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.
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.
Systems theory and systems thinking relies on interface, feedback, organizational goals, input, throughput, output, differentiation, and integration. Thinking in systems means no change can happen without effect on other actors in the system.
When thinking through solutions, it seems we forget a team, a department, or a division is a part of a larger system. If you think in problem solving mode, then your diagnostic needs to account for undesirable behavior characteristics are part of the system structures that produce them.
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 …
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SharePoint provides organizations and all who work within them to take knowledge from someone’s hard drive and to a shared forum that …