It happened during a soccer match in the Netherlands last week. Afro American striker Jozy Altidore, playing for AZ Alkmaar in Den Bosch, was cheered on with monkey chants by a group of FC Den Bosch fans, as well as his Moroccan team mate Adam Maher.
Are you authentic? Do you show your true self at work? Or in any group...? We all play functional roles, up to a point. But there’s a difference between acting within your position as the CEO, the consultant or the HR-manager and make-believe: faking your consent, or lying, or saying you support a plan while you don’t, etc. In life and work, there may be a thin line between honesty - and “playing it smart”.
Happy 2013 to all of you - and we’re back to work! You probably wished your coworkers a great new year and you exchanged new year’s resolutions over your first coffee and that’s it.
Though new beginnings can be refreshing and early January is anchored as a promising time of setting inspiring goals and starting to change...by February most of us seem stuck in the “messy middle” of change. Current culture took over in the workplace. Old habits die hard.
Change is the new normal and global and technological challenges are often seen as the big cause. But there’s also an organizational life cycle that urges organizations to change if they want to survive and even thrive. Let’s travel through organizational life and see how change and development are incorporated. By the way, did you realize that you create a company culture when starting out with two fellow entrepreneurs? Ever imagined that this would determine success right from the start?
Fact: most employees occasionally use social media tools at work for personal reasons, anyway. Unsurprisingly, business leaders want guidelines in place for regulating employee use of social media outlets--and protecting against misuse--on personal and company accounts alike. Many 2012 corporate to-do lists include creating an official policy for regulating employees’ Tweets, Likes and Shares while at work.
Chris Warren explained how differently people can respond to change depending on their DISC type. In this last article, Chris links the Change Cycle from danger to opportunity to your personal primary DISC style. Assess yourself to see where you tend to get stuck in change...and get moving again with the nudge factors!
In his first blog, Chris Warren explained how differently people can respond to change depending on their DISC type and he compared DISC to the Competing Values Framework and organizational culture. In part 2, Chris shows the Change Cycle from danger to opportunity. Depending on your primary DISC style, you experience different blockages when moving through change. Chris argues that 4 factors, one of them being organizational culture, can help people move through the change.
Chris Warren is managing partner at Personal and Organisational Development Services (PODS). In this first blog out of three, he explains how differently people can respond to change… depending on their type according to the DISC methodology. We also take a brief look at what the Competing Values Framework and organizational culture change have to do with this.
Five fundaments matter to become a High Performance Organization (HPO): quality of management, openness, readiness to take action, long-term focus and continuous improvement of employees. In a HPO employees must be High Performing Individuals (HPI): focused on customers, quality and continuous improvement, inspiring each other to collaborate to achieve excellent results. HPI-employees like to be accountable for their results and take ownership.
In recent years, the most successful companies have focused less on perks and more on offering their employees something better: a connection to the company. Three prominent start-ups - Groupon, Zynga and Dropbox - are each cultivating lasting company cultures, and Kyle Lagunas took a look to see what's working and what's not. Kyle Lagunas is the HR Analyst at Software Advice. Focused on offering a fresh take on points of interest in his market, he's not your typical HR guy.