Begin by managing these three interactions when following the advice of Russell Ackoff, “To manage a system effectively, you must focus on the interactions of the parts rather than their behavior taken separately.” Each interaction listed here is one of three key factors that influence levels of intrinsic motivation: Collaboration, Choice and Challenge. 1️⃣ Manageable interaction #1 The level of Understanding that Employees have of your Organizational Aim has a significant influence on collaboration. 2️⃣ Manageable interaction #2 Moving Task Ownership from Manager to Employee provides immediate changes in how much choice is present for employees. 3️⃣ Manageable interaction #3 Shifting the Feedback Content that Managers discuss with Employees from objectives-based to learning-based supports the work of keeping work balanced at the appropriate levels of challenge. The most recent IQI Newsletter addressed three manageable interactions. The Learning-based Feedback Session Agenda is provided as a reader resource. Register for free IQI membership to begin receiving regular and member editions. https://lnkd.in/eGdwesjz
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Organizational Excellence | Learning and Development | Process Improvement | Multi-team projects
An organization’s culture exists in the interactions between people. Managers have dozens of tangible ways to alter those interactions. Here are three examples.
Begin by managing these three interactions when following the advice of Russell Ackoff, “To manage a system effectively, you must focus on the interactions of the parts rather than their behavior taken separately.” Each interaction listed here is one of three key factors that influence levels of intrinsic motivation: Collaboration, Choice and Challenge. 1️⃣ Manageable interaction #1 The level of Understanding that Employees have of your Organizational Aim has a significant influence on collaboration. 2️⃣ Manageable interaction #2 Moving Task Ownership from Manager to Employee provides immediate changes in how much choice is present for employees. 3️⃣ Manageable interaction #3 Shifting the Feedback Content that Managers discuss with Employees from objectives-based to learning-based supports the work of keeping work balanced at the appropriate levels of challenge. The most recent IQI Newsletter addressed three manageable interactions. The Learning-based Feedback Session Agenda is provided as a reader resource. Register for free IQI membership to begin receiving regular and member editions. https://lnkd.in/eGdwesjz
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Corrective Action: Redirecting Effort without Offending or Disaffecting Ever noticed that people who preach “thick skins” tend to be most sensitive to the slightest offense? Everyone says they want completely honest feedback…until they get it. Right! Critical conversations should proceed with a clear goal in mind and collaborative spirit. Three proven negotiation tools make it easier: “Tell me more…” to get them talking, “That makes sense…” to show endorsement, and “What would you do?” to find agreeable solutions. Join Jeff Hiller, consultant and business coach, for a one-day seminar on Tough Talks: Dealing with Difficult People & Sticky Situations. Jeff will teach participates effective patterns for managing the range of conversations emphasizing interactive exercises that allow them to practice techniques for handling specific situations and create an environment of trust. Key takeaways include: • Daily Interactions: it’s not what you meant, it’s what you said & they heard • Feedback Culture: create space where people say what needs to be said • Corrective Action: redirecting effort without offending or disaffecting • Crucial Conversations: when to speak up & how to maximize success • Conflict Resolution: settling disputes between multiple parties • Managing Reactions: adjusting approaches to different types of people Learn more and register today! https://ow.ly/Exu750QO4Rm . . . #hrhouston #hr #humanresources #ToughTalks #DifficultConversations #StickySituations #hrseminar #hrworkshop #hrcontinuingeducation #shrmcertification #shrm #shrmcp #shrmscp
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Where are you on the EQ scale? Sign up for our FREE class on May 3! Emotional Intelligence (EQ) plays a HUGE role in creating a Lean culture within your organization, how change is accepted (or not), and it can even influence the outcome of your kaizen event! To learn more about EQ in the workplace sign up for our FREE class on EQ on Friday, May 3, 12pm-1pm CT https://zurl.co/yfMA EQ primarily is about how aware you are of your own emotions, the emotions of others, and how you react to both. We have all known someone in an organization that is the proverbial "stick in the mud" when it comes to change. They will gripe and groan about it, speak negatively, and refuse to take part (or be one of the very last to adopt) because they are on the lower end of the EQ scale. Someone at the higher end of the EQ scale will listen to the information about change openly, ask questions and be willing to give it a try. The tricky part comes into play when you are trying to work with or lead someone that is at a different place on the EQ scale than you are. How do you know where you are on the EQ scale? Take this quick quiz: https://zurl.co/6uQa To learn more about EQ in the workplace sign up for our FREE class on EQ on Friday, May 3, 12pm-1pm CT https://zurl.co/yfMA #katielabedz #learningtolean #EQ
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Where are you on the EQ scale? Sign up for our FREE class on May 3! Emotional Intelligence (EQ) plays a HUGE role in creating a Lean culture within your organization, how change is accepted (or not), and it can even influence the outcome of your kaizen event! To learn more about EQ in the workplace sign up for our FREE class on EQ on Friday, May 3, 12pm-1pm CT https://zurl.co/yfMA EQ primarily is about how aware you are of your own emotions, the emotions of others, and how you react to both. We have all known someone in an organization that is the proverbial "stick in the mud" when it comes to change. They will gripe and groan about it, speak negatively, and refuse to take part (or be one of the very last to adopt) because they are on the lower end of the EQ scale. Someone at the higher end of the EQ scale will listen to the information about change openly, ask questions and be willing to give it a try. The tricky part comes into play when you are trying to work with or lead someone that is at a different place on the EQ scale than you are. How do you know where you are on the EQ scale? Take this quick quiz: https://zurl.co/6uQa To learn more about EQ in the workplace sign up for our FREE class on EQ on Friday, May 3, 12pm-1pm CT https://zurl.co/yfMA #katielabedz #learningtolean #EQ
