#HR #RRHH Making love and making personal #branding #leadership

It’s no surprise that Google, now part of Alphabet, loves data, and the company’s execs frequently share the revelations they find, such as their insights on mobile web use. But some of us would be…

Google's Five Dynamics of team effectiveness are applicable to creating effective safety cultures as well. Dynamic 1 - psychological safety is of particular importance because so often employees fear speaking up about safety concerns. 

There’s no single hack for improving your team’s collective emotional intelligence. As a manager, it’s the small habits you perform and encourage that ripple outward.

The freedom to question the status quo and bring up new ideas can clear the way for building interpersonal connections that every emotionally intelligent person needs.

Use this with your team!

5 Ways Leaders Enable Innovation In their Teams

Innovation begins with those people who touch the business across all functional and departmental areas.   Innovation is not dependent on the participation of high-ranking executives — but on any employee that is a student of the business, knows their customers and their specific needs.

Une belle synthèse de quelques postures clés pour favoriser l'innovation et conduire le changement. Article qui vulgarise le sujet.

A recently reported six-year study revealed that high-performing teams need to be good at this (and it's not so easy).

A six-year study cites the ability to manage conflicting tensions as the most critical predictor of top-team performance. Berkeley research shows teams that debate their ideas have 25 percent more ideas altogether and that companies like Pixar embrace healthy debate as a vital part of their performance.

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This article is give us four ideas of been  learnt more productive as a team from other culture. Ask questions is good and to be encouraged  to do it. And trust people can learn whether where they belong to the   Culture, investing people to learn. Other idea is that creating the opportunity  to help the team to learn, and able to get feedback from people very fast and efficiently. The process of getting data includes running experiences, getting data, getting feedback and tackling the problems. Finally the important factor of culture learning is that learning to prioritize proper.

All of those ideas show that the team have an attitude of dealing prioritized questions and data throughout the culture learning.

it is also about the two channels of communications in the team to better serve a company been more productive.

You can’t really learn in a vacuum--the more opportunities you have to practice, the more you can learn. One big aspect for that is making sure you have the ability to get feedback really quickly.