New ways of working for 21st century is session conducted by Julian Birkinshaw, Professor at London Business School at our October 2016 event HRISMeet Autumn 2016
LKCE16 - Fast Forward New Organising Models in a complex world by Professor J...Lean Kanban Central Europe
The document discusses new organizational models needed in a complex world. It notes that while bureaucracy aims for efficiency through rules and hierarchy, and meritocracy values expertise and analysis, an adhocracy model that emphasizes flexibility, agility, intuition and decisiveness may be better suited for an "agile age". An adhocracy model focuses on enabling initiative, experimentation and decisive action when needed. The role of leadership also shifts depending on the model, from monitoring and control in a bureaucracy, to enabling others and experimentation in an adhocracy.
1. The document summarizes a workshop about how the world of work is changing and the need for organizational purpose, values, and responsibility.
2. A key topic was about radical personal responsibility and how individuals have power to impact change rather than expecting others to do so.
3. The workshop concluded with defining one's own Work Life Less Ordinary approach, including priorities, values, and first steps to take ownership of their work experience.
The document discusses failure and innovation. It notes that 90% of new products and services fail, and provides examples of successful innovators like Milton Hershey and The Beatles who had initial failures. It encourages challenging oneself through rapid prototyping, problem solving, and networking at the European Innovation Academy. Several quotes emphasize that failure is an opportunity to learn and improve, and that the greatest danger is aiming too low rather than too high. The document promotes failing fast, failing cheap, and failing early in the pursuit of innovation.
Steve Jobs was born in 1955 in San Francisco and adopted shortly after birth. He dropped out of college but co-founded Apple in 1976. As CEO, he led the company to pioneer personal computers and smartphones. Jobs battled pancreatic cancer for nearly a decade before passing away in 2011 at age 56. The document provides details about Jobs' personal life and career highlights, including founding Apple with Steve Wozniak, being fired in 1985, returning to Apple in 1997 to turn the company around, and the products and innovations he helped create that transformed technology.
IDEA Network Workshop 3 - Dr Tim Kastelle (Lean Startups and Business Models)Angela Li
We were lucky enough to have Dr Kastelle (UQ Business School, iLab Mentor, Innovation Blog Artist) at our third workshop in preparation for the UQ Union Entrepreneurial/iLab Germinate Competition. To follow more of Dr Kastelle's writing, please go to: http://timkastelle.org/
Will The Role And Influence of the Employee be Different in the New World of...Unstructure
The document discusses how the role of employees may change in the new world of work. It notes that management has often failed and incentives have been misaligned. Novel management models are emerging that focus more on employee satisfaction, recruit based on skills rather than resumes, and celebrate mistakes. The role of employees may change with more freelance workers and tools for aggregating employee views being utilized by innovative managers.
Organisations are operating in more complex, inter-dependent environments. Therefore it is increasingly hard to be ‘universally’ confident. London Business School Professor Richard Jolly explained at Alumni Reunion this year the risks of ‘under’ or ‘over’ confidence and the behaviours of confident organisations.
LKCE16 - Fast Forward New Organising Models in a complex world by Professor J...Lean Kanban Central Europe
The document discusses new organizational models needed in a complex world. It notes that while bureaucracy aims for efficiency through rules and hierarchy, and meritocracy values expertise and analysis, an adhocracy model that emphasizes flexibility, agility, intuition and decisiveness may be better suited for an "agile age". An adhocracy model focuses on enabling initiative, experimentation and decisive action when needed. The role of leadership also shifts depending on the model, from monitoring and control in a bureaucracy, to enabling others and experimentation in an adhocracy.
1. The document summarizes a workshop about how the world of work is changing and the need for organizational purpose, values, and responsibility.
2. A key topic was about radical personal responsibility and how individuals have power to impact change rather than expecting others to do so.
3. The workshop concluded with defining one's own Work Life Less Ordinary approach, including priorities, values, and first steps to take ownership of their work experience.
The document discusses failure and innovation. It notes that 90% of new products and services fail, and provides examples of successful innovators like Milton Hershey and The Beatles who had initial failures. It encourages challenging oneself through rapid prototyping, problem solving, and networking at the European Innovation Academy. Several quotes emphasize that failure is an opportunity to learn and improve, and that the greatest danger is aiming too low rather than too high. The document promotes failing fast, failing cheap, and failing early in the pursuit of innovation.
