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Charlee Hanna
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POLICIES & PROCEDURES: Suffocation or Affection

Company policies and procedures establish the rules of conduct within an organization, outlining the responsibilities of both employees and employers. Company policies and procedures are in place to protect the rights of workers as well as the business interests of employers. Depending on the needs of the organization, various policies and procedures establish rules regarding employee conduct, attendance, dress code, privacy and other areas related to the terms and conditions of employment.


Modern Digital Era has changed the psyche and things have become informal that Employee and Employer want to operate within a circle within a circle. Employee conduct policy establishes duties and responsibilities each they need to adhere a condition of employment, whilst Equal opportunity laws are rules that promote fair treatment in the workplace. Most organizations implement equal opportunity policies -- anti-discrimination and affirmative action policies, for example -- to encourage unprejudiced behavior within the workplace. These policies discourage inappropriate behavior from employees, supervisors and independent contractors in regard to the race, gender, sexual orientation or religious and cultural beliefs of another person within the organization.


Attendance policies set rules and guidelines surrounding employee adherence to work schedules & how to timely notify superiors of an absence or late arrival. Many companies have substance abuse policies that prohibit the use of drugs, alcohol and tobacco products during work hours, on company property or during company functions. These policies often outline smoking procedures employees must follow if allowed to smoke on business premises. Substance abuse policies also discuss the testing procedures for suspected drug and alcohol abuse.



In the changing era the relevance still remains

As we delve into the area of it’s relevance we look to two aspects of the organization policy & procedures and think :

a. Are the Policies & Procedures Suffocating the Employer & Employee for the organisation

b. Are the Policies & Procedures creating Affection by the Employer for the the Employee in the organization.

Resources:

https://hbr.org/2010/05/good-communication-goes-beyond.html

https://hbr.org/2006/03/how-to-implement-a-new-strategy-without-disrupting-your-organization

https://www.forbes.com/sites/benkerschberg/2011/06/28/corporate-policy-management/#365e5ec27d3a

Questions:
1.0 Is Substance Abuse important as a Policy & Procedure in organization?

2.0 Are Ethics of Employees and Policy & Procedure good to cover accounting, behavior and deliverance for the organization?

3.0 Is Communication important in organization with a Open Door Policy?

4.0 Are Strategic Themes important in present day? For Employer and Employee working to growth of organization

5.0 What is the most important goal for Employee & Employer in a established organization v/s Startup?


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Organization Growth – Is it Possible to speed up without limits?

We nearly forgot what growth means in the last decade. The most used strategies of the late eighties and into the nineties were called lean management and downsizing.
An example of this is from the former Daimler group. Mr. Reuter’s aim was to establish a global technology firm in the eighties. His successor, Mr. Schrempp now focuses on the organization's core competency. He divested all the diversified businesses with one exception – Daimlers core, automotive.
It was the trend for globalization, which came with a new focus on economies of scale, and wave of start-ups who aimed to get a market share as large as possible, that made managers think about growth again.
Organizations can grow internally; by increasing revenue, number of staff, balance sheet total, or through mergers and acquisitions.

Future :
It is possible to speed up corporate growth, today a start-up and tomorrow at the stock exchange. The question is, how fast an organization can develop from start-up with a team of five to a business with 5000 people.
Model
When organizations grow, their structures and processes change. They need new ways of communication and leadership. The extent of these changes is determined by how the organization grows, i.e. by increasing the number of staff or by increasing revenues.

We need to understand based on Greiner’s Model “a growing and maturing organization goes through five stages, each of them is related to particular organizational characteristics and – maybe – to particular problems.

1.0 Creativity
2.0 Direction
3.0 Delegation
4.0 Coordination
5.0 Collaboration

A closer look at those five phases of growth reveals which problems a speeding up of growth can bring. Within every phase and every crisis, the organization has to go through particular processes of learning and change. These processes take time and cannot be reduced to zero.
References:
https://hbr.org/1998/05/evolution-and-revolution-as-organizations-grow

https://www.forbes.com/forbes/welcome/?toURL=https://www.forbes.com/sites/victorlipman/2016/02/08/why-does-organizational-change-usually-fail-new-study-provides-simple-answer/&refURL=https://www.google.co.in/&referrer=https://www.google.co.in/
Questions:
1.0 During high growth periods how does experience, knowledge & information impact the established systems & structures?
2.0 How do middle managers get direction during high workload, yet maintain autonomy to attain targets?
3.0 Define best practices for departments to develop their own dynamics during growth?
4.0 What leads to bureaucracy during high growth? who is responsible?
5.0 What is your experience with collaboration of different functions during high growth?

