Move from a static, administration-heavy, compentency & performance based talent management system to a dynamic, innovation oriented, cool-sounding talent locator and accelerator,
Innovation can happen by chance, without a determined effort or specific methodology. But when it does, it's more like luck than strategic progress. While there is a role for serendipity in strategy – being able to take advantage of pleasant surprises -- too often, that's the only way companies approach innovation: with fingers crossed.
Most economic theories (and many managers) assume that the best way to get what you want from workers is give them the right financial incentives. But most real people have lots of reasons for working besides just making money. They work to have fun, to socialize with others, to challenge...
We the people, of your nameless, faceless organization, in order to form a more perfect union, do ordain and establish this Hack for reinventing how leaders are promoted.
This case study shows how Microsoft Netherlands (MS Netherlands) successfully implemented a radical and wide-ranging change to its management approach.
people engagement 1.0 is dead having an arrangement that creates significance & certainty, some variety and strong connection will flow to contribution & growth (innovation & discreti
Leaders who have an understanding of neuroscience basics have a tool much like a navigational compass to guide their teams and individuals through common change related obstacles. Neuros