Steve Jobs was born in 1955 in San Francisco and adopted shortly after birth. He dropped out of college but co-founded Apple in 1976. As CEO, he led the company to pioneer personal computers and smartphones. Jobs battled pancreatic cancer for nearly a decade before passing away in 2011 at age 56. The document provides details about Jobs' personal life and career highlights, including founding Apple with Steve Wozniak, being fired in 1985, returning to Apple in 1997 to turn the company around, and the products and innovations he helped create that transformed technology.
IDEA Network Workshop 3 - Dr Tim Kastelle (Lean Startups and Business Models)Angela Li
We were lucky enough to have Dr Kastelle (UQ Business School, iLab Mentor, Innovation Blog Artist) at our third workshop in preparation for the UQ Union Entrepreneurial/iLab Germinate Competition. To follow more of Dr Kastelle's writing, please go to: http://timkastelle.org/
Will The Role And Influence of the Employee be Different in the New World of...Unstructure
The document discusses how the role of employees may change in the new world of work. It notes that management has often failed and incentives have been misaligned. Novel management models are emerging that focus more on employee satisfaction, recruit based on skills rather than resumes, and celebrate mistakes. The role of employees may change with more freelance workers and tools for aggregating employee views being utilized by innovative managers.
Organisations are operating in more complex, inter-dependent environments. Therefore it is increasingly hard to be ‘universally’ confident. London Business School Professor Richard Jolly explained at Alumni Reunion this year the risks of ‘under’ or ‘over’ confidence and the behaviours of confident organisations.
Why Good Management is so Difficult – LBS Professor Julian BirkinshawLondon Business School
How can we improve the quality of management in our companies? What is the future of Management? London Business School Professor Julian Birkinshaw, presented a comprehensive view on this topical discussion at this year’s Alumni Reunion.
Close your mouth buteyko breathing clinic self help manual -mc keown 2004trab22
This document provides an overview of the Buteyko method for treating asthma. It discusses that modern western lifestyles have increased breathing volume, which is the underlying cause of asthma according to the Buteyko method. The document outlines normal breathing volumes and how asthmatic breathing volumes are often higher. It also provides exercises and techniques for reducing breathing volume through the Buteyko method to help treat asthma symptoms.
The document outlines 10 skills that leaders need to lead change: 1) prioritize key priorities and protect thinking time, 2) build a team committed to the shared goals and vision, 3) overcommunicate the vision and goals and check for understanding, 4) have courage to have difficult conversations with facts not feelings, 5) foster an environment where others can impact change, 6) embody the behaviors wanted from others, 7) trust instincts in the second half of one's career, 8) care about employees and demonstrate empathy, 9) gradually build momentum and buy-in for change, and 10) map stakeholders and strategies for influencing them. The skills are presented as scaffolding for leading organizational transformations.
The document discusses the importance of stopping, thinking, and sleeping for well-being and work performance. It recommends carving out time each day to stop and disconnect from technology in order to think calmly. Sufficient, high-quality sleep is also vital for sharp thinking but many people suffer from "hurry sickness" and don't get enough. Senior executives should model good self-care behaviors like stopping, thinking and sleeping in order to make better decisions and be more productive in their complex, fast-paced roles.
Zappos lessons: Building a Customer-Focused CultureThor
Zappos is committed to providing excellent customer service. They aim to wow customers at every step, from fast shipping and easy returns to friendly, helpful customer service. This focus on customer service has led to strong customer loyalty, with 75% of purchases coming from repeat customers who spend more on average than new customers. Word of mouth has significantly boosted Zappos' marketing, with over 40% of new customers coming from personal referrals. To build this customer-focused culture, Zappos commits to customer service in its mission, establishes core values centered on service, and actively manages culture company-wide with training, storytelling, and performance reviews based partly on living those values.
1. The document summarizes Mati ur Rehman's first presentation at Iqra University on topics related to self-management skills including career planning, self-esteem, positive thinking, stress management, and time management.
2. Mati ur Rehman achieved gaining different perspectives on each topic presented and learning how to apply the lessons to achieving goals and handling limitations.
3. Future topics that would be covered include team building & management, conflict management, and negotiation. Maintaining a positive mindset and taking action are emphasized as keys to achieving goals.
