IBM recently released an executive report titled Making Change Work … While the Work Keeps Changing (How change architects lead and manage organizational change).
The report, which is based on data from their latest Making Change Work study seems a very pertinent one for the times.
As a whole, we know that this is a period of significant change for the workforce. We talk about these changes, and how they can and are affecting organizations, but there is significantly less talk around how organizations are successfully managing such change – which is exactly what IBM’s report dives into. Read more…
Technologies and processes continue to evolve, but how companies manage and develop employees hasn’t improved over the past decade. As a result, companies miss out on unprecedented opportunities for growth.
Gallup has discovered four (4) human capital strategies that combine in a powerful way to add up to 59 percent more growth in revenue per employee, and using them together leads to gains that more than double the effect of using any single strategy on its own.
They call this the “additive effect.” Read more…
First of two parts
Here are some slogans I bet you’ve heard recently:
- We’re a talent economy now.
- Engaged employees are more productive.
- Workforce planning is key to business success.
Here’s one I bet you haven’t: Human Resources departments (the ones driving those first three slogans) are the new business engine. Read more…
Really successful people are successful because they get a lot of help, not because they are so good on their own that they don’t need help!
It’s important to think about how you work and learn. If you are not reaching out for extra knowledge and support, you will not achieve as much as those who do.
Successful people build their “extra team.”
What I mean by this is that they have people who are always at the ready to help them (people who don’t work for them) whenever they need it. Read more…
IBM picked Fang from Majestyk as a winning app for the mobile application of Watson.
This caught my attention because Fang is an education app. It is aimed at young children, but to my way of thinking, it is not a big leap from educating young children to developing senior leaders.
The essence of what Watson does is match a natural language interface to a large set of data. This is what we saw in the Jeopardy! application of Watson. Fang’s interface is not a screen but a plush toy, and thanks to Watson, kids can ask “Why is the sky blue?” and get an answer. Read more…
“The roof, the roof, the roof is on fire. We don’t need no water let the m-f burn.” – The Bloodhound Gang
At least, that’s the melodic hip-hop mantra many of us have wanted to repetitively belt out at some point in our world of work lives (with an unapologetic emphasis on the unabbreviated curse word, of course).
Not because we’re having so much fun dancing around the water cooler, or in the break room, or the conference room, house music thumping in our heads, but because our workplace culture around has all but burned out our aspirational goals. Read more…
Haven’t we talked about employee engagement enough?
Nope! Despite the amount of time, energy and effort that organizations around the globe are investing in helping engage people in work, things aren’t improving much.
Weekly pizza socials, guest speakers and telecommuting options are certainly appealing. I like pizza as much as the next guy. And, sure, a monetary bonus and summer hours will certainly put a smile on someone’s face.
But here’s the issue – none of these things will motivate your people day in and day out. These tactics don’t drive people’s discretionary efforts, passion or dedication. Read more…
Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
Question: “How do you deal with people and teams who are average performers but who rate themselves as exceptional?”
This came up on our last Member coaching hour call and I decided to write about it.
Since the call, I’ve dug out the performance rating definitions I created to add to whatever corporate ones existed. I found these helped to me clarify the difference between the performance levels. Use them if they are useful to you! Read more…
As the authors of the Harvard Business Review article, Fear of Being Different Stifles Talent, point out, diversity is an almost universal value in corporate America today.
However, the authors’ research proves employees still feel pressure to hide or “cover” some aspect of their individuality which they feel makes them different.
Examples of aspects which employees feel the need to cover include downplaying one’s age, their ethnic background, parental status, or physical disabilities. Employees want to blend into the crowd so as not to stand out. Read more…
Oxford Economics and SAP recently released the report Workforce 2020: The Looming Talent Crisis aimed at understanding the opportunities and challenges of the evolving workforce. The research is based on survey responses from over 2,700 executives and more than 2,700 employees in 27 countries.
Understanding the core characteristics of “the new face of work,” as SAP puts it, is an important step in recognizing the opportunities and challenges that will come with it. SAP and Oxford Economics’ research identifies several key characteristics of the 2020 workforce, including that it will be an increasingly flexible one. Read more…