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#HBRogue topic for Thursday March 30. Join the convo.
The Remote Work Option: Good or Bad?
Discussion:
Remote work has been in the news lately with one of the 'big boys' of the tech industry and a pioneer of remote work back in the 1980s, IBM deciding to roll back the practice over the next few months. Yahoo! is another company that rolled back this option after current CEO Marrisa Mayer took over a couple of years ago.

For the last 2 generations of workers across the globe, remote work has been one of the biggest and most meaningful job perks, This is especialy true for working moms or single parents in general.

The remote work option has also helped companies save millions of dollars annually on physical office and other associated costs. Additionally, studies have found that remote workers are often more productive and work longer hours than workers who are physically present at work locations.

So why are major companies rolling back this still valued job perk? Is the remote work option no longer an optimal one for organizations though it still is quite valued by workers? Lets discuss!

References:
http://blog.hubstaff.com/why-let-employees-work-from-home/

https://qz.com/924167/ibm-remote-work-pioneer-is-calling-thousands-of-employees-back-to-the-office/

http://www.businessinsider.in/Marissa-Mayer-defends-her-famous-ban-on-remote-work-I-hope-thats-not-my-legacy/articleshow/49653165.cms

https://www.forbes.com/sites/reneemorad/2017/02/24/with-more-people-working-remotely-will-flexible-work-hours-follow/#63cd78304310

https://www.forbes.com/sites/williamarruda/2017/02/16/how-remote-work-is-changing-and-what-it-means-for-your-future/#1b8dcfd3237a

QUESTIONS:

1. Does your company provide either a long-term or a once-a-week/month remote work option?

2. How important is the ability to work remotely to you?

3. What's the major reason(s) you use the remote work option? (Or would use if your org provided it?)

3. What are the biggest advantages of being able to work from home (remote work)?

4. How does remote work impact employee creativity, team work and employee engagement?

5. As a manager/leader what do you feel are the biggest challenges of managing remote workers?

6. If you did not have the remote work option, would you stay with your current



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The Remote Work Option: Good or Bad?
Discussion:
Remote work has been in the news lately with one of the 'big boys' of the tech industry and a pioneer of remote work back in the 1980s, IBM deciding to roll back the practice over the next few months. Yahoo! is another company that rolled back this option after current CEO Marrisa Mayer took over a couple of years ago.

For the last 2 generations of workers across the globe, remote work has been one of the biggest and most meaningful job perks, This is especialy true for working moms or single parents in general.

The remote work option has also helped companies save millions of dollars annually on physical office and other associated costs. Additionally, studies have found that remote workers are often more productive and work longer hours than workers who are physically present at work locations.

So why are major companies rolling back this still valued job perk? Is the remote work option no longer an optimal one for organizations though it still is quite valued by workers? Lets discuss!

References:
http://blog.hubstaff.com/why-let-employees-work-from-home/

https://qz.com/924167/ibm-remote-work-pioneer-is-calling-thousands-of-employees-back-to-the-office/

http://www.businessinsider.in/Marissa-Mayer-defends-her-famous-ban-on-remote-work-I-hope-thats-not-my-legacy/articleshow/49653165.cms

https://www.forbes.com/sites/reneemorad/2017/02/24/with-more-people-working-remotely-will-flexible-work-hours-follow/#63cd78304310

https://www.forbes.com/sites/williamarruda/2017/02/16/how-remote-work-is-changing-and-what-it-means-for-your-future/#1b8dcfd3237a

QUESTIONS:

1. Does your company provide either a long-term or a once-a-week/month remote work option?

2. How important is the ability to work remotely to you?

3. What's the major reason(s) you use the remote work option? (Or would use if your org provided it?)

3. What are the biggest advantages of being able to work from home (remote work)?

4. How does remote work impact employee creativity, team work and employee engagement?

5. As a manager/leader what do you feel are the biggest challenges of managing remote workers?

6. If you did not have the remote work option, would you stay with your current



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Managing Workplace Conflict
Workplace conflict is a common phenomenon globally. Conflicts at work can arise due to anything from process disagreements between colleagues, unanticipated workflow changes, workplace romances gone sour, negative competiton espcially due to limited opportunites or resources to simple dislike of each other due to socio-political factors.

Being able to effectively manage conflict that happens between us and our colleagues or bosses and being able to effectively manage conflicts between our subordinates as managers/leaders can have a telling effect, postive or negative, on work productivity and performance across the board and can also severely test a company's internal cluture and values.