This document outlines steps for developing a customer service strategy, including determining important customer service attributes, competitor vulnerabilities, and a company's own service capabilities. It identifies four core elements of a service strategy: reliability, surprise, recovery, and fairness. For each element, it provides examples of how companies can meet customer expectations through things like dependable service, unexpected extras that delight customers, effective problem resolution, and fair treatment of all customers. The document stresses the importance of effective service recovery when problems occur and emphasizes designing reliable service systems to prevent errors.
Keynote at Turkish Innovation Week Istanbul, Turkey on 3rd of December 2015. How you can act like a start-up and innovate like crazy with new tools, skills and mindset.
I will show what you can learn from an Australian start-up like Onetab and how a Dutch/Turkish company Wavin-Pilsa applied this thinking successfully.
The document discusses key aspects of quality customer service, including understanding service culture, developing communication skills, addressing customer needs, and resolving service issues. It emphasizes the importance of reliability, assurance, tangibles, empathy and responsiveness. Good listening skills, verbal and non-verbal communication, and addressing different customer behavior styles and needs are also covered.
This document outlines strategies for becoming a better boss based on a presentation by Julian Birkinshaw. It discusses research showing employees are happiest with friends and family over bosses. Good management involves giving meaningful work, autonomy, and support to employees. However, managers often provide unclear objectives, micromanage, and lack communication. Google research found the best managers coach, empower their team, express care for employees, drive results, communicate well, and help with career development. The document explores why managers struggle to apply what they know, and biases around overconfidence and need for control that prevent better management. It provides tips for gaining different perspectives on employees and an experimental approach to addressing weaknesses.
This Lecture is about:
Changes in Market Research
What is Market Research good for?
What should you Research?
Market Segmentation and Target Markets
Find your most important Questions
Where to get Answers
What do you want to learn?
Who do you want to learn from?
How will you get to them?
How can you ensure to be effective?
How do you make sense of what you learn
It's Content:
Changes in Market Research
What is Market Research good for?
What should you Research?
Market Segmentation and Target Markets
Find your most important Questions
Where to get Answers
Conociendo el Toolkit "Los Guerreros del Cubículo". -PABLO HANDL Y LUCIANA SH...LiderAgenteDeCambio
Repasa los 5 componentes de la caja de herramientas de la Liga de los Intraemprendedores, de la mano de sus autores para convertirte en un Intraemprendedor Social
This document discusses innovation and entrepreneurship. It begins with definitions of innovation as creativity that implements new ideas to create value. A startup is defined as a temporary organization designed to search for a repeatable and scalable business model. The document then covers the topics of what makes innovations successful or not, different attitudes people have towards change, and dynamics of innovation over time. Business models and negotiations are also discussed. The key takeaways are that innovation is risky but powerful, startups are how large companies begin, and grit is important for achieving long term goals.
The document discusses organizational change in an agile world. It provides perspectives on managing resistance to change by understanding the reasons for reactions to change. It also outlines approaches for executing change, including establishing a vision and direction, building skills and incentives, creating plans and tracking progress, and using improvement approaches like the Toyota Kata.
This document summarizes and promotes several speakers available through CSA Celebrity Speakers. It provides brief biographies and descriptions of the speaking topics for various speakers. Specifically:
- Noreena Hertz discusses making effective decisions in an increasingly complex world. She suggests governments and regulators are changing rules without warning, making planning and predicting more difficult.
- John Thackara talks about designing tomorrow's world today through close observation of small details in systems like Britain's jury system to improve people's experiences.
- Martin Lindstrom discusses the "small data revolution" and how analyzing individual behaviors and preferences can provide valuable insights for businesses.
- Garry Kasparov shares his insights on the impacts of new digital
What next? Webinar, presented by Ray PoynterJodie Roberts
As we progress from the shock COVID-19 imposed on us initially, towards what DDB refers to as 'Acclimation' (where we start to accept our new normal) here's how brands are successfully navigating these choppy waters and how you can plan for the future.
