Social Media: Fight, Flight, or Friend – organization development presentation

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Below, my slides from today’s Shifting Role of Organization Development in Business Conference in St. Louis. You can download a PowerPoint or Adobe Acrobat version just below the presentation. Many thanks, once again, for the St. Louis Organization Development Network invitation and their efforts bringing the community together. More to come from day’s fantastic conversations.

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Shifting Role of Organization Development in Business – St. Louis bound

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Next week I will speak at the 2012, STL-ODN Conference.  The day’s theme:  The Shifting Role of Organization Development in Business.  The entire day’s agenda for St. Louis Organization Development Network [for those not familiar with the ODN acronym] is a topic near dear to my heart. So, OD [another acronym for organization development] and [...]

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What’s wrong with employee engagement? Ask Facebook

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Organizations reach ever deeper into a bag of tricks to field-test management theory on their employees.  Unfortunately, without dedication to resolve a simple destructive behavior every motivation/engagement effort rolled out by management is undermined.  The simple destructive behavior relies one simple maxim:  public embarrassment is not a motivational tool. Gliding effortlessly from enterprise motivation initiatives [...]

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Change agents are your organization’s real leaders

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Market change, economy change, technology change, workforce change, communication change, today change riddles stress cracks in organization foundations.  Whether 80-year-old companies, Fortune 500 stalwarts, or new-technology dynamos, change is as much an on-going assault on organizations as rust is an ongoing assault on metal.   Change agents are your organization’s saviors.  You see tomorrow’s relevance through your [...]

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3 performance review politics that always trump merit

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When performance reviews were created the goal was to collect and share observed performance feedback that would sustain good performance or the observed feedback needed to improve performance.  The performance review would then inform merit increase in salary or bonus based on performance feedback. The goal:  a pay increase or bonus based on merit.  Transparent for all [...]

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Fast Start – Design Teams: Co-location Trumps Remote

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Fast start conversation:  When co-creating, teams need every bit of energy they have to work together to produce great designs.  To maintain energy, teams need to talk with each other, teams need to see each other’s work, and for design teams, co-location trumps remote. Why is that? What words, phrases, vocabulary, and communication channels disadvantage remote [...]

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New clichés for organization development

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Jargon, clichés, rhetoric  – talking while saying nothing.   Companies develop their own language or accepted terms.  Professions develop their own lingo.  People use stock phrases or go-to frameworks.  Clichés are an attempt to communicate, to create a common understanding, to fit in, to prove what you know, and to make sense of the situation. [...]

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Top 10 blog posts for 2011, 5 to 1

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Top blog posts from 2011, from number 5 to number 1, a follow-up from Top 10 blog posts for 2011, 10 to 6 5.  The cost of culture, a 50% turnover of the Fortune 500 — This blog came about to reiterate that change is constant and the things that may have gotten a company [...]

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Top 10 blog posts for 2011, 10 to 6

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Closing out 2011 I look back at the year’s most viewed posts as a chance to reflect on differences of what I topics I blog about and what people view most.  Why were some viewed over others:  topic, time-of-year, day-of-week? In descending order: 10. Competing values drives your organization out of business — A 2009 [...]

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Why 70% is a key metric for learning and development

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The 70-20-10 rule represents, by percentage, how people actually learn and develop:  70% from job experiences, 20% from feedback and collaboration, and only 10% from courses and from reading. If 70% of learning happens on-the-job, what the employee can take back and use after the actual learning remains the most critical reinforcing loop for both the [...]

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Controlling bosses cause poor work

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A boss gets things done through others.  An ability to influence others to meet a goal is critical to get things accomplished.  Some call management influence, others call management coercion.  Influence or coercion, controlling bosses cause employees to strive towards goals that are opposite to the boss. Bosses are managers, bosses manage resources:  time, money, and [...]

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Project management is not a process, but a promise

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A project introduces something new.  New requires change from what was to a promise of what will.   The project deliverable, or promise, undertaken without process is a leap in the dark.  No sane person will take a leap in the dark without some promise or rational premise of: what will be, what it will cost [...]

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Recently finished book – A Leap in the Dark

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Any talk about change management must start with stakeholder alignment. Quick on any change-rule-heels: risk identification. History provides truly great examples of change challenges and few, in my mind, resonate greater change management challenges than The American Revolution. The players: 13 colonies and their self-interests, as well as the class war within each colony; France, [...]

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Stop giving advice people ignore

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At work do you ever say, “let me give you some advice”?  If so, do people lean forward with anticipation to hear what you have for advice? When reviewing a draft ever heard someone tell you, “well, here’s my advice”?  If so, do you take a deep breath so as not to lose your cool? [...]

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