Change doesn’t have to be hard. These five TED talks help inspire new ways to get your team excited about transformation.
Source: 5 TED Talks That Prove Change Doesn’t Have to Be Hard
Archive for Positive Organizational Scholarship
Change doesn’t have to be hard. These five TED talks help inspire new ways to get your team excited about transformation.
Source: 5 TED Talks To Get Your Team Excited About Transformation | Inc.com
“Don’t “ostrich-cize” your team: Many leaders have ostrich-cized themselves: sticking their heads in the sand in an attempt to preserve happiness.”
There is a way to handle bad news,while at the same ti
me, reminding everyone that there is a path forward.
Source: You Can Deliver Bad News to Your Team Without Crushing Them
Imagine the colleague with whom you have a very challenging relationship, the person who makes the most innocuous conversation tense and uncomfortable. Regardless of the topic, this person opposes you and approaches things as an adversary rather than an ally. Here’s a way to push past your first reaction.
Source: A Mental Trick to Help with Challenging Conversations
Every smart leader today understands the value of a highly trained and skilled workforce that can deliver a significant competitive advantage to the organization. Many traditional organizations too often focus only on younger workers, not understanding that the value mature workers bring is more important than ever.
Mature workers bring experience, industry and company-specific knowledge, as well as a highly developed professional network. They can be among the workforce’s most experienced, skillful and reliable contributors. However, many leaders don’t truly appreciate older workers’ value and, . . .
Source: Don’t Undervalue Older Workers
Business problems today are too big for any one person to solve.
Agile teams are much more effective at solving problems than are lone geniuses. So why do we still reward the smartest people in the room more so than those who excel at working with others?
You know who I’m talking about: the people who brazenly take over meetings by showing off how much they know or how witty they can be at the expense of any other voice in the room—and who often end up getting all of the boss’s attention.
No one person has all the answers.
In research by Frances Milliken of New York University and two colleagues, the majority of 40 employees at knowledge companies reported having concerns about such issues as workflow improvement and ethics — but not speaking up about these issues to their supervisors. The belief that 
raising the issues would make no difference was the third most frequently cited reason. Said one employee: “Even if I did comment on the issue, it was unlikely to change anything.”
Read on to find out more about the disconnect between reality and expectation.
Perhaps you are more persuasive than you think!
This is an excellent article about how to keep your head when everyone else seems to be losing theirs.
In this final installment of his series, Markku Allison explores how we can dramatically improve the flow of understanding if we are just a little bit more rigorous in making sure we are on common ground with the words we use and the meanings we intend.
The Power and Subtlety of Language in the WorkplaceWork Design Magazine.