Mark talk at the Manchester HUG event about:
Subjective v effective design
6 Weapons of Influence
GDD (Growth Driven Design)
Growth Hacking
Conversion Rate Optimisation
UX Design (User Experience)
Neil si ll - introduction to business information - feb 2020Neil Infield
This document provides an introduction to resources for business information available from the British Library. It outlines workshops, one-on-one advice clinics, and events that provide support and guidance to entrepreneurs. The document also discusses important considerations for starting a business like conducting market research, understanding competitors, protecting business ideas, and the practical aspects of business registration and funding options. Key sources of information at the British Library are highlighted like business databases, reference materials, newspapers and more.
This document discusses advancing exemplary board leadership in an era of rapid technological change and innovation. It notes that today's "third industrial revolution" is bringing new tools and ways to shape the world, along with new economic behaviors and unprecedented shifts. The document urges boards to think globally and exponentially rather than locally and linearly. It also stresses that boards need to adopt disruptive tools and business models, attempt "crazy ideas," remain open-minded and inquisitive, experiment more, and ensure they have the right skills and experiences to lead in this new environment.
Why Good Management is so Difficult – LBS Professor Julian BirkinshawLondon Business School
How can we improve the quality of management in our companies? What is the future of Management? London Business School Professor Julian Birkinshaw, presented a comprehensive view on this topical discussion at this year’s Alumni Reunion.
Close your mouth buteyko breathing clinic self help manual -mc keown 2004trab22
This document provides an overview of the Buteyko method for treating asthma. It discusses that modern western lifestyles have increased breathing volume, which is the underlying cause of asthma according to the Buteyko method. The document outlines normal breathing volumes and how asthmatic breathing volumes are often higher. It also provides exercises and techniques for reducing breathing volume through the Buteyko method to help treat asthma symptoms.
The document outlines 10 skills that leaders need to lead change: 1) prioritize key priorities and protect thinking time, 2) build a team committed to the shared goals and vision, 3) overcommunicate the vision and goals and check for understanding, 4) have courage to have difficult conversations with facts not feelings, 5) foster an environment where others can impact change, 6) embody the behaviors wanted from others, 7) trust instincts in the second half of one's career, 8) care about employees and demonstrate empathy, 9) gradually build momentum and buy-in for change, and 10) map stakeholders and strategies for influencing them. The skills are presented as scaffolding for leading organizational transformations.
The document discusses the importance of stopping, thinking, and sleeping for well-being and work performance. It recommends carving out time each day to stop and disconnect from technology in order to think calmly. Sufficient, high-quality sleep is also vital for sharp thinking but many people suffer from "hurry sickness" and don't get enough. Senior executives should model good self-care behaviors like stopping, thinking and sleeping in order to make better decisions and be more productive in their complex, fast-paced roles.
Zappos lessons: Building a Customer-Focused CultureThor
Zappos is committed to providing excellent customer service. They aim to wow customers at every step, from fast shipping and easy returns to friendly, helpful customer service. This focus on customer service has led to strong customer loyalty, with 75% of purchases coming from repeat customers who spend more on average than new customers. Word of mouth has significantly boosted Zappos' marketing, with over 40% of new customers coming from personal referrals. To build this customer-focused culture, Zappos commits to customer service in its mission, establishes core values centered on service, and actively manages culture company-wide with training, storytelling, and performance reviews based partly on living those values.
1. The document summarizes Mati ur Rehman's first presentation at Iqra University on topics related to self-management skills including career planning, self-esteem, positive thinking, stress management, and time management.
2. Mati ur Rehman achieved gaining different perspectives on each topic presented and learning how to apply the lessons to achieving goals and handling limitations.
3. Future topics that would be covered include team building & management, conflict management, and negotiation. Maintaining a positive mindset and taking action are emphasized as keys to achieving goals.
This document outlines steps for developing a customer service strategy, including determining important customer service attributes, competitor vulnerabilities, and a company's own service capabilities. It identifies four core elements of a service strategy: reliability, surprise, recovery, and fairness. For each element, it provides examples of how companies can meet customer expectations through things like dependable service, unexpected extras that delight customers, effective problem resolution, and fair treatment of all customers. The document stresses the importance of effective service recovery when problems occur and emphasizes designing reliable service systems to prevent errors.
Keynote at Turkish Innovation Week Istanbul, Turkey on 3rd of December 2015. How you can act like a start-up and innovate like crazy with new tools, skills and mindset.
I will show what you can learn from an Australian start-up like Onetab and how a Dutch/Turkish company Wavin-Pilsa applied this thinking successfully.
