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Five Steps to Building a Responsive Organization - NinaSimosko.com

Five Steps to Building a Responsive Organization - NinaSimosko.com | Organisation Development | Scoop.it
The world is shifting under our feet. Leaders in the 21st century face a challenge – to respond or stand still. The question is - have you become a responsive organization?
Samantha de Reuck's insight:

Organisations are shifting to take advantage of the changes brought about through the volatile, uncertain, complex and ambiguous worlds in which they exist.

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The Link Between Business Transformation and Culture

The Link Between Business Transformation and Culture | Organisation Development | Scoop.it
In an often-sourced issue of Business Transformation edition of Raconteur magazine, there is this infographic by HATCH Analytics that is appended to a small article called “Building Change Culture with Generation Y”. I was reminded of both recently after returning from a meeting with one of our clients whom are impressed that Headspring can continuously bring in incredibly talented engineers to the project as it grows and grows without any dilution. This isn’t the first time that a client has asked how we can promise such talent as a distinct competitive advantage. Many organizations are having a hard time finding the skills they require to manage an important project in-house. As a matter of fact, according to the 2015 Business Transformation Report: 43% of individual contributors and business transformation decision makers disagree on priorities of the digital enterprise. Headspring is fortunate in this regard. We fit on the meridian for top talent to be able to connect their interests to business transformation as part of our model. And while this infographic calls this “Cause” and “Control” -- at Headspring we call it “Own Your Experience”. Remember: Business Transformation is Driven by Millennial Demand The most prevalent reasons organizations seek business transformation support are: Innovation -- The Cloud and “Big Data” are making information more accessible and usable than ever. Decisions have never been so informed and affordable ensuring “experience” (i.e. seniority) is no longer such a contributing factor in business decisions. Connectivity -- By 2020 there will be 50 BILLION interconnected devices. I am old enough to remember when email was new. Instant accessibility is this generation’s email. 20 years from now everything will be connected -- our work, televisions, cars, and nursery monitors are already there. The platforms and users are ready for more. Self-Determination -- There is a major gap between generations when it comes to tech savvy. Gen X and Gen Y team members know where to find solutions if they are not readily available. BYOD and Shadow IT are now on the top of IT budget priorities because this generation is not waiting for solutions; they’re grabbing them, testing them, and utilizing them every day. Speed and skill are intrinsically tied to this generation -- so empowering them to do what they enjoy shouldn’t be too difficult once you can pin what they want down, right? Except... Millennials Want to do Something Tangible According to this HATCH research: 94% of the 22,000 survey respondents on business culture explain the “more meaning their job has, the more likely they are to feel engaged”. Many organizations will find it a challenge to make the day-in and day-out of the job intrinsically rewarding. There are very few places where maintaining the technology stack feeds the soul. And, while not every project has pointed to a “cause”, Headspring has certainly had more opportunity in this regard because of our business transformation specialty. For example, Headspring -- in the last two years alone -- has been responsible for: Making it easier for hospitals to recognize blood type and digitally scan markers for critical transfusions More organized payloads delivered to the International Space Station An ability to watch commercial drill-bit productivity in terms of soil type, strain, and wear in real time from thousands of miles away Helped almost a thousand at-risk youth be the very first in their families to graduate from college Of course, not every Headspring project has changed the world, but there is still real accomplishment in changing how a company can better serve their clients and teams as well. For example, clients often remind us that enterprise MES and ERP projects improve the productivity of thousands of people. Everyone Wants More Control The other side of the coin, if everyone needed to work where they had a worldly impact, we’d all be at a non-profit of our choosing. The reality is everyone has needs outside their professional lives that round out their happiness. Maslow’s Hierarchy of Needs highlights that while self-actualization is the pinnacle goal; love, safety, shelter and food are more important when it really comes down to it. This is where providing a secure and rewarding place is essential. Establishing clear career paths, incentivizing longevity, retaining work-life-balance employment perks, and a providing a roadmap of business transformative projects to choose from is also something Headspring can offer that product companies have not. Statistically speaking; declines in company benefits -- be it retirement support, dependent care, education benefits, health benefits, and the like -- are still decreasing despite the rebounding economy -- while they are only increasing here at Headspring. “Own Your Experience” is About Facilitating the Best in People -- Transforming Organizations is the Benefit So when I read (constantly) that business interests are consistently articulating concerns that their IT organization lacks the skill and ability to support their business transformation goals, I’m not surprised. When our clients remark that they find it hard to believe we can stand by our promise to provision and retain top talent -- as a competitive advantage -- I can stand by my retort: Our people are our greatest strength. It is because of this, we will invest in their growth and development and challenge our team to achieve beyond their perceived potential. Striving to achieve the best in people is rewarding to them and our clients as business transformation requires not only skill, but heart as well. The Headspring team not only brings passion, they can do so with my commitment to fuel their ambitions. This is an integral part of our business model because it’s a win-win for everyone involved. twttr.conversion.trackPid('l6vsz', { tw_sale_amount: 0, tw_order_quantity: 0 });
Samantha de Reuck's insight:

Generation Y has been referred to as a restless generation, this comes with its own challenges and opportunities. Transformation that is driven by Millennial demands focuses on doing something tangible, giving more control and owning the experience.

