American Business Interiors的动态

Better decisions can start with: -??????Map of possibilities: look for win-win spots. -??????Run away from “8 or 80”: expand the scope of accuracy. -??????Ask for varied (and perhaps divergent) ideas: benefits of (real) diversity. -??????Insert an unworkable option: by agreeing to disagree, you can create openness to other choices.

At the broadest level, it’s important to have good management because companies, universities, and other organizations face such an open-ended strategic landscape. They must tackle a variety of issues, such as where they should direct their attention, what are the most important things to focus on, and how to deploy resources toward solving certain problems.

Sometimes building something doesn't guarantee people will come. In fact, it's more likely that they won't. This Harvard Business Review article discusses how you can convince people to seize opportunities that benefit their personal development at work. #Opportunties #Benefits #Management

Once in a while, I think it is ok to say 'we told you so.' Fascinating new research out this week from Prof Letian Zhang, an assistant professor of business administration in the organizational behavior, at Harvard Business School, which analyzed 35 million+ job postings, paints a picture of how "skilled middle managers foster collaboration, inspire employees, and link important functions at companies," still a counterintuitive picture of today's midlevel manager. Could these roles provide an innovation edge," Dr Zhang's research asks. More on his work here: https://lnkd.in/eHZZKii8? In July 2023, my McKinsey & Company colleagues Emily Field, Bryan Hancock and Bill Schaninger, Ph.D. authored "Power To The Middle: Why Managers Hold The Keys to The Future of Work" (published by Harvard Business Publishing), calling for a profound reimagining of what middle managers can and must do. They explained how middle managers act as key players in an organization’s competition for talent, how they possess the granular knowledge and perspective necessary to lead the realignments resulting from digital disruption, and why good managers must be given higher-value compensation instead of being promoted out of their jobs. Dr Zhang's new research very much confirms and aligns with our McKinsey book on how middle managers are shaping the future of work! Check out this Author Talks and read more about Power to the Middle, here: https://lnkd.in/ebF9AWAk

Fascinating new research around middle leadership. I'll be incorporating this into the talks I am giving later this month in the Middle East. #powertothemiddle #middleleadershipinschools

Sometimes building something doesn't guarantee people will come. In fact, it's more likely that they won't. This Harvard Business Review article discusses how you can convince people to seize opportunities that benefit their personal development at work. #Opportunties #Benefits #Management

Today, fast-paced world is often normalized since productivity is the focus. This doesn't?necessarily mean it's the most efficient approach.?Slowing down helps you fully seize the opportunities that matter. Read the full article below.

Dr. Amy Edmondson is coming to Lithuania! ?? Nominated as the #1 management thinker in the world by Thinkers50 and renowned professor at "Harvard Business School" will hold an interactive seminar called "Right Kind of Wrong: The Science of Failing Well." Some say failure should be avoided at all costs, while others notice that you should make mistakes and make them fast. Intuitively, we feel that some failures are beneficial while others are entirely absurd. How can we make sense of failing successfully? ?? All of these questions will be answered on September 18th at 1 PM! Are you ready to change your outlook on mistakes? Register below ?? CONFINN HR Savait? Lietuva

Interesting information related to Change! Information was pulled from an article that is listed at the end. Although change is inevitable it is the way and manner presented; constant changes without letting employees digest information can lead to negativity! Let me know what you think! A reaction towards a change is a cognitive and behavioral response based on an adaptation and a comprehensive understanding of how to react towards a change (AL-Abrrow et al., 2019b; Peng et al, 2020). This largely depends on how managers introduce a change and on the extent to which others respond. Usually, a negative reaction towards change happens when it is expected to result into more workload, uncertainty, and fatigue, especially when change is rapid and spans the whole organization or large parts of it (Beare et al., 2020; Li et al., 2017). Leadership style Leadership contributes 71% of the success of change amongst employees. Therefore, leadership and leadership traits were critical factors for change reactions for employees (Fugate, 2012). The openness of the leader increases the positive reactions to change. However, the resistance of the leader stimulates negative reactions to change from the employees (Matthew, 2009). The lack of organizational communication caused organizational imbalances that negatively affected reactions towards organizational change in a way that tends to follow negative reactions such as an exit (Kruglanski et al., 2007). Weakness in organizational communication caused tension among employees and resulted into negative reactions towards change (Li et al., 2021). In this context, numerous environmental changes and crises have led to weak organizational communication during the change. Our findings suggest steps aimed at addressing reactions should be initiated early on in a change process, to prevent negative attitudes from escalating into a desire to leave the organization. Organizations should also be aware that employees’ beliefs about ongoing change play an important role in shaping their work engagement and turnover intentions. Carefully monitoring and managing collective beliefs about a change during the full implementation phase—for instance, through employee participation and careful and timely communication. Therefore, help to avoid a loss in change momentum. Facilitating the change process and reducing the social and organization https://lnkd.in/g56wEjnA

Research: Competent Leaders Know The Limits of Their Expertise https://buff.ly/47Kky6Y