The document discusses key aspects of quality customer service, including understanding service culture, developing communication skills, addressing customer needs, and resolving service issues. It emphasizes the importance of reliability, assurance, tangibles, empathy and responsiveness. Good listening skills, verbal and non-verbal communication, and addressing different customer behavior styles and needs are also covered.
This document outlines strategies for becoming a better boss based on a presentation by Julian Birkinshaw. It discusses research showing employees are happiest with friends and family over bosses. Good management involves giving meaningful work, autonomy, and support to employees. However, managers often provide unclear objectives, micromanage, and lack communication. Google research found the best managers coach, empower their team, express care for employees, drive results, communicate well, and help with career development. The document explores why managers struggle to apply what they know, and biases around overconfidence and need for control that prevent better management. It provides tips for gaining different perspectives on employees and an experimental approach to addressing weaknesses.
This Lecture is about:
Changes in Market Research
What is Market Research good for?
What should you Research?
Market Segmentation and Target Markets
Find your most important Questions
Where to get Answers
What do you want to learn?
Who do you want to learn from?
How will you get to them?
How can you ensure to be effective?
How do you make sense of what you learn
It's Content:
Changes in Market Research
What is Market Research good for?
What should you Research?
Market Segmentation and Target Markets
Find your most important Questions
Where to get Answers
Conociendo el Toolkit "Los Guerreros del Cubículo". -PABLO HANDL Y LUCIANA SH...LiderAgenteDeCambio
Repasa los 5 componentes de la caja de herramientas de la Liga de los Intraemprendedores, de la mano de sus autores para convertirte en un Intraemprendedor Social
This document discusses innovation and entrepreneurship. It begins with definitions of innovation as creativity that implements new ideas to create value. A startup is defined as a temporary organization designed to search for a repeatable and scalable business model. The document then covers the topics of what makes innovations successful or not, different attitudes people have towards change, and dynamics of innovation over time. Business models and negotiations are also discussed. The key takeaways are that innovation is risky but powerful, startups are how large companies begin, and grit is important for achieving long term goals.
The document discusses organizational change in an agile world. It provides perspectives on managing resistance to change by understanding the reasons for reactions to change. It also outlines approaches for executing change, including establishing a vision and direction, building skills and incentives, creating plans and tracking progress, and using improvement approaches like the Toyota Kata.
This document summarizes and promotes several speakers available through CSA Celebrity Speakers. It provides brief biographies and descriptions of the speaking topics for various speakers. Specifically:
- Noreena Hertz discusses making effective decisions in an increasingly complex world. She suggests governments and regulators are changing rules without warning, making planning and predicting more difficult.
- John Thackara talks about designing tomorrow's world today through close observation of small details in systems like Britain's jury system to improve people's experiences.
- Martin Lindstrom discusses the "small data revolution" and how analyzing individual behaviors and preferences can provide valuable insights for businesses.
- Garry Kasparov shares his insights on the impacts of new digital
What next? Webinar, presented by Ray PoynterJodie Roberts
As we progress from the shock COVID-19 imposed on us initially, towards what DDB refers to as 'Acclimation' (where we start to accept our new normal) here's how brands are successfully navigating these choppy waters and how you can plan for the future.
Mark talk at the Manchester HUG event about:
Subjective v effective design
6 Weapons of Influence
GDD (Growth Driven Design)
Growth Hacking
Conversion Rate Optimisation
UX Design (User Experience)
Neil si ll - introduction to business information - feb 2020Neil Infield
This document provides an introduction to resources for business information available from the British Library. It outlines workshops, one-on-one advice clinics, and events that provide support and guidance to entrepreneurs. The document also discusses important considerations for starting a business like conducting market research, understanding competitors, protecting business ideas, and the practical aspects of business registration and funding options. Key sources of information at the British Library are highlighted like business databases, reference materials, newspapers and more.
This document discusses advancing exemplary board leadership in an era of rapid technological change and innovation. It notes that today's "third industrial revolution" is bringing new tools and ways to shape the world, along with new economic behaviors and unprecedented shifts. The document urges boards to think globally and exponentially rather than locally and linearly. It also stresses that boards need to adopt disruptive tools and business models, attempt "crazy ideas," remain open-minded and inquisitive, experiment more, and ensure they have the right skills and experiences to lead in this new environment.