Thus, professional and leaderhsip success often depends more on effective conflict resoltuon and decision making skills than process knowledge. Any good project manager will attest to the fact!

https://hbr.org/2014/05/win-at-workplace-conflict
https://www.forbes.com/sites/davidsturt/2017/01/23/how-to-use-conflict-to-your-advantage-at-work/#3775b5072e1e
https://www.forbes.com/sites/mikemyatt/2012/02/22/5-keys-to-dealing-with-workplace-conflict/#5bb65ca61e95

QUESTION SET:

1. What are the 3 most common reasons for conflict at the workplacein your opinion?

2. What led to the last significant conflict at work?

3. How do you usually react to a disagreement between you and your colleagues at work,

4. What steps do you take towards resolution in a conflict or disagreement between you and your boss or manager?

5. Do you believe that 3rd party mediation is an effective way to help resolve conflicts at work?

6. How important (or not) is an organization's culture and values in conflict management & resolution? Why?


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Identifying & Managing High Potential (HiPOs) Employees


Identifying & Managing High Potential (HiPOs) Employees As organizations grow, certain employees through a combination of their continued performance levels, task execution, knowledge & skills levels and attitude prove that they are high potentials (HiPOs). These HiPOs can form the very core of the technical and leadership talent that an organization's continued success and growth might hinge upon the near and long term.

HiPOs are hence 'core talent' that organizations have to incubate, up-skill, protect and help grow, to have a strong organizational technical and leadership talent pipeline critical for the organization's bottom line, market competitiveness, innovation and business continuity.

The challenge thus is to identify HiPOs across the organization early and to then go about managing their career graph with the organization intelligently and effectively to ensure that both the organization and the HiPos experience mutually satisfying 'ROI' of the time and effort that has been incurred by both parties.

LINKS:

https://hbr.org/2017/02/companies-are-bad-at-identifying-high-potential-employees

https://www.forbes.com/sites/tomaspremuzic/2016/10/19/four-things-you-probably-didnt-know-about-high-potential-employees/#5b0e0ca73977

Questions and Discussion

Question #1 What are some important traits apart from technical excellence, that workers need to exhibit in order to be recognized as HiPOs?
(Shubha Rao Benipuri) High-potential employees are more engaged, satisfied, collaborative, and innovative. Yes, I am quoting #IBM research. They are better teammates as well as individual contributors.
(Shubha Rao Benipuri) To high-potential employees, work is less about an income, and more about status and prestige. (Cathy Carmody Replied) Perhaps.Have worked w HiPos who definitely r motivated by income. Issue is knowing what motivates each 1, to keep them hipo. (Shubha Rao Benipuri Replied) Maybe we should word it as follows: Money is imp, but they are looking for something beyond that as well. (Cathy Carmody Replied ) Agreed. If more orgs believed that about all workers we might have more engaged & engaging work places! (Maduoma Replied) I guess crunch time is if there is not enough money will they still be HiPO? (Cathy Carmody Replied) LOL perhaps with another place! Seriously though, depends on their values/priorities (Shubha Rao Benipuri Replied) If they are very engaged with what they are doing & believe they're making a difference, then it is possible. (Cathy Carmody Replied) Yes, until the positive no longer outweighs the negative
(Piyush Govil) Behavioral traits, collaboration, coordination and Team player
The social skills like EI and empathy and also strategic vision are important.
(Ashish Jain) Commitment towards the organization A long term vision for the organisation and the perseverance to execute it. Working towards the organization betterment is very important.
(Christopher Taveran) Empathy, resilience, focus, communication. When technical excellence is the base, soft-skills differentiate the high performers. In general, I'd say quality (in this case technical excellence) is a given. In a sea of experts why pick the amateur?
But (Maduoma asks) “What defines potential? Is it potential to what, perform, collaborate, show up, add value, deliver on objectives?” And what if there is no technical excellence? (Christopher Taveran Answered)Many times it is the soft-skills that differentiate someone in a sea of experts.
(AB Chatterjee) The desire to succeed against odds. Alignment towards company culture & value system - being champions of the same.
(TheAlternativeBoard) High-performing employees view themselves as leaders of their positions. They take ownership, while motivating others.
(Cathy Carmody) The ability to achieve goals w/out leaving dead bodies in their wake. Problems arise when ldrs forgive much of latter to keep former.De-motivates others.
(Dave Perks) Everyone is High Potential. The one's that unleash it know their why (purpose) & bring others along with them
Q#2 Is there a particular stage of an organization's or process's life cycle that HiPOs can be identified in or is this possible at any stage?
(Shubha Rao Benipuri) The best time is during recruitment. Companies can use a predictive hiring technique that focuses on top performers. But (Maduoma asks) Ideally yes, but can't a wrong hire become a HiPO? (Shubha Rao Benipuri) Maybe, but there would definitely be a lag period till they made the transition..
(Christopher Taverna) It should be possible at any stage Identifying high performers early should be a priority though to keep them engaged.
(TheAlternativeBoard) HiPOs can be identified at any stage – whether they're helping you get your business off the ground or propelling it forward.
(Ashish Jain) HiPos could be identified at any stage in the life cycle of an organization. Possible any time, but the earlier the better.
(Piyush Govil) HiPOs required to be identified at very stage starting since inception...
(AB Chatterjee) HiPOs can/should be identified to the entire z life cycle - must have a long term vision for them. (CharleeHanna Replied) agree-the long term overlooks making learning mistakes and being a positive disrupter. (Ashish Jain Replied) A long term vision for HiPos is very important. Or else there is a possibility of the HiPo moving out. (CharleeHanna Replied) & HiPos often move out because they are not challenged, bored, or or undervalued
(Christopher Taverna) Relevant to today's topic: http://www.npr.org/sections/health-shots/2012/09/18/161159263/teachers-expectations-can-influence-how-students-perform … - The same can be said for adults. Believe we are great and we will be.
(Cathy Carmody) Effective succession planning systems r always scouting for HiPos & modifying ratings- according 2 sit in & discussions w employee.
(Maduoma) My problem with the concept of HiPOs is that it kind of creates a 1% and 99% in the work place (CharleeHanna Replied) Ha Ha, the research says it is 5%. What if we had an organization of all HiPos? Fantastic & I think this exists. (Christopher Taverna Replied) Wouldn't it be great if employers treated all employees like they had high potential? Too often treated like cogs. (CharleeHanna Replied) Or maybe had a flat organization that really work with no bosses.
(Dr. Deepak Malhotra) Yes long term is important but now-a-days long term is three years max for a one-click. Match their needs.
(Dave Perks) Some may be obvious, others may be hiding in plain sight. Use strength finder to give everyone a chance to become HiPO.

