Performance and government
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Performance and government
A curation of topics loosely banded around governement and performance.
Curated by Paul Summers
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Change and Knowledge in a Changing World

Change and Knowledge in a Changing World | Performance and government | Scoop.it

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Change Management: 4 Factors that Distinguish Successes from Failures

Change Management: 4 Factors that Distinguish Successes from Failures | Performance and government | Scoop.it
By Judith E. Glaser

Many MANAGEMENT GURUS, ACADEMICS, and CEOs are writing on change, yet there is a difference between theory and actual change. If you are entrusted to make change happen, run a division, have a strategic HR role, or are in the C...

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The Effective Change Manager: The Change Management Body of Knowledge - The Change Management Institute

The Effective Change Manager: The Change Management Body of Knowledge - Kindle edition by The Change Management Institute. Download it once and read it on your Kindle device, PC, phones or tablets.

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Change By Stealth » Change Factory

Change By Stealth » Change Factory | Performance and government | Scoop.it

RT @appetite4biz: Why small and meaningful is as good as (or better than) grand and glorious" in #ChangeManagement http://t.co/FKlfXGzBkh...


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Upgrading the motivational operating system: A conversation with Daniel Pink

Upgrading the motivational operating system: A conversation with Daniel Pink | Performance and government | Scoop.it
Explore how the principles behind open source--collaboration, transparency, and rapid prototyping--are proven catalysts for innovation.

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Ana Cristina Pratas's curator insight, February 16, 2013 3:56 AM

The world of work has changed, but in many ways the model of motivation hasn’t. Are the traditional rewards of today’s organizations up to the challenge of motivating people to complete creative, complex tasks in creative ways? And can the open source way offer inspiration?

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Change Management Might Finally Be Ready to Change | Social Learning Blog

Change Management Might Finally Be Ready to Change | Social Learning Blog | Performance and government | Scoop.it

The practice of Organizational Change Management (OCM) has gained a lot of momentum over the past couple of decades. In fact, Amazon.com sells more than 900 books...


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Harry Cannon's curator insight, July 12, 2013 1:41 PM

Kotter fans can get a summary of his latest thoughts on the 8 steps.

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26 Time Management Hacks I Wish I'd Known at 20

26 Time Management Hacks I Wish I’d Known at 20 Etienne Garbugli Product Design & Marketing Consultant
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The Complexity of Simplicity | UX Magazine

The Complexity of Simplicity | UX Magazine | Performance and government | Scoop.it
Great work @jayselway! "@smoothannah: The Complexity of Simplicity http://t.co/zwtY2d2CWo"

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Philippe Vallat's curator insight, March 6, 2013 7:40 AM

Good tips for avoiding "bad" - or unusefull - complexity

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Broadband access can help bridge educational divides, empower students | UN News

Broadband access can help bridge educational divides, empower students | UN News | Performance and government | Scoop.it

Broadband connectivity has the potential to transform education by giving teachers and students access to learning resources and technologies that will allow them to improve their skills in the context of a globalized economy, according to a United Nations report released today.

 

The report, Technology, Broadband and Education: Advancing the Education for All Agenda, argues that access to high-speed technologies over fixed and mobile platforms can help students acquire the digital skills required to participate in the global economy and contribute to ensure their employability once they finish their studies.

 

“The ability of broadband to improve and enhance education, as well as students’ experience of education, is undisputed,” said the Secretary-General of the International Telecommunication Union (ITU), Hamadoun Touré, adding that online access widens education and employment prospects for students all over the world.

 

“A student in a developing country can now access the library of a prestigious university anywhere in the world; an unemployed person can retrain and improve their job prospects in other fields; teachers can gain inspiration and advice from the resources and experiences of others. With each of these achievements, the online world brings about another real-world victory for education, dialogue, and better understanding between peoples.”

 

According to ITU estimates, the digital divide remains deep despite rapid technological advances. At the end of 2012, there were nearly 2.5 billion people using the Internet. However, only a quarter of these people are located in the developing world. There are also severe disparities in the cost of broadband, which in some 17 countries still represents more than the average person’s monthly salary.

 

Click headline to read more--


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The Psychology of Organizational Change

The Psychology of Organizational Change | Performance and government | Scoop.it
Most organizational change ignores brain science and psychology research
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Toyota's Relational Contracts and the Decline of General Motors — HBS Working Knowledge

Toyota's Relational Contracts and the Decline of General Motors — HBS Working Knowledge | Performance and government | Scoop.it
What led to General Motors' decline? Long regarded as one of the best managed and most successful firms in the world, its share of the US market fell from 62.6 to 19.8 percent between 1980 and 2009, and in 2009 the firm went bankrupt.

 

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Toyota's practices were rooted in ...effective relational contracts-- ...based on subjective measures of performance ...enforced by the shadow of the future. 

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The authors argue that the conventional explanations for GM's decline are seriously incomplete...and make the case that one of the reasons that GM began to struggle was because rival Toyota's practices were rooted in the widespread deployment of effective relational contracts-- agreements based on subjective measures of performance that could neither be fully specified beforehand nor verified after the fact and that were thus enforced by the shadow of the future.

GM's history, organizational structure, and managerial practices made it very difficult to maintain these kinds of agreements either within the firm or between the firm and its suppliers.

...Two aspects of GM's experience seem common to a wide range of firms.

First, past success often led to extended periods of denial: Indeed a pattern of denial following extended success appears to be a worldwide phenomenon.

Second, many large American manufacturers had difficulty adopting the bundle of practices pioneered by firms like Toyota. 
   
See a companion piece, also referencing GM in Deb's comments in Change Management Resources ScoopIt newsletter:  

Moving Beyond Hierarchy - What is Working Now to Lead Through Change?