Organizational Behavior (OB) studies how individuals and groups behave in organizational settings using a systems approach to understand people-organization relationships and achieve human, organizational, and social objectives. It aims to improve relationships within organizations.
SUMMIT KICK OFF WITH OPHTHALMOLOGY INNOVATION CYCLE & FINANCING UPDATEHealthegy
William Link gave a presentation on the ophthalmology innovation cycle and financing update. He discussed key constituents in the innovation cycle including inventors, clinicians, financial partners, and industry leaders. He provided an overview of trends in healthcare investments and exits in recent years. Venture financing has regained momentum while IPO activity remains strong but will be more moderate in 2016. M&A activity is still strong but impacted by industry changes. The relative attractiveness of the ophthalmic sector remains solid due to immense unmet needs and strong connections between key constituents. Innovation in ophthalmology is gaining rather than losing momentum.
Cobwebs january 2014 22 january final slide set Huw Williams
The document discusses a meeting held by SAMI Consulting and friends of Laurie Young on robust decisions in uncertain times. It provides an agenda for the meeting that includes discussions on thought leadership models, the three horizons framework, forces for change, and future models of thought leadership. Emerging models of thought leadership that were presented include pro-am, wiki, wisdom of crowds, big data, and open innovation. Participants engaged in discussion to identify challenges to traditional thought leadership models and how new models might address these challenges.
The document announces a leadership symposium about generational differences in the workplace. It will feature Chuck Underwood, founder of The Generational Imperative, who has over 25 years of experience researching generations. Attendees will learn about generational workplace strategies, HR strategies, and marketing strategies. They will also participate in interactive work sessions to identify challenges and opportunities related to generations, and how to utilize generational strategies.
This document summarizes a key learning event held by BIFM North (Merseyside) on delivering a great customer experience. The event included presentations from Jamie McDonald, Customer Experience Director at Carillion plc, on developing a customer-centric culture and measuring customer feedback. It also provided information on upcoming BIFM events and awards. The overall document shared insights on improving the customer experience in facilities management.
THE QUESTIONS:
What really happens when we empower employees to take the lead of a Digital Transformation initiative and grant them a higher degree of autonomy? Total chaos? Apathy? Frustration? Or the mythical “Change” everyone is talking about.- What is the concept of micro-organization & is it the future of work?- How to inspire and prepare companies for the new paradigm in a way that is actually sustainable in the long term? What is everyone so afraid of?
WHO IS IT FOR?
For all like-minded rebels either in a leadership position, leading or building a new team, or curious minds wanting to make a difference within his/her company. In our event format, we share our thoughts with an open mind.
WHO ARE WE?
1789 Innovations is a strategic consultancy enabling organizations t**o t**hrive in a complex world. We are on a mission to accompany businesses on their digital transformation journeys & help them navigate through the complexities of today's Digital Era. How? By co-creating visions that work and implementing design principles which focus on empowering people to become the creators of the change.
Why and how coaching is helping change the game and enhancing the success of ...Greatness Coaching
The document discusses how coaching is helping change organizations and enhance success. It provides examples of leadership lessons that can be learned from successful companies like Google and Microsoft that emphasize qualities like collaboration, inclusion, and agility. Coaching is presented as a way for leaders to develop these skills and create a coaching culture within their organizations. Specific coaching techniques are demonstrated in a video example of a coaching session.
Similar to "How to Unreasonable (in a Reasonable Way)" -Julian birkinshaw (20)
Sopra Steria's workshop It's HR Jim, but not as we know it - the continuing journey of HR in an evolving world at our October 19th event gave a really incisive overview of the challenges faced by business and HR - and suggested a vision for HR for 2025.
Innovation: How to make it easy for peopleExpedite HR
This document summarizes Northumbrian Water's innovation leadership journey from 2012 to the present. It discusses the development of their innovation strategy, initiatives to promote a culture of innovation like design sprints, and insights gained along the way. The company launched its first innovation strategy in 2014 and has since taken steps like boosting resources for radical innovation projects and establishing innovation ambassadors. Design sprints were introduced to address specific issues, applying a modified version of the Google design sprint process. The document concludes by reflecting on lessons learned, such as the importance of clarity, co-creation, and honoring efforts to build an innovative culture.