Question #3 Once identified, what should organizations do with HiPOs?
(Piyush Govil) Org. should engage them effectively & succession planning should always be in place.
(AB Chatterjee) Once identified they need to be developed/mentored & provided with challenging assignments to keep them engaged.
(Ashish Jain) Provide direction, create opportunities, challenge and let them be. Develop, Mentor, Stretch, Challenge, Engage and retain them
(Christopher Taverna) Have procedures in place for nurturing their potential. Keep them engaged. Don't lose them. (Dr. Deepak Malhotra Replied) list their aspirations and match the aspirations.
(Maduoma) Try and avoid a race to the bottom
(TheAlternativeBoard) It's not unusual for HiPOs to be overburdened with work. Make sure they're not being punished for being productive! (Maduoma Replied) Fair point and don't create the impression that the non-HiPOs don't matter as much. (Christopher Taverna Replied) Oh the curse of being efficient and productive! Let's give more work to them, they can handle it! (TheAlternativeBoard Replied) Instead of loading them with MORE work, load them with more interesting work. (Christopher Taverna Replied) and take away some less interesting work in exchange (Maduoma Replied) But the premise of being a HiPO is they can handle it, No? (TheAlternativeBoard Replied) Sure they can handle it, but that doesn't mean it's healthy for their long term motivation. (Christopher Taverna Replied) Just because they can handle it doesn't make it appropriate. (TheAlternativeBoard Replied) Exactly! The last thing you want to do is burnout your top talent!
(Shubha Rao Benipuri) Encourage the HiPos to mentor and coach others actively. (CharleeHanna Replied) WaaHoo!!! mentoring as a routine part of work
(Er.Gautam Y Thakore) give opportunities at different levels and make them feel that they will be leading the organization. (Cathy Carmody Replied) How to do that w/out making a promise that may not be kept?
(Dave Perks) Be certain to understand, support & nurture people so they become brand advocates & attract & engage others.
Question #4 4-What are the biggest challenges for managers when managing HiPOs?
(Maduoma) Managing their ego... (CharleeHanna Replied) It is a shame that HiPos often have an ego. Maybe those who plod along & are not showy are the real HiPos? Lest we forget, HiPOs are the people that companies believe may become their future leaders. Some subjectivity mars the process. (CharleeHanna) And a lot of politics, & networking and sometimes self interest. Need to weed this motivation out and deal with it.
(CharleeHanna) This reminds me of the teacher teaching 4 graders who think at the speed of lighting, & not keeping up w the kids.
(Er.Gautam Y Thakore) Are you living to your full potential?? pic.twitter.com/9hDSDu1APz . Balancing their over confidence. Arrogance (Cathy Carmody Replied) Perhaps if they have much of those, they shouldn't be considered HiPos? or need some experiences to gain more empathy. (Er.Gautam Y Thakore Replied) Young people tend to slip in this area which i mentioned. (Cathy Carmody Replied) yep, good to give them feedback before behaviors become too entrenched. (Shubha Rao Benipuri replied) And encourage them to learn compassion and empathy
(Ashish Jain) Probably the biggest challenge is not be insecure and to empower them. (Christopher Taverna Replied) That's the worst, when a manager holds back a HiPo because they are afraid of having their employee get promoted
(Christopher Taverna) Keeping the whole team engaged. Everyone has a part to play. Don't spend all your time on the best/worst performers.
(AB Chatterjee) A manager managing HiPOs should have treaded the same path earlier to understand the unique challenges a #HiPo faces. Same challenge a teacher faces when a student in the class solves the problems before the class & asks for more. (Cathy Carmody) Interesting! Sometimes I thought they'd forgotten what it took &/or became jealous, often undermining HiPo's.
(Piyush Govil) Biggest Challenge for managers to keep them engaged & have enough interesting tasks at hand, for some ego as well.
