Change Leadership Capability

/Change Leadership Capability

How to create IT innovation

By | 2017-03-15T22:00:10+00:00 March 7th, 2017|@enable_change, Change Leadership Capability, IT Strategy & Implementation, Leader Change Capability, Leadership and Management|

Exclusive research from the CIO Executive Council shines a light on how IT leaders are defining and driving IT innovation. Register now to download the free report.This research article has some interesting insights into the thinking and beliefs around defining and driving IT innovation. The principles they discuss are relevant, not just for IT, but for any organization trying to develop a culture of innovation. As mentioned in the article, “Innovation is change”. To be successful, leaders have to be change agents and develop a culture of trust, transparency and flexibility. Read the full article at: www.cio.com

Artificial Intelligence and The Future of Work: An Illusion

By | 2017-02-15T23:21:17+00:00 February 13th, 2017|@enable_change, Change Leadership Capability, IT Strategy & Implementation, Organizational Change Capacity|

Interesting guest post by Stuart Phythian World traveller, writing & researching on #futureofwork impact of #digitaltrends#tech #AI & #100yearlife This year has seen, what appears to be, an unusually high level of soothsaying predictions on technological ‘Revolutions’, and how theRead the full article at: irishtechnews.ie This is not a post that can be skimmed quickly to pick up a few main points. This one requires a full cup of coffee and some noodling time. Based on Phythian’s premises and observations, whatever conclusions you draw will not be superficial. Phythian suggests that we are experiencing a somewhat frenetic buzz about the effects of technological revolutions and the changing work place: Artificial Intelligence replacing “50% of our jobs, “emerging new business models…such as Uber and Airbnb” replacing old ones, and Millenials impacting the working landscape. While he acknowledges these concerns “may or may not be true,” he believes the frenzy “overlooks some major demographic changes occurring, both globally and in our backyards.” The post goes on to identify some of these major demographic changes and discuss their impact the future of work and our own competitiveness:“There were approximately 200,000 UK Graduates in 2016 entering the job market, whilst there were 7.7 million Chinese graduates alone, more than seven times that of 15 years earlier!”“The population of pensioners is increasing as we see the baby boomers begin to retire, putting pressure on those supporting them, either physically or fiscally. Currently, every pensioner across Europe is supported by four of working age. It’s forecast this will reduce by 2060 to one pensioner for every two of working age.”“Two-thirds of baby-boomers are now expected to live past 80 years old…It’s conceivable that a majority of children born today could live to see 100 years…This has the potential to turn-around the traditional education, work & raising a family, then retirement at 60+ into considering a working life punctuated by sabbaticals and mid-career breaks.”“Lifelong learning will be a necessity, especially in computing and related fields.”He sums up his thoughts by saying, “We are right to be aware of new technological advancements. The challenges to bear upon us are far greater, by a rapidly ageing population, increasing global competition and the life we live from cradle to grave, as we expect to live for much longer.” Maybe this one will take two cups of coffee. Contact us and we can help you sort through the technology and work place changes that currently are impacting or have the potential to impact you and your business.

7 Movements That Will Help You Understand the Future of Work – Enlivening Edge

By | 2017-03-05T20:07:21+00:00 February 9th, 2017|@enable_change, Change Leadership Capability, Organizational Change Capacity|

How does people-centric management show up in 7 movements of successful businesses?Read the full article at: www.enliveningedge.org It is reassuring to think that the future of work actually has people at the center – as we are bombarded with stories about automation, artificial intelligence and the potential threats they pose to human jobs. It is refreshing to think – like the small farmer whose farm was his home or the shop keeper who lived above her store in times past -- we may not need to separate our work self from our home self as corporations have at times expected. “We…believe that work is becoming more centered around people instead of mechanistic systems. What does this mean? Basically, the people who work at/with a company will be more able to bring their full selves to work instead of having to wear masks to fit into traditional corporate models. For this reason, we call this evolution people-centric management.” The article supports its belief by identifying seven current movements that share people-first / team-first philosophies. “The opportunity lies in adapting a more people-centric management style to your existing context.” The movements discussed are Holacracy, Lean, Responsive Org, re:Work, Semco Style, Sociocracy and Teal. They propose ideas as:Establishing “a ‘peer-to-peer’ operating systemthat increases transparency, accountability and organizational agility”Streamlining processes by “eliminating overburden or unbalanced workloads”Making “people happier, healthier and more productive.”Focusing on “impact in the world versus management targets.” Hmmm, people-centric management – it has a nice ring. Contact us and we can help you better understand and determine ways you and your company can put people and teams first.

Agile concepts and opportunities for contract management

By | 2017-11-17T13:15:02+00:00 February 7th, 2017|@enable_change, Change Leadership Capability, Operational & Process Improvement, Organizational Change Capacity|

Learn the basis for applying agile software development techniques to business operations and processes. Presentation given by Rick Walters to the National Con…Read the full article at: www.slideshare.net ICYMI: Rick Walters demystifies how to apply agile and lean software development methodologies to improve business performance. These are great lessons to learn. If your company needs help to become more agile contact us.

Leadership Lessons from a Near-Fatal Car Accident

By | 2017-03-05T20:07:22+00:00 February 6th, 2017|@enable_change, Change Leadership Capability|

Read the full article at: www.linkedin.com It’s not often an article on leadership leaves you with a smile and a sense of personal connection to the person who wrote it. This one does. Douglas Conant is a man who has held positions of power and influence – CEO of Campbell Soup Company and Chairman of Avon Products, for example. With his pedigree, he could easily pontificate. Yet, he chooses to tell us a good story in plain language and teach us simple, universal lessons. Conant tells about the time he nearly died in a car wreck and how he learned “two ‘uplifting’ lessons about leadership” from the people who helped him recover. “I have found that no matter how complicated the issue, or dire the situation, sometimes people simply need to hear from their leaders, ‘I'm right here’, ‘I'm with you’, ‘We're in this together.’ Being present and available to others can energize them, renew their resolve, and give them the necessary encouragement to see things through. That was the first lesson that was affirmed for me as a result of my accident.” The second: “I came to believe that the best professionals were the kindest professionals. Many people think that influence or leadership presence is earned by being imposing or austere, or by seeming busy, unavailable, or unapproachable. In fact, many aspiring leaders worry that the vulnerability that accompanies kindness, or offers of help, will make them seem ‘weak.’ But I observed the exact opposite. What I saw during my recovery was that I could easily gauge the expertise level of the staff by how confidently and generously they offered their help. That was a powerful lesson…The more we approach our work from a place of, ‘How can I help?’ the more effective we become.” Advice to leader: be there and help. How simple. How rare. Contact us and we can help you better understand and practice the behaviors of effective, trusted leaders.