The Open Organization

People are often afraid to donate to worthwhile causes in developing countries because they think their money will be wasted.  How can a donor know that their funds will really make an impact locally?  I talk about this in my article, "Supporting startups in developing countries", (https://lnkd.in/g7G9HqW6).  I hope it gives people some ideas they can consider.

With over half the global population living in developing countries, those countries could be a $5 trillion dollar market if the products were adapted correctly.  Furthermore, establishing startup companies in developing countries has greater potential than ever before, with the advances in information technology.  I talk about this in an article, "Building startups in developing countries", (https://lnkd.in/gFJpZAsp).  You might find it interesting and generate some ideas to think about.  

Organizational growth requires partnering, particularly for very complicated issues.  Issues that require specialty knowledge and mass resources.  Issues that impact many and require strong, long-term human relationships.  I give examples of this in "How collaborative will you be?" https://lnkd.in/gwCYEJvf.

I have worked in both large public companies and small single owner companies.  I always wondered how small family companies become huge, global public companies.  I learned that finding the right partners is a major factor.  So, I studied how to do that successfully and wrote about it in "Openness is a continuum: when to compete or collaborate" (https://lnkd.in/gz_bTaSx).  I hope it gives you some ideas to think about.

In today's working and living environment, we all need other people in our lives to survive.  Therefore, building a quality, helpful network is not only helpful but vital.  I talk about how to do that in my article, "Developing a world-class professional contact network" (https://lnkd.in/g6UhJJUG)

Career advancement, leadership development and business startup establishment have several things in common.  Also, all three of them could be highly supportive of each other.  I talk about this in my article "Career and leadership building similar to startup development" (https://lnkd.in/gRmUF-C2). 

Whether at work or home, how efficient are you in making decisions?  How often have you decided something but never execute on it?  I talk about how to improve that skill in "4 factors in open decision-making"  https://lnkd.in/g7WRnHP4.  I hope it gives you some ideas to think about.

Whether at work or home, how efficient are you in making decisions?  How often have you decided something but never execute on it?  I talk about how to improve that skill in "4 factors in open decision-making"  (https://lnkd.in/g7WRnHP4).  I hope it gives you some ideas to think about.

The strength-based leadership theory is centered around one core concept: Tasks and responsibilities should be delegated to team members based on their areas of expertise or excellence. In order to be fully effective, senior-level managers must commit to leading in a way that prioritizes the positive attributes each individual possesses, and that also encourages those individuals to put their attributes into action cohesively to achieve common goals. Creating a united team is a critical component of any successful venture. https://hubs.li/Q02PwDQD0 #strengthsbasedleadership #leadership #managementstrategies

I spent most of my career working in many countries, with different cultures, religions and languages.  To be successful, I had to find something that brought those differences together.  I found it in psychology and personality type.  We are all human beings and have personality types that are not impacted by regional differences.  I studied this, used what I learned and wrote about it in "Putting personalities to work" (https://lnkd.in/gWc2rAvY).  It helped me, and I hope you find it useful to you too.