Deviation in Performance results in failure to achieve our set objectives, which consequently leads to criticism from stakeholders, among other more severe consequences. One reason for the inability to meet Performance objectives is that individual employee goals do not match up with the organization’s larger goals. Performance Alignment occurs when actual Performance synchronizes with expected […]
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GAP-ACT Model
Performance in the workplace depends on two key factors: Behaviors and outcomes of Behaviors. According to the Handbook of Human Performance Technology, Behaviors and their outcomes are the foundation of superior Human Performance. Typically, the impact of our activities reaches other individuals, information, objects, and “systems” (e.g., work flows, processes, practices, etc.). Developed by Keith […]
Problem of Change and Behavioral Change
Problematic situations exhibit a common structure or pattern. The structure of most problems comprises 3 main elements: The Problem State The Solved State The Solution Path The Problem State implies “what is,” the Solved State denotes “what should be,” and the Solution Path implies the changes integral to bridging the gap between the two states. […]
6 Theories of Motivation
Satisfied, engaged, and encouraged employees are absolutely crucial for the success and growth of an organization. However, interpreting the human psyche and determining what encourages and drives people to achieve their objectives isn’t easy to figure out for leaders and human resources experts. This is where research and insights gathered from the various Theories of […]
Stakeholder Scorecard
Stakeholders are integral to the operations and growth of an organization. Stakeholders are all those individuals or organizations that are impacted by the events and activities taking place at a business. Stakeholders ensure that everything that’s undertaken or created by the organization is flawless. In return, the enterprise strives to make the stakeholders content. The […]
Change Management in Times of Uncertainty
Organizations during good times enjoy lenient and thriving economic conditions. The confidence interval for tolerance of errors is relatively high. There isn’t a pressing requirement for overhauling operations or Business Models, compelled by external factors. There is a rare feeling of sense of urgency and people tend to take time to ponder over and carefully […]
Forecasting Uncertainty
The impact of unforeseen crises—such as economic depressions, natural disasters, and black swan events (i.e. the recent COVID-19 pandemic—is immense. Crises can paralyze organizations and economies alike. These times are certainly anything but business as usual for almost all organizations. There are safety concerns everywhere. People have restricted movement, business activities slow down, and cash […]
5 Stages of Management Evolution
Organizational Development has matured hand in hand with the stages of human societal development. Anthropological investigations have identified at least 5 distinct organizational structures throughout human history. This development has been described in several ways by different experts. Frederic Laloux, in 2014, started analyzing emerging organizations that were setting themselves apart from the established organizations […]
Teal Management
Organizational Development has matured hand in hand with the stages of human societal development. Anthropological studies have observed a minimum of 5 clear organizational models in human history. This development has been described in several ways by different experts. Frederic Laloux, in 2014, started analyzing emerging organizations that were setting themselves apart from the established […]
Dual Innovation Ecosystem Strategy
When new technologies and competitors disrupt markets, many enduring organizations exert to keep going. Possible reasons for disruption may be multiple but one of them is inadequate preparation to develop new products and services during uncertain times. In order to manage disruptions some businesses partner with others. Productive partnerships comprise of having the right people, […]
Diversity & Inclusion (D&I) Improvement
Diversity pertains to representation of races, ethnicities, and other minority groups in an entity or in other words the make-up of an organization. Inclusion, on the other hand, represents the degree of value given to inputs, existence, and viewpoints of various groups of people and the extent of their integration in a setting. Analysis of […]
Core Indicators of Inclusion
When looking at Diversity & Inclusion (D&I) superficially at an organizational aggregate level, organizations may appear to have strong Diversity representation. However, if we look more closely, we see issues of Inclusion. For instance, there are a lot of organizations where there are women employees, but none or extremely few of them are managers. In […]