How OD can help focus your leadership teamExpedite HR
At our April event, Charlotte Croffie of UCL delivered a session on how OD can help focus your leadership team and build capacity for future challenges.
Expedite-Plum Consulting: Change from Inside Out-Managing Cultural ChangeExpedite HR
At our April event, a panel chaired by Alison Kilduff and Ben Dowman of Plum Consulting looked at 'change from the inside-out - successfully managing cultural change' at our April event
Expedite The Living Wage: Good for Business?Expedite HR
At our April event, a panel chaired by Simon Macpherson of Ceridian and comprising Andre Langlois of PwC and Dan Tomlinson of the Resolution Foundation explored: The National Living Wage: good for business?
This document summarizes information about an organization called RHP Group. It discusses RHP's culture of empowering employees, providing opportunities for personal and professional development, and creating an innovative and stimulating work environment. Metrics are presented showing high employee satisfaction rates, low turnover, and improvements in customer satisfaction over time. The organization is recognized as an innovative leader in its sector and has experienced strong financial performance in recent years.
Sickness absence: The Benefits of Early InterventionExpedite HR
Joy Reymond of Unum delivered a valuable session on Mental Health and Sickness Absence and how early intervention can help the employee and the organisation, at the HRISCMeet Spring 2016.
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...Alexey Krivitsky
Is Agile dead? It depends on what you mean by 'Agile'. If you mean that the organizations are not getting the promised benefits because they were focusing too much on the team-level agile "ways of working" instead of systemic global improvements -- then we are in agreement. It is a misunderstanding of Agility that led us down a dead-end. At Org Topologies, we see bright sparks -- the signs of the 'second wave of Agile' as we call it. The emphasis is shifting towards both in-team and inter-team collaboration. Away from false dichotomies. Both: team autonomy and shared broad product ownership are required to sustain true result-oriented organizational agility. Org Topologies is a package offering a visual language plus thinking tools required to communicate org development direction and can be used to help design and then sustain org change aiming at higher organizational archetypes.
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...Dr. Nazrul Islam
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
A team is a group of individuals, all working together for a common purpose. This Ppt derives a detail information on team building process and ats type with effective example by Tuckmans Model. it also describes about team issues and effective team work. Unclear Roles and Responsibilities of teams as well as individuals.
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...
"How to Unreasonable (in a Reasonable Way)" -Julian birkinshaw
1. Copyright Julian Birkinshaw 2016
New Ways of Working for
the 21st Century
HR Innovation & Strategy Meeting, October 2016
Professor Julian Birkinshaw
London Business School
2. Copyright Julian Birkinshaw 2016
A Changing World
New Ways of Working
Implications for Leadership
and Management
3. Copyright Julian Birkinshaw 2016
How do you rate the honesty of the
following professions?
Medical doctors
Police officers
Clergy
Journalists
Bankers
Lawyers
Business executives
Car salespeople
67%
56%
45%
27%
25%
21%
17%
8%
2015 Gallup Survey
5. Copyright Julian Birkinshaw 2016
Who are you happiest with?
Friends
Parents/relatives
Spouse
My children
Co-workers
Clients/customers
Alone
Boss
3.3
3.0
2.8
2.7
2.6
2.4
2.2
2.0
(Rating is on a 1-5 scale)
7. Copyright Julian Birkinshaw 2016
Types of innovation
Product innovation
Technology innovation
Process innovation
Business model innovation
Management innovation
Service innovation
8. Copyright Julian Birkinshaw 2016
Changes in how we work are vital to
productivity improvement
0
2
4
6
8
High
investment in
Information
Technology
Low
investment in
Information
Technology
Traditional workplace
practices
Innovative workplace
practices
Annual productivity
growth in 1990s for
US manufacturers
Source: Arnal, Ok, Torres 2001
9. Copyright Julian Birkinshaw 2016
Shifting basis of competitive advantage
INDUSTRIAL AGE: 1860s-1960s
INFORMATION AGE: 1970s–2020s
10. Copyright Julian Birkinshaw 2016
Ray Kurzweil: Accelerating Returns
“Information-based technologies will encompass all human
knowledge and proficiency, ultimately including pattern-
recognition powers, problem-solving skills, and emotional
and moral intelligence of the human brain itself.”
