Despite the fact that over 90% of executives believe that innovation is critical for survival (IBM CEO study 2012), and all the time and money that goes towards building innovation – organisations still get some simple things wrong.
In my work helping organisations to be more innovative, I often hear people say “we need to fix the culture” - it’s a popular catchphrase, especially among consultants. But what does it mean? What aspects of culture actually need to be “fixed”? (By the way - I don’t agree, and if you wait for culture to be “fixed”, before you start in innovating, it may be too late - but that’s the subject of another blog).
What you’ve always suspected is true – negative people are draining and positive people energise those around them. Recent studies have shown that:
Unfortunately you don’t always have the luxury to go through that long process. So here’s the quick and dirty version: 7 questions you can ask:
Getting good value from your consultants is a vexed question for many HR and organisational development staff. How do you know you’re getting good value from the consultant you’re hiring? And how do you increase it?
Many years ago I worked as a reporter with ABC on a half-hour weekly current affairs program. I had an experience there that made me believe that enjoying your work was great for engagement and made me addicted to more. Not long after I started my boss said to me – why don’t you do the whole program?
Two of the biggest danger points for innovation in an organisation are the start and the end - no surprises there. The problem at the start of the innovation process is making sure you have solved the right problem or tackling the right opportunity. These will be the ones of the most breadth, and the longest time frame (write to me, if you’d like a copy of my matrix for innovating strategically).
90% of all organisational (and personal) failures, can be attributed to poor decision-making. As a successful professional you would realise that your clients and supervisors pay you for your expertise and judgment. They are looking for sound advice on important issues.
In part one we talked about getting good value from your consultants, by paying them according to the amount of change they achieved, NOT, the amount of time they work with you. So - how do you determine the amount of change that comes about as a result of a workshop or seminar?
As discussed in part one - Australians are very particular about who leads them, and it makes an enormous amount of difference to performance. Three leadership styles in particular stand out in Australia...
- crispopp.comDirector, 2004 - presentUsing positive psychology to help you, your team and your workplace to be more successful and productive and still have something left in the tank at the end of the day.
I’m a conference speaker, workshop facilitator and thought leader that helps organisations create great places to work ie places that are productive, enjoyable and profitable. You know it’s not about getting people to come to work - it’s about getting them to come and perform at their best. It’s about having people turn up and be present, innovative and engaged with the organisation and their jobs. That’s how you get great work and great productivity.
You see I have a passion - I want to help you create a workplace people like coming to. Over the past eight years I've partnered with Melbourne Business School, the Australian Institute of Management (AIM) my own clients to build leadership skills, increase innovation, improve engagement and lift performance.
I’ve done this through
by using the latest research from neuroscience, and positive organisational development. My focus on building strengths, positive
psychology, abundance as opposed to deficit, and most importantly on being different rather than doing different makes for extremely
effective, real change. My programs are backed
by rigorous research and tailor-made for your circumstances. They’re also fun and energetic - that's why I
get feedback that is 10/10, and you get results that last.
My emphasis on positivity solves two problems:
- Getting people to do their best work
- Helping people cope with change, adversity and pressure
Let’s face it - things are not getting get less complex, slower, simpler or easier. They are getting more complex, faster and harder - the people, and organisations, that will survive the ones can thrive in the sort of environments.
Think of me as the person who helps turn “prisoners” (people
who turn up, do their hours and leave) into volunteers - people who like coming
to work and making a contribution.
Creating a great workplace has other benefits too: team-work, collaboration, increased
innovation, good decision-making, people taking responsibility and
accountability for their jobs. I’d like to
hear what’s going on for you and your workplace. I’m also available for coaching, mentoring
and strategy. Get in touch :-).
- Deakin UniversityInnovation, 2000 - 2004Master of Electronic Commerce Bachelor of Commerce
- RMIT UniversityProfessional Writing and Editing, 1994 - 1999
ConversionXLHow to Use Cialdini’s 6 Principles of Persuasion to Boost Co...
http://conversionxl.com Extra Lucrative Conversion Advice Fri, 29 Mar 2013 01:27:34 +0000 en-US hourly 1 http://wordpress.org/?v=3.5.1 no Ex
Meet the Man Who Sold His Fate to Investors at $1 a Share | Wired Busine...
On January 26, 2008, a 30-year-old part-time entrepreneur named Mike Merrill decided to sell himself on the open market. He divided himself