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Scoop.it!
Music can have important effects on the cooperative spirits of those exposed to music, researchers report. A new article describes two studies they conducted to test the effect of different types of music on the cooperative behavior of individuals working as a team. Via Bobby Dillard 
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Scoop.it!
From
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Managing change in your organization is as much an art form as it is a scientific approach. The art of change management lies in 3 key fundamentals.
Via Fernanda Grimaldi
Scoop.it!
Complexity is pervasive in today’s workplace, but our understanding of it is not. Find out why. Via Dr. Helen Teague, Lynnette Van Dyke, David Hain
Dr. Helen Teague's curator insight,
July 14, 2015 11:59 AM
Part I of Transformational Currents in the Workplace --- Complexity in Systems, Organizations, and the Workplace by Markku Allison We have long tried to manage today’s work using tools suited for complicated work, but we fail on a regular basis: industry research tells us at least 30 percent of projects are behind schedule and over budget. The diagram represents Dave Snowden’s Cynefin Framework and does a great job illustrating distinctions between simple, complicated, and complex. 
Gary Bamford's curator insight,
July 15, 2015 1:47 AM
And you thought projects were just complicated didn't you? 
Ian Berry's curator insight,
July 15, 2015 6:34 PM
I don't think it's as complicated as this See roles in previous scoop It's then about asking do policies, procedures, practices, processes and systems mean it's simple for people to bring their best to their work and where the answer is no changing it |
Scoop.it!
Employees are more engaged and motivated doing work that falls right into their wheelhouse.
Via Fernanda Grimaldi
Scoop.it!
From
hbr
Have you ever worked hard to improve a valuable skill and made real progress, only to have your development go unnoticed by the people who told you that you needed to improve? Perhaps this led you to look for a new job. Or maybe you’re a manager who’s been disappointed by poor performance and concluded that your low-performing employees are simply over-entitled? So you gave up on trying to help them improve and vented your frustration with colleagues behind closed doors. Both of these commonplace experiences point to problems caused by a fixed mindset, in which we find it hard to believe that people can change. In the first scenario, an employee is judged as having low potential—and this assessment blinds leaders to the progress he’s made. In the second, the manager’s conviction that her employees will never change makes her less likely to engage in leadership behaviors that support development. The bottom line in both cases is that employees are less likely to reach their potential. Via The Learning Factor, Kevin Watson
Susanna Lavialle's curator insight,
April 24, 2016 5:32 PM
Don't be blocked by your past experiences or other peoples' opinions or prejudices. You have the team and its your role to enable them. Give the person a target and the means, and organize the support to get there. With a real chance to make a difference, contribute to the common project goals and improve their skills they may very well succeed and surprise you.
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