Most leaders plan things for their benefit during their career span in the organsiation. Herein the agenda underlying is what's the impact its going to have for me or my team in the short term. This is a challenge whenever we want to overcome the troubles of adaptability . They...
Humans have an emotive response to stories that begins when we are young, they stretch and test the imagination. They helping people bring to life a situation and communicate its significance. Developing the capability to tell stories effectively is an important way for HR to influence and motivate.
This is about creating conditions that support adaptability and innovative thinking in an organisation. It ensures that once you have identified the barriers to adaptability in your organisation and decide what you are going to do about it, you create the best environment to support the changes to take effect....
The heat index is a measure of air temperature and relative humidity to determine how hot a human perceives the air to be, and we know perception is reality. In organizations, the "heat index" is a combination of the collective goals and objectives and the amount of change these...
Realize that there is no need for a separate organization to manage "Human Resources." This is an outdated concept and it wrongly, unnaturally displaces responsibility for developing people from managers to bureaucrats. Put basic developmental tools in the hands of managers and demand high standards for your company's culture.
What we intend to do is to design and operate a replicable model of business organization focused on the optimal management of human resources, aimed at making the company quickly adapt to changes and, even better, that is able to predict changes. Try to imagine, with its relationships and...
As long as HR will consider the job is to design the "ultimate fine-tuned stabilized Org Chart", establish cristal clear scopes, and seek and call for stability, eliminating noise and flashes of short-circuits of information and lines of command, then adaptability remains a void speech.
Brief Overview – the notion is for functions in organisations to look at work from a completely different perspective.
Example – temporarily move all the work responsibilities from the 'supplier function' to the 'customer function' and vice versa but don't move any of the people.