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The 4 Types of Productivity Styles

The 4 Types of Productivity Styles | Organisation Development | Scoop.it
There is no one-size-fits-all approach to productivity.
Samantha de Reuck's insight:

Everyone has a personal approach to productivity. Being aware of your approach allows you to work in sync with your natural inclinations. Being aware of your team's individual styles means that you can help them work within theirs - increasing productivity.

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Stop Sprinkling Emotion, Start Creating Magic and Meaning

Stop Sprinkling Emotion, Start Creating Magic and Meaning | Organisation Development | Scoop.it

Via Eric_Determined / Eric Silverstein
Samantha de Reuck's insight:

Bonds between users and the product are created through emotional reactions, making the experience memorable.


Key learnings:

Own the moments that matter to customersEmbrace the moments that are hardCreate new moments of rapport


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Eric_Determined / Eric Silverstein's curator insight, June 12, 2015 1:06 AM

Emotion is what makes an experience an experience - do you agree?


Emotional reactions create bonds between users and products, signifying that they are experiencing something memorable


So, the question isn’t if emotional connection is important, it’s how to do it—and how to do it well


Any experience that feels magical and meaningful is likely also beneficial, easy to use, and has emotional resonance


Magic without meaning: Google glass. It’s magical technology, but people are still struggling to understand what it means to them and the role it plays in their lives.

 

Meaning without magic: Craigslist. It serves a real and meaningful need, but requires too much work for people to find what they need.

 

3 Principles:

 

  1. Own the moments that matter to your customers – make it easier
  2. Embrace the moments that are hard – eliminate pain points
  3. Create new moments of rapport – build a continuous conversation

 

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What is the Difference Between Management & Leadership? | Visual.ly

What is the Difference Between Management & Leadership? | Visual.ly | Organisation Development | Scoop.it
Unnati is a leading training, consulting and learning solutions provider.
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Five Steps to Building a Responsive Organization - NinaSimosko.com

Five Steps to Building a Responsive Organization - NinaSimosko.com | Organisation Development | Scoop.it
The world is shifting under our feet. Leaders in the 21st century face a challenge – to respond or stand still. The question is - have you become a responsive organization?
Samantha de Reuck's insight:

Organisations are shifting to take advantage of the changes brought about through the volatile, uncertain, complex and ambiguous worlds in which they exist.

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5 Ways to Build Congruence Between Leadership, Strategy and Design

5 Ways to Build Congruence Between Leadership, Strategy and Design | Organisation Development | Scoop.it
5 Ways to Build Congruence Between Leadership, Strategy and Design via WorldsView Academy
Samantha de Reuck's insight:

Congruence between effective and healthy leadership, strategy and design requires deliberate consideration of goals, metrics, leadership and interactions. Furthermore, it requires the identification and development of the binding agent of these elements. What is the binding agent for your organisation? 

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on the changing nature of leadership

on the changing nature of leadership | Organisation Development | Scoop.it
Tracy Wolstencroft, CEO of the global executive-search firm, explains the importance of authentic leadership, listening, and getting comfortable with being uncomfortable. A McKinsey & Company article.

Via Don Dea
Samantha de Reuck's insight:
VUCA worlds have implications on the art and science of leadership and what companies expect from executives:The importance of authenticityMerging innovation and consistencyBeing comfortably uncomfortable
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Don Dea's curator insight, June 17, 2015 1:11 AM

The world is increasingly volatile, uncertain, complex, and ambiguous. What does that mean for leaders? In this interview, Tracy Wolstencroft, chief executive officer of global executive-search firm Heidrick & Struggles, discusses with McKinsey’s Rik Kirkland the implications the changing world has for the art and science of leadership and what companies are looking for in potential executives. An edited transcript follows

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Collaboration, Change, and Development

Collaboration, Change, and Development | Organisation Development | Scoop.it
Collaboration, Change, and Development Blog
Samantha de Reuck's insight:

Collaboration divides the task and multiplies the success

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How Company Culture Affects Human Resources

How Company Culture Affects Human Resources | Organisation Development | Scoop.it
Here we look at some of the ways that having a good company culture can affect HR departments. Human resources need to be the ones bettering culture at work

Via Anne Leong, HREvangelist
Samantha de Reuck's insight:

If culture correlates with:
Recruitment
Onboarding
Retention
Ambassadorship
Retirement

 

How do you ensure an effective, encompassing strategy that entrenches your culture?

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Wyatt Fratnz's curator insight, May 26, 2015 6:43 PM

This article give us a great look at "company culture", the overall personality of the company, and why it is significant. Basically, it shows how culture conflicts with different resources and traits significant to the company. Some of these traits are essential to all companies and is broken down to the company's ethics.

 

This is a perfect example of where you can find acculturation, assimilation, and multiculturalism (especially assimilation) applied to the real world, where we can find a large diversity of examples of how this takes place in major companies and organizations.

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Ten Teamwork Killers, And How To Avoid Them

Ten Teamwork Killers, And How To Avoid Them | Organisation Development | Scoop.it
There is a reason being good at teamwork is considered such a desirable trait. Being able to successfully lead and work in teams, whether formed for a specific short-term project or in a longer-term arrangement, is incredibly important to organizations. Yet too often, work teams fail to achieve their objectives. [...]
Samantha de Reuck's insight:

Teams can have boundless potential- if the team works well together. How can you ensure that your organisation both recognizes and deals with teamwork killers?

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