Kirkpatrick at TEDxChico - YouTube

"Self-Management, simply stated, is an organizational model wherein the traditional functions of a manager (planning, coordinating, controlling, staffing and directing) are pushed out to all participants in the organization instead of just to a select few. Each member of the organization is personally responsible for forging their own personal relationships, planning their own work, coordinating their actions with other members, acquiring requisite resources to accomplish their mission, and for taking corrective action with respect to other members when needed."


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David Hain's curator insight, July 6, 3:04 AM

Doug Kirkpatrick on a new way to organise enterprises based on self-organisation.

Jose Luis Yañez's curator insight, July 11, 6:49 PM
Beyond empowerment - are we ready for the self-managed organization? Doug Kirkpatrick at TEDxChico - YouTube
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Employee engagement: the new rules for 21st century teams

Employee engagement: the new rules for 21st century teams | Changing The Workplace | Scoop.it

Creating a happy, loyal workforce without the need for beer and beanbags.

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How can business leaders make the new world of work better for people?

How can business leaders make the new world of work better for people? | Changing The Workplace | Scoop.it
How can CEOs stay ahead of the curve in training and developing their workforces for using automation and artificial intelligence (AI)? Since companies are doing the hiring and creating the jobs, what role do they play in talent and development? How should companies think about hiring as work changes?

In this episode of the New World of Work podcast, McKinsey Global Institute director James Manyika speaks with two leaders on the forefront of applying AI techniques, such as automation and machine learning, in the business world. John Donahoe, president and CEO of ServiceNow, and Jeff Weiner, CEO of LinkedIn, tackle the tough questions facing companies today.

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5 Ways to Manage Your Organization’s Subcultures

5 Ways to Manage Your Organization’s Subcultures | Changing The Workplace | Scoop.it
Massachusetts Institute of Technology professor Edgar Schein will tell you to look closely at values. Some are pivotal — they are essential to belonging to the group. Others are peripheral — you can compromise on those and still be a member. Those pivotal values are what anchor our people to their organizations. It’s imperative we understand the common values that link people and create active subcultures.

Knowing each of the subcultures for the groups within your organization can impact execution across your business, including how you hire, develop employees, collaborate, address quality, solve problems, deliver services and deploy projects.

Clearly, a one-size-fits-all culture strategy does not work. Again and again we see companies using just one lens to view a new initiative. And even if the change itself might work well for all subcultures, leadership often insists on using only one way to communicate and implement the initiative for everyone. No wonder we trip on unintended consequences.


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David Hain's curator insight, June 12, 5:15 AM

Nobody has a monoculture! Working out the differences is pretty useful information.

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Receptiveness to change: how to predict it

Receptiveness to change: how to predict it | Changing The Workplace | Scoop.it

Receptiveness to change is a key issue in organisations. A lot of time, money and effort is used trying to predict and develop receptiveness to change as this is a primary indicator of organisational readiness for change. A new study looking at the relationships between job satisfaction, organisational commitment and people’s attitudes toward organisational change has just been published  


The intention of the study was to find out how job satisfaction, organisational commitment and people’s attitudes toward organisational change are connected.

 

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The gig economy: How is it changing the UK labour market? 

The gig economy: How is it changing the UK labour market?  | Changing The Workplace | Scoop.it

Since the financial crash of 2008, people have sought new opportunities to make money. Increased competition for work has compelled people to come up with new and interesting ways of earning, leading to a complete revolution of the working world as we know it.  Zero hours contracts, the sharing economy and, most recently, the gig economy are now prominent features of our everyday lives. These concepts are by no means new; however, they are attracting attention in the modern day employment landscape.

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3 Things Companies Do to Build an Exceptional Culture

3 Things Companies Do to Build an Exceptional Culture | Changing The Workplace | Scoop.it

Exceptional workplace doesn't happen by accident.  It starts with a clearly defined vision that includes the company's core values, a detailed description of what each of those values means on a day-to-day basis, and a system for measuring  whether or not the people in the organization are living those values.

