Building Consensus? Try Standard Work June 2, 2011
Posted by Jeff Fuchs in Standard Work, strategy, team development.Tags: standard work, strategy, teams
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Gaining consensus in the workplace on a direction to move in can be a very difficult process. Making the process standard work can be a slow but consistent method for consensus: “a clear method by which a person can build a case for the initiative, communicate it to colleagues, incorporate their feedback, gain their support, and thereby move forward.” The A3 process replaces large, messy meetings with simple one–on–one meetings between people.
Check out the TimeBack blog post here.
Building Consensus? Try Standard Work June 2, 2011
Posted by Jeff Fuchs in Standard Work, strategy, team development.Tags: standard work, strategy, teams
add a comment
Gaining consensus in the workplace on a direction to move in can be a very difficult process. Making the process standard work can be a slow but consistent method for consensus: “a clear method by which a person can build a case for the initiative, communicate it to colleagues, incorporate their feedback, gain their support, and thereby move forward.” The A3 process replaces large, messy meetings with simple one–on–one meetings between people.
Check out the TimeBack blog post here.
Why So Many Managers are Cowards August 12, 2010
Posted by Jeff Fuchs in leadership, team development.Tags: leadership
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Leadership tends to blame problems on people, rather than on the policies that leadership employs. But sometimes, the problem does indeed happen to be a person. But rather than dealing with the problematic person, management prefers the less-personal, non-confrontational route of changing the policy. For example, a professor with a weak syllabus will not be called out; rather, the entire department will receive a standard syllabus all professors must adhere to. But such actions are unfair to the personnel performing well.
Check out the Bloomberg Businessweek article here.
Why So Many Managers are Cowards August 12, 2010
Posted by Jeff Fuchs in leadership, team development.Tags: leadership
add a comment
Leadership tends to blame problems on people, rather than on the policies that leadership employs. But sometimes, the problem does indeed happen to be a person. But rather than dealing with the problematic person, management prefers the less-personal, non-confrontational route of changing the policy. For example, a professor with a weak syllabus will not be called out; rather, the entire department will receive a standard syllabus all professors must adhere to. But such actions are unfair to the personnel performing well.
Check out the Bloomberg Businessweek article here.
Shared Creativity Key to the New Definition of “Work” November 18, 2009
Posted by Jeff Fuchs in Creativity & Innovation, team development.Tags: creativity, teams
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Jeff Klein, CEO of Cause Alliance Marketing, is interviewed on the importance of creativity in the new paradigm of work: personal, meaningful, and part of an integrated life. Klein notes that collaboration fosters creativity when common causes and objectives also speak to individual interests. Allowing for creativity and adaptability, and recognizing the limits of individual knowledge, allow for other ideas and perspectives to move a project along. The idea is to have the openness to be able to adapt to changing circumstances and co-create with others.
For the interview, go here.
Shared Creativity Key to the New Definition of “Work” November 18, 2009
Posted by Jeff Fuchs in Creativity & Innovation, team development.Tags: creativity, teams
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Jeff Klein, CEO of Cause Alliance Marketing, is interviewed on the importance of creativity in the new paradigm of work: personal, meaningful, and part of an integrated life. Klein notes that collaboration fosters creativity when common causes and objectives also speak to individual interests. Allowing for creativity and adaptability, and recognizing the limits of individual knowledge, allow for other ideas and perspectives to move a project along. The idea is to have the openness to be able to adapt to changing circumstances and co-create with others.
For the interview, go here.
Shared Creativity Key to the New Definition of "Work" November 18, 2009
Posted by Jeff Fuchs in Creativity & Innovation, team development.Tags: creativity, teams
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Jeff Klein, CEO of Cause Alliance Marketing, is interviewed on the importance of creativity in the new paradigm of work: personal, meaningful, and part of an integrated life. Klein notes that collaboration fosters creativity when common causes and objectives also speak to individual interests. Allowing for creativity and adaptability, and recognizing the limits of individual knowledge, allow for other ideas and perspectives to move a project along. The idea is to have the openness to be able to adapt to changing circumstances and co-create with others.
For the interview, go here.
Money, The Ultimate Job Performance Motivator? October 10, 2009
Posted by Jeff Fuchs in team development, workforce.Tags: motivation, workforce
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As many companies try to do more with less, the pressure stays high to build compensation packages and work environments that provide employees with the incentives and motivation to perform at optimal levels.
In this video, Daniel Pink (former Al Gore speechwriter) argues that incentives that historically work well for employees in task-oriented jobs with repetitive performance are often the opposite of those required to ensure maximum productivity from creative or “knowledge workers”. The scientific research he cites indicates that extrinsic incentives (such as monetary bonuses for performance) may actually hinder productivity for certain types of employees and situations.
As Mr. Pink repeats, “There’s a mismatch between what science knows and what business does.”
For the full video (length 18:40), click here.
Money, The Ultimate Job Performance Motivator? October 10, 2009
Posted by Jeff Fuchs in team development, workforce.Tags: motivation, workforce
add a comment
As many companies try to do more with less, the pressure stays high to build compensation packages and work environments that provide employees with the incentives and motivation to perform at optimal levels.
In this video, Daniel Pink (former Al Gore speechwriter) argues that incentives that historically work well for employees in task-oriented jobs with repetitive performance are often the opposite of those required to ensure maximum productivity from creative or “knowledge workers”. The scientific research he cites indicates that extrinsic incentives (such as monetary bonuses for performance) may actually hinder productivity for certain types of employees and situations.
As Mr. Pink repeats, “There’s a mismatch between what science knows and what business does.”
For the full video (length 18:40), click here.
Meeting Facilitation Guidelines November 30, 2008
Posted by Jeff Fuchs in personal productivity, team development.Tags: meeting management, personal productivity
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Do you know what the Seven-Second Rule is? (No, you’re thinking of the three second rule, and trust me, it’s already gone. Don’t eat that.) Have you ever used the ”Fist-to-Five Consensus Check”? If not, then you may want to check out this list of meeting facilitation guidelines. Even if you are a seasoned facilitator, it is good to brush up on your skills every so often.
Meeting Facilitation Guidelines November 30, 2008
Posted by Jeff Fuchs in personal productivity, team development.Tags: meeting management, personal productivity
add a comment
Do you know what the Seven-Second Rule is? (No, you’re thinking of the three second rule, and trust me, it’s already gone. Don’t eat that.) Have you ever used the ”Fist-to-Five Consensus Check”? If not, then you may want to check out this list of meeting facilitation guidelines. Even if you are a seasoned facilitator, it is good to brush up on your skills every so often.