(Cathy Carmody) Delegating interesting parts of their jobs, not playing favorites, assuming they stay that way, giving honest feedback & independence. As economy improves, HiPo's tend to test waters for better jobs. Managers need to have conversations now.
(AB Chatterjee) Managing parity in the team, managing the ups & downs (most imp.) of the HiPO in his journey. (Dr. Deepak Malhotra Replied) they have their career paths defined. You have to match their aspirations or they disengage.
(TheAlternativeBoard) One challenges of managing HiPOs (especially in tight budgeted startups) is the feeling you can't thank them enough! (Dave Perks) Avoiding in-groups & out-groups. Steering clear of bias (recency, halo), ensuring values prevail over results.
(theteapixie) Recognizing the win/win of rewarding aspirations and ability while expending effort to provide intensive engagement.
(Dave Perks) Avoiding in-groups & out-groups. Steering clear of bias (recency, halo), ensuring values prevail over results.
Question #5 What are the best ways to mentor and coach HIPOs?
(TheAlternativeBoard) Have them create a written document that lays out their goals. Then help them develop the pathways to reach those goals. Hold them accountable to those goals and the benchmarks along the way. (CharleeHanna Replied) Love this -this is how @MorningStarTomatoes starts every employee then they R accountable for their own journey.
(CharleeHanna) Perhaps the HiPo could mentor and coach others around them, share the knowledge and passion
(Maduoma) HiPOs consistently and significantly outperform their peer groups in a variety of settings and circumstances. Teach them, at a certain point, they will face the challenge of letting go as much as the challenge of adding on.
(Ideafarms) As long as it's our job to motivate, people will feel entitled. Let them do what they're best at and provide direction. (Cathy Carmody) Interesting assumption(s) about motivation. Can u explain? (Ideafarms Replied) We think declaireit that people need to be motivated externally to perform. Meaning that they don't see their jobs having meaning. (Maduoma) But self motivation is usually more sustainable, No? (Christopher Taverna Replied) Agree! That's why it's important to align duties well, otherwise you lose intrinsic motivation. (Cathy Carmody Replied) YET, management must also share that not all parts of all jobs r lovely= need realistic expectations. (Christopher Taverna Replied) Yes, not all of work is interesting. But can strive for 51% or (preferably) higher :)
(Shubha Rao Benipuri ) Get them to interact with and learn from each other. Find out what motivates/drives them personally and play to those drivers. (Dr. Deepak Malhotra) Well said. Aspirations and matching them is the key
(Sunil Malhotra) All artificial #HR measures are just that -- artificial. Won't work for HiPOs. Here's a hint: Have you heard about Mark Youngblood and the Quantum Organisation? http://www.parshift.com/Speakers/Speak006.htm
(AB Chatterjee) A very effective way is getting them to interact with leadership team to learn from their individual journeys & success stories.
(Cathy Carmody) ASK them! They know best & it may or may not match org goals/needs; that's an important discussion.
(Er.Gautam Y Thakore) Set example by practicing what you want to be. Your Attitude towards work / managing situations impacts them.
(Dr. Deepak Malhotra) Let them decide it for themselves. They would not remain HiPos if you mouth feed them. What works best is Empowerment. Hi Pos need to be empowered for your program to be successful.
(Ashish Jain) Provide HiPos with mentors who are bigger tigers than them and Coaches who push the boundaries n think out of the box.
(AB Chatterjee) The HiPo journey in stats https://twitter.com/Esoteric_ABHI/status/842435448060448768 (theteapixie) Can you direct me to the source and survey size? (AB Chatterjee Replied) http://info.hoganassessments.com/blog/bid/286659/High-Potentials-What-works-and-what-doesn’t
(Dave Perks) Frequently