11. Copyright Julian Birkinshaw 2016
The dark side of big data
Analysis Paralysis
Blind Faith in Data
Answers in search of
Questions
Loss of Contextual
Understanding
Loss of Differentiation
12. Copyright Julian Birkinshaw 2016
INFORMATION
+
KNOWLEDGE
ACTION
+
CONVICTION
LABOUR + CAPITAL
Towards an “agile age”?
13. Copyright Julian Birkinshaw 2016
A Changing World
New Ways of Working
Implications for Leadership
and Management
14. Copyright Julian Birkinshaw 2016
How should we respond to a more
complex operating environment?
• Fight complexity with complexity?
15. Copyright Julian Birkinshaw 2016
The downsides of complexity
Turf wars
Unclear roles
Steering committees
Layers of rules & procedures
Alienation and disengagement
Risk aversion and lack of creativity
16. Copyright Julian Birkinshaw 2016
How should we respond to a more
complex operating environment?
• Fight complexity with complexity
• Fight complexity with simplicity
20. Copyright Julian Birkinshaw 2016
Three ways of describing yourself in the
workplace
Your position on the org chart
Your knowledge and experience
What you do on a day to day basis
21. Copyright Julian Birkinshaw 2016
Three distinct models of organising
Your position on the org chart
Your knowledge and experience
What you do on a day to day basis
Bureaucracy
Meritocracy
Adhocracy
26. Copyright Julian Birkinshaw 2016
Three distinct models
People motivated by…
Decisions made through…
By Rules
Hierarchy
Extrinsic Rewards
Coordination achieved…
People motivated by…
Decisions made through…
Around Opportunity
Experimentation
Achievement
Coordination achieved…
Bureaucracy
Position is privileged
Adhocracy
Action is privileged
People motivated by…
Decisions made through…
Mutual Adjustment
Logical Argument
Personal Mastery
Coordination achieved…
Meritocracy
Knowledge is privileged
Which models does your organisation use? And
which ones should you be using?
27. Copyright Julian Birkinshaw 2016
INDUSTRIAL
AGE
Emphasis on
productivity and
efficiency
BUREAUCRACY
INFORMATION
AGE
Emphasis on
rational analysis
and expertise
MERITOCRACY
‘AGILE’
AGE
Emphasis on
agility, intuition,
and decisiveness
ADHOCRACY
Shifting emphasis over time
28. Copyright Julian Birkinshaw 2016
A Changing World
New Ways of Working
Implications for Leadership
and Management
33. Copyright Julian Birkinshaw 2016
Three waves of innovation in the high
jumping industry
2.55m
2.45m
2.35m
2.25m
2.15m
2.05m
1.95m
1900 1920 1940 1960 1980 2000
The Fosbury Flop
The Straddle Jump
The Western Roll
35. Copyright Julian Birkinshaw 2016
How to be Unreasonable
(in a reasonable way)
• Think different
• Experiment early
• Locate the safety mat
• Seize the moment
39. Copyright Julian Birkinshaw 2016
Google’s Project Oxygen
1. Be a good coach
2. Empower your team and don't micromanage
3. Express interest in team members' success and well-being
4. Be productive and results-oriented
5. Be a good communicator and listen to your team
6. Help your employees with career development
7. Have a clear vision and strategy for the team
8. Have key technical skills so you can help advise the team.
Adam Bryant, NewYork Times, March 12th 2011
40. Copyright Julian Birkinshaw 2016
Need for control
Recognition-seeking
Overconfident
Give space to others
Give them recognition
Make careful judgments
Enabling others doesn’t come naturally to
most senior executives
41. Copyright Julian Birkinshaw 2016
There is also a tricky linking role when
you are encouraging experimentation
43. Copyright Julian Birkinshaw 2016
Knowing when to take charge: the
“strategic inflection points”
SENSE
RESPOND
SCALE
44. Copyright Julian Birkinshaw 2016
BUREAUCRACY
Emphasis on
productivity
and efficiency
Leadership is
about
monitoring and
controlling
MERITOCRACY
Emphasis on
data and
analysis
Leadership is
about
expertise and
information
flow
ADHOCRACY
Emphasis on
flexibility and
decisiveness
Leadership is
setting a
direction,
enabling others,
experimentation