The organization is a social unit that behaves both rationally and irrationally. The key to either is that leadership, motivation, and behavior are not a one-size-fits-all solution. The organization reward: positive inertia, excellence, flexibility, and resilience.
The glass half full or glass half empty analogy presents a shortcut perspective to infer either an optimist view or a pessimist view of the world, respectively.
However, with an appreciative mindset the glass is neither half full nor half empty, the glass is full.
A full glass now provides a more complete perspective of possibility and a full view of Appreciative Inquiry options.
When things get bent Murphy’s Law takes too much credit (blame) when the more likely result being a symptom of poor planning and failures further upstream and earlier than Murphy ever came on the scene. The only law I do believe in is the law of gravity.
New research with large data, known as Big Data, are creating big problems for human resource s (HR) and HR professionals.
Just as an alarm stops you from a current, resting state, change management relies on communicating to people what they need to stop doing and what people need to start doing in a new, functional state. Time to stop blaming and start changing.
Projects have impact.
Impact affects risk.
Risk affects hope.
Hope affects scope.
This impact analysis template, designed for use with SharePoint, is an early-phase assessment to identify all stakeholders, their needs, their awareness, and their insight into the project before they surprise you.
People speak loudest with their feet. Markets, in an economist perspective, are all about exits, when to sell, when to cash in.
With the on-going game focused on more of less, our organizations are expected to not only run lean(er), but to lean further into the winds of constant change and constant constraints.
Change is no longer an event to manage and move on, organizations must realize change is the only constant. This operating climate highlights change management as a competitive advantage to those that figure it out, pivot, and to maintain an engaged workforce.
The stakeholders and the voice they have remains a stronger voice for change than any amount of company flyers, magnets, and town halls. Adopt a community persona strategy to improve organization, change management capability.
Welcome to the collected Community Persona Design for Organizations series. Each post is a self-contained concept that supports both the post …
Fast Start conversation: Bias, an outlook or tendency to prejudge something, is usually attacked in organizations who aim to create an …
SharePoint provides organizations and all who work within them to take knowledge from someone’s hard drive and to a shared forum that …
We design constantly. Our emails, training courses, project plans, policies, programs, surveys, business cases, strategies, facilitations, we are in a constant state of craft, create, model, test, build, and repair.
Whatever the intent, to take a concept from intention to adoption relies less on what you design and more on how you design.
A community persona perspective measures functional communication design success and reaction to how you design is the feedback loop of how people accept your design.
Frank Barrett, is an active jazz pianist leading trios and quartets as well as touring the United States, England, and Mexico with the Tommy Dorsey Orchestra.
Frank Barrett, Ph.D. is an Associate Professor of Management and Organizational Behavior at the Naval Post Graduate school. Yes to the Mess is a journey through the power of music and the possibility of messiness. Frank correlates this mess to organization development, design, and possibility of innovation, managing highly-talented individuals, group communication, vision, and team dynamics.
Yes to the Mess is not just a book on jazz, but an organization behavior book, a leadership book, and a team development book.