I refer to this plan as a culture blueprint, and it's critical to the creation and scaling of your company's culture, just as an architect's plans are to the building of a skyscraper. Done correctly, it serves as a North Star to the senior management team as you hire and manage the company's workforce. Without it, you'll end up building something that's likely to collapse under its own weight.  


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The Learning Factor's curator insight, May 17, 8:56 PM

Top employers create a blueprint, treat HR like a sales organization and govern by meritocracy.

Ann Zaslow-Rethaber's curator insight, May 18, 1:52 PM

 

Company culture is incredibly important ,and far too many companies fail to invest the time and resources to create a positive one. 

 

Make no mistake ...every single company HAS a culture, regardless of weather you try to create one, or not. 

 

What is yours?

 

 

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Keys to unlocking great decision-making  

Keys to unlocking great decision-making   | Changing The Workplace | Scoop.it

For agile organizations, getting decision-making right is critical since their foundation rests on an action-oriented decision architecture. The result: Organizations with high decision-making velocity and quality generate 2.5 times higher growth, 2 times higher profit and 30 percent higher return on invested capital, our research shows.

Still, decision-making is hard. An unclear or poorly defined process can trigger decision “churn,” where previous judgments are revisited; a “fog of accountability,” where no one is truly answerable; “death by PowerPoint,” where decision-making gets lost from too much information sharing; and bureaucratic governance.

We’ve identified three common myths that contribute to difficulties in decision-making:

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Looking in the Mirror Is the Key to Change – Marshall Goldsmith

Looking in the Mirror Is the Key to Change – Marshall Goldsmith | Changing The Workplace | Scoop.it
When my friend, Chris Cuomo, journalist and news anchor on CNN’s Cuomo Prime Time, and I met recently, Chris asked me about my coaching style. I love this question, because in asking it and reflecting on it, Chris comes to the answer himself with just some brief explanation from me. I didn’t have to explain much at all. That’s how coaching should work, I think. What do you think?

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David Hain's curator insight, September 5, 5:33 AM

Marshal Goldsmith on why the mirror test is so critical and how a skilled coach can help.

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Implementing organizational change -- and sustaining it  

Implementing organizational change -- and sustaining it   | Changing The Workplace | Scoop.it

The fundamentals of change implementation are crucial for not only top-level executives but also frontline managers who are involved in the day-to-day work.

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What are the top dos and don’ts when it comes to implementing change in a business?

What are the top dos and don’ts when it comes to implementing change in a business? | Changing The Workplace | Scoop.it

Change is really hard. There’s no need to make it harder. Find out the top dos and don’ts for implementing change in business effectively.

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7 Essential Insights Normally Missed in Culture Change Efforts

7 Essential Insights Normally Missed in Culture Change Efforts | Changing The Workplace | Scoop.it
This milestone post is a salute to passionate and experienced culture and performance change agents. You understand the power of culture in organizations and the challenge, frustration, restlessness, and exhilaration inevitably linked to intentional culture-related action. We’re living in the absolute best time in history to be involved in meaningful culture change. Culture is finally a topic of discussion in most organizations, and we need to make the most of it.

I adjusted my plan for this post during a recent trip to Washington, DC. I was going to write a general “how-to” post, but that changed during an early-morning run by the Washington Monument. I saw the flags at half-staff due to the recent Santa Fe High School shooting in Texas and started thinking about the incredibly challenging culture-related issues in organizations and society as a whole. I thought: “It’s going to take every bit of experience and knowledge to tackle these issues, and a general ‘how-to guide’ barely touches the surface of what we need.” I shifted my focus to zero in on details often missed in culture-related change efforts, even by experienced change agents.

Unless you are some sort of crazy unicorn, we all can benefit from learning from others, especially with something as challenging as shifting or evolving culture. We spend so much time trying to understand the stories and examples from great cultures or listening to the latest inspiring keynote, but we rarely dive into the messy culture realities and specific approaches to change. These seven insights will, hopefully, add to your experience in some new and impactful ways.

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David Hain's curator insight, July 20, 7:24 AM

Perceptive insights from Tim Kuppler on what gets in the way of culture change.

