Organizations must balance between tactical and adaptive performance in order to get high performance. Lindsay McGregor and her team researched the factors and science for high performance in organizations. What matters most are: How individual roles are designed, How performance management systems are shaped, How teams work together within an organization, Leaders that help each team member find play, purpose, and potential in their work.
A Kinder, Gentler Microsoft Is Replacing Feedback With “Perspectives”
Microsoft is redesigning it’s feedback system to be less intimidating, and to prompt conversations that feel more like coaching than reviews. Since people are naturally less inclined to seek out bad news, the new system “Perspectives” is designed to help members of the organization to learn how to do it in a structured way.
** on Leadership, People Dynamics & Culture **
Written by Oliver Staley, published by Quartz
A Practical Guide To Cross-Functional Work
While certain organizational structures make cross-functional teaming simpler or easier to accomplish, the organizations who have found the most success in working this way know cross-functional collaboration is a discipline.
** on Management, Collaboration & Org Design **
Written by Alison Randel, published by The Ready
12 “Manager READMEs” From Silicon Valley’s Top Tech Companies
What does tech management at Slack, HubSpot, Netflix, Etsy, Shopify, InVision, and more have in common? A lot, apparently!
** on Management, Collaboration & Org Design **
Written by Brennan McEachran, published on Medium
Digital Isn’t Software, It’s A Mindset
Aaron Dignan talks through how companies can have the right mindset to thrive in the future: It’s good to have a purpose, a process to support it, the right people, and (most importantly) these need to be combined to make products that serve a community larger than any employee or organization.
>> on Management, Collaboration & Org Design <<
Watch 53 min video, published by 99U
Ideo Redesigns The Dreaded Annual Review
No one likes annual reviews: They’re structured, overly formal, and they make it difficult to get real feedback that you can act upon. Here’s how Design firm IDEO helped redesign the process in a highly hierarchal and performance oriented setting.
** on HR, People Operations & Talent Management **
Written by Katharine Schwab, published by Co.Design
How to Level Up One on Ones with Your Team
Great one on one meetings have the power to transform a relationship between an employee and a manager. And by transforming individual relationships, we can evolve our team and organizational cultures as well.
** on HR, People Operations & Talent Management **
Written and published by NOBL Collective
Org Physics: The Three Faces Of Every Company
Every organization has three kinds of power, and three forms of leadership, three structures. This is not a menu. They are part of organizational physics — universal laws that apply to every organization, large or small, old or new, for profit or social.
** on Management, Collaboration & Org Design **
Written by Niels Pflaeging, published on Medium
Are Tough Conversations The Kindest?
Practicing radical honesty involves giving colleagues direct honest feedback face-to-face and in a timely and respectful manner. Rather than undermining a team’s unity, it can help build trust, respect, and understanding between people, which in turn helps solve problems and diffuses tensions.
** on Leadership, People Dynamics & Culture **
Written by Michelle McQuaid, published by Psychology Today
Overcoming The 5 Dysfunctions Of A Team
Effective teamwork ultimately comes down to practicing a small set of principles (not a sophisticated theory) over a long period of time with uncommon levels of discipline and persistence.