 


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Deb Nystrom, REVELN's curator insight, April 7, 2014 1:29 PM

Denial of change after a long success, and failure to adapt to the new?  The cited Harvard working paper by Susan Helper and Rebecca Henderson gives implications of GM's history in looking at efforts to revive American manufacturing.   

It may not be news, yet it may be a good reminder to anyone under 50 employed by a legacy company like GM based on years of success, followed by decline.  


By the way, I'll be presenting with Ron Koller at the Michigan Labor Management Association conference on April 10, 2014 

Michigan: What’s in it for Me? “Why WE Makes Sense”
The Michigan Labor Management Association (MLMA) Partners in Progress Conference
Kellogg Conference Center

More information is here on my speaking events page.  


~  Deb    
 

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Interest from Prosci's 2014 research report? Metrics, Sustainability, Reinforcing

Interest from Prosci's 2014 research report? Metrics, Sustainability, Reinforcing | Performance and government | Scoop.it

From Prosci's Best Practices Benchmarking report - "The data is clear - organizations that are planning and resourcing for reinforcement are more likely to meet or exceed project objectives than organizations that neglect this critical step in the change process."

 

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Only 44% reported that resources were allocated to reinforcement and sustainment activities

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Participants in the 2013 benchmarking study were asked if reinforcement and sustainment activities were planned for as part of their projects. Sixty-one percent of participants planned for these activities.

   

Participants were also asked if project resources were allocated to the reinforcement and sustainment activities. Only 44% reported that resources were allocated to this effort.

   

Participants who allocated resources to reinforcement and sustainment activities reported greater success rates on their projects.  [Data collected] shows that 60% of participants who allocated resources to reinforcement and sustainment activities met or exceeded project objectives, compared to 53% of those who did not allocate resources to reinforcement.

      ...reinforcement can be difficult because once a change is finished, we are often already moving on to the next change. It takes concerted effort and time to make sure a change "sticks" - and given the scarce resources and change saturation that many organizations face, reinforcement efforts can often fall short.          We see this scenario playing out in the data. A little more than half of organizations are planning for reinforcement and sustainment activities, but fewer than half are dedicating resources to this effort.       The data is clear - organizations that are planning and resourcing for reinforcement are more likely to meet or exceed project objectives than organizations that neglect this critical step in the change process.

 


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Deb Nystrom, REVELN's curator insight, March 25, 2014 10:35 AM

When planning resources for a change project, it's important to include resources to sustain the change, which is often overlooked and then becomes a part of the ubiquitous change project 70% failure rate.  

The race is not over when reaching the early finish line of a change project's objectives.  There is a second leg of the race, a marathon finish line that is the more important for a change to truly be fully implemented:  funding sustainment and reinforcing the change as real, "yes this is a permanent" change.  


Helping people with reinforcing systems in the new behaviors is essential.  Remember the classic William Bridges model starting with endings and then the neutral zone.  Continue to provide a solid foundation for new beginnings to fully take root.

Put another way, make sure you make it to the real finish line, with behavioral results and other people connected measures, not just the one on a project plan or in an administrators report. ~ D

Deb Nystrom, REVELN's curator insight, March 25, 2014 6:25 PM
The race is not over when reaching the early finish line of a change project's objectives.  The second leg of the race,  is a marathon finish line that is the more important for a change to truly be fully implemented:  funding sustainment and reinforcing the change as real, "yes this is a permanent" change.  


Including resources to sustain change is often overlooked in change projects, and can becomes a part of the ubiquitous change project 70% failure rate.  

Helping people with reinforcing systems in the new behaviors is essential.  Remember the classic William Bridges model starting with endings and then the neutral zone.  Continue to provide a solid foundation for new beginnings to fully take root. 

Put another way, make sure you make it to the real finish line, with behavioral results and other people connected measures, not just the one on a project plan or in an administrators report. ~ D

Deb Nystrom, REVELN's curator insight, May 6, 2014 3:54 PM

Is this obvious?  According to the research, it is not! ~ D

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Being Flexible Can Be A Boon: Change Management

Being Flexible Can Be A Boon: Change Management | Performance and government | Scoop.it
“Change is the only constant...” goes the proverb we have heard often in our lives. As humans, right from birth till now, when we are reading this article, jus

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Straight Talk about Change

Straight Talk about Change | Performance and government | Scoop.it
Ed Whitacre, author of American Turnaround: Reinventing AT&T and GM and the Way We Do Business in the USA, introduces an uncommonly clear passage on managing change from Leading Successful Change: 8 Keys to Making Change Work, by Gregory P.

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Helena Gonçalves's curator insight, August 5, 2013 5:02 AM

In order to change, focus on the behaviors you want, and make sure the work system supports those behaviors. Managers have an essential role to play in this effort.

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Using crowd-sourcing to create organisational change - Recruiter

Using crowd-sourcing to create organisational change - Recruiter | Performance and government | Scoop.it
Using crowd-sourcing to create organisational change
Recruiter
Ideally people are invited to attend an Appreciative Inquiry event.

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Embedded Performer Support – A New Discipline

Embedded Performer Support – A New Discipline | Performance and government | Scoop.it
We were eating lunch on a Wednesday when the elevator music was disrupted with an urgent announcement, “This is a code yellow alert – Repeat – This is a code yellow alert!” My colleagues all went t...
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Deb Nystrom, REVELN's curator insight, July 8, 2013 2:09 AM

A useful set of questions to spur thinking on timely performance support.  ~  D

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Civil Service reform

Civil Service reform | Performance and government | Scoop.it
New government proposals to reform the UK civil service give rise to some significant doubts.
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