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What are the Best Machine Learning Tools? Here Are 7 Everyone Should Look At Today!

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Identifying & Managing High Potential (HiPOs) Employees

As organizations grow, certain employees through a combination of their continued performance levels, task execution, knowledge & skills levels and attitude prove that they are high potentials (HiPOs). These HiPOs can form the very core of the technical and leadership talent that an organization's continued success and growth might hinge upon in the near and long term.

HiPOs are hence 'core talent' that organizations have to incubate, upskill, protect and help grow, to have a strong organizational technical and leadership talent pipeline critical for the organization's bottomline, market competitiveness, innovation and business continuity.

The challenge thus is to identify HiPOs across the organization early and to then go about managing their career graph with the organization intelligently and effectively to enure that both the organization and the HiPos experience mutually satisfying 'ROI' of the time and effort that has been incurred by both parties.

https://hbr.org/2017/02/companies-are-bad-at-identifying-high-potential-employees

https://www.forbes.com/sites/tomaspremuzic/2016/10/19/four-things-you-probably-didnt-know-about-high-potential-employees/#5b0e0ca73977


Questions
1- What are some important traits apart from technical excellence, that workers need to exhibit inorder to be recognized as HiPOs ?

2- 'Is there a particular stage of an organization's or process's life cycle that HiPOs can be identified in or is this possible at any stage?

3- Once identified, what should organizations do with HiPOs?

4- What are the biggest challenges for managers when managing HiPOs?

5- What are the best ways to mentor and coach HIPOs?

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The discussion for #HBRogue today March 2
Outliers- Who Are They, How Can They Best Contribute
http://gladwell.com/outliers/outliers-q-and-a-with-malcolm/
https://hbr.org/2014/01/the-case-for-hiring-outlier-employees

An “Outlier” is a scientific term to describe things or phenomena that lie outside normal experience. It is used in scientific data gathering.
But if you consider an Outlier as a person then it could also describes the "Dandelion Principle"
"If you treat the dandelion as an herb you will get access to all its value.
If you treat the dandelion as a weed you will never learn that it is one of the most valuable plants in nature. Biodiversity makes nature work at its best."

Are people who are different of great value especially in the work place , for example, those that have forms of autism, cerebral palsy, introverts, or attention deficit syndrome? Often these people and others are over looked and difficult to work with socially.

Questions:
Q1 - What is your understanding of "What is a Outlier?
Q2 - How do you differentiate an Outliers from a negative disrupter?
Q3 In your experience what is the role of Outliers in organizations?
Q4- Why is incorporating Outliers important, to business results, culturally and socially?
Q5- How can we make Outliers successful in an organization?

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Outliers- Who Are They, How Can They Best Contribute
http://gladwell.com/outliers/outliers-q-and-a-with-malcolm/
https://hbr.org/2014/01/the-case-for-hiring-outlier-employees

An “Outlier” is a scientific term to describe things or phenomena that lie outside normal experience. It is used in scientific data gathering.
But if you consider an Outlier as a person then it could also describes the "Dandelion Principle"
"If you treat the dandelion as an herb you will get access to all its value.
If you treat the dandelion as a weed you will never learn that it is one of the most valuable plants in nature. Biodiversity makes nature work at its best."

Are people who are different of great value especially in the work place , for example, those that have forms of autism, cerebral palsy, introverts, or attention deficit syndrome? Often these people and others are over looked and difficult to work with socially.

Questions:
Q1 - What is your understanding of "What is a Outlier?
Q2 - How do you differentiate an Outliers from a negative disrupter?
Q3 In your experience what is the role of Outliers in organizations?
Q4- Why is incorporating Outliers important, to business results, culturally and socially?
Q5- How can we make Outliers successful in an organization?

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