Irv Grousbeck: The Power of “I Don’t Know”

Newly minted CEOs need to bear in mind that employees prefer honesty and humility over perfection.

It’s okay not to have all the answers. Read full story here.

When Employees Are Open With Each Other, But Not Management

Side conversations can have a detrimental effect on a company’s culture. 

They occur because people believe it’s not acceptable to tell the truth publicly. More reading here.

Emotional baggage

Away’s founders sold a vision of travel and inclusion, but former employees say it masked a toxic work environment.

The founders were allowed to complain to one another in private, but employees were expected to have almost every conversation in public. Invest 5 minutes and read full story here.

Amy Edmondson: Psychological safety is critically important in medicine

Creating an interpersonal climate in which all employees feel empowered to speak up will lead to fewer errors and better performing teams.

Psychologically safe workplaces are not the norm, so nobody should feel bad about not having one yet. Keep reading here!

A Guide for Intrapreneurs

How employees can catalyze innovation from within organisations.

Only eight of the thirty most transformative innovations were first conceived by entrepreneurs; 22 were conceived by employees. Keep reading the story here.

Don’t Spend Time Motivating Your Employees. Do This Instead

Founders have bundles of motivation, but you shouldn’t necessarily believe all the hype.

Hire self-motivated employees who will go the extra mile to get the job done and share the process with others. Read the story here.

Business leaders gird for ‘organizational explosions’

A framework for successful transformations.

The path to digital transformation is littered with episodes that disrupt customers, employees, and partners. Reading and watching (video): follow me.

Why Some Leaders Have Their Employees’ Trust, and Some Don’t

There are two types of organisations: high-trust & low-trust in their leaders. 

Engagement and trust don’t happen if they’re simply left to chance … go here for some more reading

Guest Blog: Driving innovation with L&D

Many companies want to establish a culture of innovation, one that encourages flexibility, creativity and supports risk-taking. The benefit? breakthrough products, a superior customer experience and a nimble response to market challenges.

But what is happening in organisations today, and what can HR do – specifically the L&D (learning and development) function – in not only supporting, but also driving, a culture of innovation? The 2019 US L&D Report highlights some of the latest trends that companies are already applying.

Be flexible

The aim of a HR/L&D team is to adjust to continuous organizational changes without compromising either the speed or quality of talent development strategies. An overly-planned L&D program is less likely to adapt with any changes in business strategy, so don’t be afraid to stray from your schedule and remain flexible when business needs a shift. This also means that for innovation to occur, your program needs to tailor itself to the individualized present (and future) need of employees.

Create a safe space for risks and ideas

Innovation happens when employees feel free to take risks without repercussions. Focusing on employees’ individual strengths has been key to creating a culture of innovation. Focusing on strengths creates trust; it creates a safe space to try something and possibly fail, have a conversation about it, and move forward. For many organizations, innovation is a byproduct of their culture that prioritizes relationship-building and trust between employees and managers over learning hard skills.

Having engaged and committed leaders who can encourage this culture is key. It comes as no surprise that leadership and management skills are in high demand at organizations that are leading the innovation charge.

Hand-in-hand with creating an environment where risks can happen without repercussion, encouraging idea-sharing between colleagues on all levels of the organization will also propel innovation. The takeaway? Create programs that allow employees to cultivate their individual strengths while building relationships with others on the team. Where there’s support, there’s innovation – and trust needs to exist between team members for innovation to flourish.

Experiment (and then recalibrate)

Innovation comes from risk-taking. But since there are so many effective mediums and methods to deliver learning in 2019, it’s important to think outside the box and beyond traditional learning – and to never be afraid of recalibrating based on results. It’s vital to carry out evaluations and continuously monitor feedback in order to produce and develop the most innovation-driving programs.

Evaluation and recalibration are at the heart of world-leading innovation initiatives. Through surveys, focus groups, or other evaluations, it’s crucial to determine which programs work, which can be optimized, and which should be scrapped. Even more critical, however, is that you cultivate a working environment where employees can question current processes without repercussion. In a space where there’s mutual trust, reflection can grow into innovation.

Connect L&D and innovation

You could plan great L&D initiatives and hope that it sparks innovation company-wide, or you could be even more proactive. Planning programming around the concept of innovation might include a speaker series with innovators in your industry, a course on design thinking, or hack-a-thons where employees get to take a step back from their daily duties and focus on what could be improved at the company.

Written and Contributed by findcourses.co.uk // EMG – Education Media Group

Netflix Avoids Rules Like the Plague & Its Replacement Is Brilliant

Over time, a process-focused culture drives out the high-performing employees that companies aim to keep.

Focus on hiring the best. Set guidelines, not rules. Reward great performance. Read the full story here.