Category Archives: Organizational Culture

Prepare for meetings like a surgeon

Source: The Future Shapers // Author: Douglas Ferguson Imagine. You are going in for surgery. Before you get put under by the anesthesiologist, you ask if the surgeon and team are good to go. The anesthesiologist says, “I think so, but I am not really sure. They will likely just wing it.” Would you wantContinue reading “Prepare for meetings like a surgeon”

Global Beehive Talk: Mathias Cöster

Source: Global Beehive // Author: Hans Gillior Global Beehive Talk with Mathias Cöster – Researcher at Centre for Advanced Studies of Innovative Price models and Uppsala University. Listen to Mathias reflect on digitalization, business/pricing models and its effects on public service. Enjoy!

Preparing for a different kind of planning during COVID-19 and beyond

Published by Enterprise Times // Author:  Gordon Stuart At the end of 2019, organizations “finalized” their budgets only for 2020 to remind them that nothing is ever final. In the face of this kind of uncertainty, finance organizations need the ability to plan for the unforeseeable and steer the ship even when the course isn’tContinue reading “Preparing for a different kind of planning during COVID-19 and beyond”

Engagement 4.0: Mindfulness + Design Thinking + Culture Transformation Advisory

According to some polls somewhere by some very important agency, over 73% of people or so worldwide are unhappy with their jobs. They experience no motivation and no engagement at their place of work or in doing what they do or working for whom they work. Unhappy and disengaged workers are a lot less resilient,Continue reading “Engagement 4.0: Mindfulness + Design Thinking + Culture Transformation Advisory”

Global Beehive Talk: Julia Goga-Cooke

Source: Global Beehive Author: Hans Gillior Global Beehive Talk with Julia Goga-Cooke – the CEO Academy of Design Thinking. She shares here experience and thoughts about Design Thinking and why companies and organisations succeed in implementing it. In the end – it is all about mindset. Enjoy!

Global Beehive Talk: Mark Leonard

Source: Global Beehive Author: Hans Gillior Global Beehive Talk with Mark Leonard – Director and Researcher at Mindfulness Connect. He has worked closely with Royal Orthopaedic Hospital (ROH) to implement mindfulness and study its effects. It was a great talk about collective intelligence, social collaboration and change. Enjoy!

Revealing an organisation’s true colours

Source: The Future Shapers Author: Hannah Keartland Surrounded by flashing lights and pumping music, the CEO stood on stage and announced “we’re innovative – we are the future”!  Memories of Steve Jobs! But when we looked at examples of projects that genuinely pushed the boundaries of the strategy, they’d all been stopped or reshaped toContinue reading “Revealing an organisation’s true colours”

Addicted to fake news: violation of human dignity

By Prof. dr. mr. Smits. English translation from the Privacyweb site -https://www.privacy-web.nl/artikelen/verslaafd-aan-nepnieuws-inbreuk-op-menselijke-waardigheid – done by staff on Coursera’s MOOC “Privacy in the Western World” by https://www.eitdigital.eu/ Fake news and privacy: obviously, the two have a strong relationship. That is because privacy is inextricably linked to human dignity. The first article of the European Charter ofContinue reading “Addicted to fake news: violation of human dignity”

Three Reasons to Create Peer Pressure – Mark Fritz – Be the leader you want to be faster

When you start making everything more visible (both results and behaviors) within the team, you start to drive peer pressure within the team too. Some leaders don’t like peer pressure as they don’t feel they will not be able to handle the possible conflict that could come with it. Have the courage to make resultsContinue reading “Three Reasons to Create Peer Pressure – Mark Fritz – Be the leader you want to be faster”

Bigger Tank, Bigger Turtle

Source: FutureShapers Author: Danny Wootton If you buy a young turtle and put it in a small aquarium, it will only grow to the size that fits the tank.  Somehow  creatures are aware of the limitations imposed on them. You see a similar phenomenon in many organisations.  Organisations constrain their employees with rules, bureaucracy andContinue reading “Bigger Tank, Bigger Turtle”

Fear of the light

Source: FutureShapers Author: Richard Hames We can easily forgive a child who is afraid of the dark. The real tragedy of life is when men are afraid of the light ~ Plato Honest, sensitive, overpowering. His words leapt off the page – etched into my lingering anxieties about the immediate future of humanity, set against theContinue reading “Fear of the light”

Achieve More with Fewer Thoughts…Three Reasons Why!

It’s sounds strange, but true. The successful have fewer thoughts than the unsuccessful, and especially because they can hold important thoughts longer in their mind. Here are three reasons why the successful achieve more with less, and how you can create the behaviors to do the same too. 1. Create a Strong Focus A strong focusContinue reading “Achieve More with Fewer Thoughts…Three Reasons Why!”

Keys to Successful Leadership Programs

I have run a number of leadership development programs, and led leadership development sessions in business schools across Europe.   These programs get your leaders away from the day to day, and get them thinking about their own development and how they can move their organization forward faster. Here are two keys to make your next leadership development program even moreContinue reading “Keys to Successful Leadership Programs”

Most companies aim to just make their people happy. Here’s where they are often wrong.

by Paul Zak – Professor, Speaker, Entrepreneur Arbejdsglaede. Only the Scandinavian languages have a word for Joy at work; in Danish it is arbejdsglaede. What do the Danes know that most of the world does not? To find out, my team and I spent a week in LasVegas. We weren’t spying on Danes at aContinue reading “Most companies aim to just make their people happy. Here’s where they are often wrong.”