Fast start conversation: Demand for time comes from every angle. Critical evaluation looks at Failure Demand as a resource expectation. At work we have demand for productivity. However is this productivity to create value or is it our productivity in demand to fix, rework, or mitigate failure. Productivity is value that we add. In Failure Demand, a post from Lean Consulting, the premise: Failure Demand is the delivery or production of products and services downstream, as a result of defects in the system upstream. Failure upstream can cause further work downstream. I say can as some poor work may fall into unknown risk or worse the hope that a problem never comes up. Time is the one element people and organizations never get back. Money, sure, you can make more money, but time, no, that is finite. Take a look …
The CMO 2015 Social Landscape partnered with Aberdeen Group to create a new chart and new evaluation criteria.
New social sites since arrive all the time, did your organization invest in Pinterest? Google+?
They might be an easy, what of Qzone? Plurk? or KakauTalk?
Now with Aberdeen Group research links you can find out what the heck to allot the VK budget.
Rule #1 in communication demands you know your audience. Since there is more than one corner office rule #2 states all analytics are not equal.
Corner Office Analytics (Infographic), presented by Deloitte, offers a guide to questions each CXO needs to be able to answer. If your CXO needs to answer these questions, you can be sure they expect you provide accurate context for connection.
n 2010 Chief Marketing Officer (CMO), created a CMO’s guide to the social media landscape.
The 2014 Social Media Landscape and criteria for fast start conversation for your digital marketing strategy.
In the quest to maximize returns to shareholders executive doctrine shifted from stakeholders to shareholders. In “How Shareholders are Ruining American Business”, The Atlantic’s, Justin Fox, calls out shareholder value ideology.
Fast start questions for anyone who is a shareholder or stakeholder.
Fast Start conversation: In 2010 Chief Marketing Officer, created a CMO’s guide to the social media landscape. This guide presents a social landscape evaluation with a red, yellow, green, key representing good, OK, or bad investment across 4 topics: Customer Communication, Brand Exposure, Traffic to Your Site, and SEO This guide is designed to help a CMO decide where to invest and leverage social website like Facebook, digg, redditt, and del.icio.us. In 2011 CMO updated their guide and added sites. Time out. del.icio.us? digg? Your organization not familiar with either? What about flickr? tumblr? In 2012, again, new sites arrived. In 2012 did your organization invest in Pinterest? Google+? In 2013 a CMO might wonder about the total amount of sites that take attention and divide resources. Was there a reduction in sites to focus? Read what CMO.com says about 2013. Are these Social …
A healthy employee is a productive employee and health and wellness programs roll out across corporate America to capture this gain.
Compensation expert Carol Harnett shares her brilliant mistake from this Human Resource Executive article and detail on the data to her assumptions that reveal flaws in health and wellness resource commitments.
Fast Start questions brilliant mistakes.
If George Washington had wooden teeth, little harm comes from people who believe this myth. People and any performance myth that a department or organization has around human capital, however, creates real impact on motivation and return on involvement.
New research with large data, known as Big Data, are creating big problems for human resource s (HR) and HR professionals.
People speak loudest with their feet. Markets, in an economist perspective, are all about exits, when to sell, when to cash in.
Fast Start conversation: People who operate and respond in an ambiguous environment today provide the greatest organization, comparative advantage. The competency to thrive is agility and this agility skill, more than at any other time in organization history, differentiates those getting better from those getting worse. When put in an unfamiliar situation, people with agility are not stumped. They do not fall apart. People who are agile are ones willing and eager to learn new things. This learning agility differentiates the successful and the unsuccessful and within Human Resources Executive’s article, The Importance of Agility, agility as a competence is the in focus. Those committed to life-long learning are no longer leading by example and being an Agile learner usurps that. We tend to hear of Agile project management, but what of Agile self-development? Agile learning agility has five key elements: Self-awareness, Mental …
Fast Start conversation: Bias, an outlook or tendency to prejudge something, is usually attacked in organizations who aim to create an inclusive, equal-opportunity environment. Sounds noble. Not likely to happen though, as even the most open-minded person is subject to bias. There is a reason we have bias: it helped our survival. In this Diversity Executive article, Bias Gets a Bad Rap, Mike Prokopeak looks at being mindful of bias and managing bias as the more likely alternative to rooting it out. Why? Because bias is neither good nor bad: Bias is about me. Bias is about them. Bias is about us. Seems this is a function of being human. So, how do we reinforce our differences and work better with each other? How do we get to the point where our organizations make it comfortable that when we try to understand the …
Fast Start conversation: The pace of change overtakes the pace of learning. In a short list of continually inspiring sites TED, stands for Technology, Entertainment, Design, devotes themselves to ideas worth spreading. In this, I want to spread an inspiring talk and introduce you to someone I, before TED, was not aware of: Eddie Obeng. Mr. Obeng’s 12-minute presentation talks us through the world we learned that has transformed into a 21st century world of rules we have not yet grasped. Or, as he puts it other ways: “We spend our time responding rationally to a world which we understand and recognize, but which no longer exists.” “If you haven’t understood the world your living in, it’s almost impossible to be absolutely certain on what you are going to deliver fits” — Eddie Obeng Today, Mr. Obeng rightfully points out, our …
Fast Start conversation: What, Really, is Change Management? Change swirls around organizations: regulation, industry, competition, policy, knowledge, technology ability, and skills. And those hit us before the first cup of coffee. There’s a professional approach to manage change, but what, really is change management? And who, specifically, defines, designs, and launches change management for whom? Brad Hall writes in TheStreet, a media company that provides financial news, commentary, analysis, ratings, and business and investment content, change management has three requirements: Each individual knows precisely what is expected of him/her; HR systems aligned to the new expectations; and The role of the manager is very clear If your change management does not include those three requirements, than you are arguing against Mr. Hall and his industrial-organizational psychology Ph. D. and that’s like arguing against your Chief Human Resource Officer. I completely agree with the three above, as …