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Blockchain beyond the hype: What is the strategic business value?  

Blockchain beyond the hype: What is the strategic business value?   | Changing The Workplace | Scoop.it

Companies can determine whether they should invest in blockchain by focusing on specific use cases and their market position.

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Management in a post-AI world: the future according to CMI Companions  

What impact will artificial intelligence and matching learning have on management and leadership? CMI Companions explored the issues at a recent roundtable discussion

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How can business leaders make the new world of work better for people?  

How can business leaders make the new world of work better for people?   | Changing The Workplace | Scoop.it

John Donahoe of ServiceNow and Jeff Weiner of LinkedIn speak about how businesses can play a role in improving work for people in the age of automation and artificial intelligence.

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Work/life balance: ditch the clichés

Work/life balance: ditch the clichés | Changing The Workplace | Scoop.it

Work/life balance doesn’t really exist – it’s time to think holistically about productivity and happiness.In an always-on world, can we really

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10 Principles of Organizational Culture

10 Principles of Organizational Culture | Changing The Workplace | Scoop.it
Made of instinctive, repetitive habits and emotional responses, culture can’t be copied or easily pinned down. Corporate cultures are constantly self-renewing and slowly evolving: What people feel, think, and believe is reflected and shaped by the way they go about their business. Formal efforts to change a culture (to replace it with something entirely new and different) seldom manage to get to the heart of what motivates people, what makes them tick. Strongly worded memos from on high are deleted within hours. You can plaster the walls with large banners proclaiming new values, but people will go about their days, right beneath those signs, continuing with the habits that are familiar and comfortable.

But this inherent complexity shouldn’t deter leaders from trying to use culture as a lever. If you cannot simply replace the entire machine, work on realigning some of the more useful cogs. The name of the game is making use of what you cannot change by using some of the emotional forces within your current culture differently.

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David Hain's curator insight, June 5, 4:22 AM

Excellent article on organisational culture form the Katzenbach Centre.

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How management can prevent the downside of change

How management can prevent the downside of change | Changing The Workplace | Scoop.it
The researchers, from universities in China and the US, found it is the perceptions of the change coupled with the perceptions of management which increase role stress and have a negative impact on role performance and job satisfaction. Together these two factors often exacerbate an already bad situation.

 

Drive their staff harder

What the researchers also found was that senior management seeking cost efficiencies will inevitably drive their staff harder. This is often as a direct result of the fact that fewer people have to do the same job as a larger team once did.

In many sectors such as healthcare, the passenger airline industry etc. there are definite minimum ratios between staff and clients that cannot be reduced without compromising safety.

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David Hain's curator insight, May 28, 4:15 AM

Staff perceptions are critical to change receptiveness. this implies a need for continuous dialogue, not simply when change is coming!

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How People Analytics Can Help You Change Process, Culture, and Strategy

How People Analytics Can Help You Change Process, Culture, and Strategy | Changing The Workplace | Scoop.it

 
It seems like every business is struggling with the concept of transformation. Large incumbents are trying to keep pace with digital upstarts., and even digital native companies born as disruptors know that they need to transform. Take Uber: at only eight years old, it’s already upended the business model of taxis. Now it’s trying to move from a software platform to a robotics lab to build self-driving cars.

And while the number of initiatives that fall under the umbrella of “transformation” is so broad that it can seem meaningless, this breadth is actually one of the defining characteristic that differentiates transformation from ordinary change. A transformation is a whole portfolio of change initiatives that together form an integrated program.

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How to Make Sure Agile Teams Can Work Together

How to Make Sure Agile Teams Can Work Together | Changing The Workplace | Scoop.it


Increasing volatility, uncertainty, growing complexity, and ambiguous information (VUCA) has created a business environment in which agile collaboration is more critical than ever. Organizations need to be continually on the lookout for new market developments and competitive threats, identifying essential experts and nimbly forming and disbanding teams to help tackle those issues quickly. However, these cross-functional groups often bump up against misaligned incentives, hierarchical decision-making, and cultural rigidities, causing progress to stall or action to not be taken at all.

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