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Where are you on the EQ scale? Sign up for our FREE class on May 3! Emotional Intelligence (EQ) plays a HUGE role in creating a Lean culture within your organization, how change is accepted (or not), and it can even influence the outcome of your kaizen event! To learn more about EQ in the workplace sign up for our FREE class on EQ on Friday, May 3, 12pm-1pm CT https://zurl.co/yfMA EQ primarily is about how aware you are of your own emotions, the emotions of others, and how you react to both. We have all known someone in an organization that is the proverbial "stick in the mud" when it comes to change. They will gripe and groan about it, speak negatively, and refuse to take part (or be one of the very last to adopt) because they are on the lower end of the EQ scale. Someone at the higher end of the EQ scale will listen to the information about change openly, ask questions and be willing to give it a try. The tricky part comes into play when you are trying to work with or lead someone that is at a different place on the EQ scale than you are. How do you know where you are on the EQ scale? Take this quick quiz: https://zurl.co/6uQa To learn more about EQ in the workplace sign up for our FREE class on EQ on Friday, May 3, 12pm-1pm CT https://zurl.co/yfMA #katielabedz #learningtolean #EQ
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Where are you on the EQ scale? Sign up for our FREE class on May 3! Emotional Intelligence (EQ) plays a HUGE role in creating a Lean culture within your organization, how change is accepted (or not), and it can even influence the outcome of your kaizen event! To learn more about EQ in the workplace sign up for our FREE class on EQ on Friday, May 3, 12pm-1pm CT https://zurl.co/yfMA EQ primarily is about how aware you are of your own emotions, the emotions of others, and how you react to both. We have all known someone in an organization that is the proverbial "stick in the mud" when it comes to change. They will gripe and groan about it, speak negatively, and refuse to take part (or be one of the very last to adopt) because they are on the lower end of the EQ scale. Someone at the higher end of the EQ scale will listen to the information about change openly, ask questions and be willing to give it a try. The tricky part comes into play when you are trying to work with or lead someone that is at a different place on the EQ scale than you are. How do you know where you are on the EQ scale? Take this quick quiz: https://zurl.co/6uQa To learn more about EQ in the workplace sign up for our FREE class on EQ on Friday, May 3, 12pm-1pm CT https://zurl.co/yfMA #katielabedz #learningtolean #EQ
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Professor at University of Hohenheim I Prorector for Digital Transformation and Sustainability
In the realm of professional development, there’s nothing quite like the powerful tool of regular review meetings since they serve as a catalyst for both individual and organizational growth. 1. Personal Development: Regular review meetings provide a unique opportunity to identify individual strengths, pinpoint areas for growth and set milestones for continuous development. 2. Alignment: Through clear exchange of expectations and perspectives, we can better focus on our tasks and work and feel more aligned. 3. Feedback Culture: An open dialogue fosters a positive feedback culture to create understanding, to learn from each other and supporting one another. 4. Motivation and Engagement: Employees who feel heard are more motivated and more connected to their work. Regular review meetings create a space for recognition and appreciation. 5. Innovation Promotion: Creative ideas often emerge through collaboration. Regular review meetings serve as a breeding ground for innovation. Understanding the individual goals of our team members and working together towards joint success is paramount. Review meetings are not a one-time event but an ongoing process that lays the foundation for a motivating, constructive and productive work relationship. 🚀👥 #UniversityofHohenheim #Annualreviewmeetings #Development #FeedbackCulture #OrganizationalGrowth #TeamSuccess
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Where are you on the EQ scale? Sign up for our FREE class on May 3! Emotional Intelligence (EQ) plays a HUGE role in creating a Lean culture within your organization, how change is accepted (or not), and it can even influence the outcome of your kaizen event! To learn more about EQ in the workplace sign up for our FREE class on EQ on Friday, May 3, 12pm-1pm CT https://zurl.co/yfMA EQ primarily is about how aware you are of your own emotions, the emotions of others, and how you react to both. We have all known someone in an organization that is the proverbial "stick in the mud" when it comes to change. They will gripe and groan about it, speak negatively, and refuse to take part (or be one of the very last to adopt) because they are on the lower end of the EQ scale. Someone at the higher end of the EQ scale will listen to the information about change openly, ask questions and be willing to give it a try. The tricky part comes into play when you are trying to work with or lead someone that is at a different place on the EQ scale than you are. How do you know where you are on the EQ scale? Take this quick quiz: https://zurl.co/6uQa To learn more about EQ in the workplace sign up for our FREE class on EQ on Friday, May 3, 12pm-1pm CT https://zurl.co/yfMA #katielabedz #learningtolean #EQ
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Where are you on the EQ scale? Sign up for our FREE class on May 3! Emotional Intelligence (EQ) plays a HUGE role in creating a Lean culture within your organization, how change is accepted (or not), and it can even influence the outcome of your kaizen event! To learn more about EQ in the workplace sign up for our FREE class on EQ on Friday, May 3, 12pm-1pm CT https://zurl.co/yfMA EQ primarily is about how aware you are of your own emotions, the emotions of others, and how you react to both. We have all known someone in an organization that is the proverbial "stick in the mud" when it comes to change. They will gripe and groan about it, speak negatively, and refuse to take part (or be one of the very last to adopt) because they are on the lower end of the EQ scale. Someone at the higher end of the EQ scale will listen to the information about change openly, ask questions and be willing to give it a try. The tricky part comes into play when you are trying to work with or lead someone that is at a different place on the EQ scale than you are. How do you know where you are on the EQ scale? Take this quick quiz: https://zurl.co/6uQa To learn more about EQ in the workplace sign up for our FREE class on EQ on Friday, May 3, 12pm-1pm CT https://zurl.co/yfMA #katielabedz #learningtolean #EQ
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