Everyone's Blog Posts - Spirit of the New Workplace2024-03-28T11:25:31Zhttp://snwnetwork.ning.com/profiles/blog/feed?xn_auth=noConscious Businesstag:snwnetwork.ning.com,2012-10-15:1048129:BlogPost:106352012-10-15T10:45:34.000ZIt's Babohlhttp://snwnetwork.ning.com/profile/ItsBabohl
<p>Here's an interesting audio I just heard from Stephen Dinan of the Shift Network featuring Chip Conley, founder of Joie de Vivre hotels (which I love).</p>
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<p><a href="http://theshiftnetwork.com/page/enlightened-business-summit-2012-complimentary-audio">http://theshiftnetwork.com/page/enlightened-business-summit-2012-complimentary-audio</a></p>
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<p>It's more than 30 minutes long but I got several good SNW ideas and examples from J.D.V., Zappos, and Southwest…</p>
<p>Here's an interesting audio I just heard from Stephen Dinan of the Shift Network featuring Chip Conley, founder of Joie de Vivre hotels (which I love).</p>
<p></p>
<p><a href="http://theshiftnetwork.com/page/enlightened-business-summit-2012-complimentary-audio">http://theshiftnetwork.com/page/enlightened-business-summit-2012-complimentary-audio</a></p>
<p></p>
<p>It's more than 30 minutes long but I got several good SNW ideas and examples from J.D.V., Zappos, and Southwest Airlines.</p>
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<p>Good, good stuff.</p>
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<p>~ Joe</p>Zynga an SNW type placetag:snwnetwork.ning.com,2010-10-28:1048129:BlogPost:40212010-10-28T13:26:05.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
Just read an <a href="http://www.fastcompany.com/1698265/mark-pincus-zynga-farmville-mafia-wars?partner=homepage_newsletter">article</a> on FastCompany about Zynga, makers of Farmville, Mafia Wars, and other social networking games. From the interview, at least, it sounds like a Spirit of the New Workplace kind of place.<br/><br/>Enjoy!<br/>
Just read an <a href="http://www.fastcompany.com/1698265/mark-pincus-zynga-farmville-mafia-wars?partner=homepage_newsletter">article</a> on FastCompany about Zynga, makers of Farmville, Mafia Wars, and other social networking games. From the interview, at least, it sounds like a Spirit of the New Workplace kind of place.<br/><br/>Enjoy!<br/>Finding and living your callingtag:snwnetwork.ning.com,2010-08-08:1048129:BlogPost:40182010-08-08T12:50:06.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
<span class="" id="profile_status" style=""><span id="status_text">Just<br />
finished reading "Whistle While You Work" and got several tips to bring<br />
into Spirit of the New Workplace next weekend. Would recommend it to<br />
anyone seeking clarity on their "calling" and how it can come through<br />
even in less than dream jobs.<br></br><br></br>I've mentioned Richard Lieder's work before, in the context of his "calling cards" exercise, but this was the first chance I'd had to read about that approach, see examples,…</span></span>
<span class="" style="" id="profile_status"><span id="status_text">Just<br />
finished reading "Whistle While You Work" and got several tips to bring<br />
into Spirit of the New Workplace next weekend. Would recommend it to<br />
anyone seeking clarity on their "calling" and how it can come through<br />
even in less than dream jobs.<br/><br/>I've mentioned Richard Lieder's work before, in the context of his "calling cards" exercise, but this was the first chance I'd had to read about that approach, see examples, etc.<br/><br/>I'd give it **** (4 stars), and will incorporate parts of it into my next SNW.<br/></span></span>Focus, focus, focustag:snwnetwork.ning.com,2010-07-05:1048129:BlogPost:40152010-07-05T20:09:52.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
Okay, last one, but if nothing else, I'll have these all in one easily accessible place: <a href="http://www.fastcompany.com/article/work-smart-stop-multi-tasking-and-do-one-thing-at-a-time?nav=inform-rl">"Stop Multi-Tasking and Do One Thing at a Time."</a><br/><br/>
Okay, last one, but if nothing else, I'll have these all in one easily accessible place: <a href="http://www.fastcompany.com/article/work-smart-stop-multi-tasking-and-do-one-thing-at-a-time?nav=inform-rl">"Stop Multi-Tasking and Do One Thing at a Time."</a><br/><br/>"Time Blocking" techniquetag:snwnetwork.ning.com,2010-07-05:1048129:BlogPost:40132010-07-05T18:57:26.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
<br/>Yet another good article on time management and focusing on what matters: <a href="http://www.fastcompany.com/article/work-smart-avoid-office-distractions-with-time-blocking?nav=inform-rl">"Avoid Office Distractions with Time Blocking."</a><br/>
<br/>Yet another good article on time management and focusing on what matters: <a href="http://www.fastcompany.com/article/work-smart-avoid-office-distractions-with-time-blocking?nav=inform-rl">"Avoid Office Distractions with Time Blocking."</a><br/>Build Better Meetings!tag:snwnetwork.ning.com,2010-07-05:1048129:BlogPost:40112010-07-05T18:27:50.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
<a href="http://www.fastcompany.com/article/work-smart-unconventional-cures-for-meeting-itis?nav=inform-rl">http://www.fastcompany.com/article/work-smart-unconventional-cures-for-meeting-itis?nav=inform-rl</a><br></br><br></br>This article generated a lot of comments on the FastCompany site, which I have yet to wade through. But couldn't we all hold better meetings? <a href="http://www.fastcompany.com/article/work-smart-unconventional-cures-for-meeting-itis?nav=inform-rl">"Unconventional Cures for…</a>
<a href="http://www.fastcompany.com/article/work-smart-unconventional-cures-for-meeting-itis?nav=inform-rl">http://www.fastcompany.com/article/work-smart-unconventional-cures-for-meeting-itis?nav=inform-rl</a><br/><br/>This article generated a lot of comments on the FastCompany site, which I have yet to wade through. But couldn't we all hold better meetings? <a href="http://www.fastcompany.com/article/work-smart-unconventional-cures-for-meeting-itis?nav=inform-rl">"Unconventional Cures for Meeting-Itis."</a><br/>Usefulness of batching taskstag:snwnetwork.ning.com,2010-07-05:1048129:BlogPost:40092010-07-05T18:25:33.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
<a href="http://www.fastcompany.com/article/work-smart-defrag-your-calendar-by-batching-tasks?nav=inform-rl">http://www.fastcompany.com/article/work-smart-defrag-your-calendar-by-batching-tasks?nav=inform-rl</a><br/><br/>Yep, the third article on the topic has some good advice as well - <a href="http://www.fastcompany.com/article/work-smart-defrag-your-calendar-by-batching-tasks?nav=inform-rl">"Defrag your Calendar by Batching Tasks."</a><br/>
<a href="http://www.fastcompany.com/article/work-smart-defrag-your-calendar-by-batching-tasks?nav=inform-rl">http://www.fastcompany.com/article/work-smart-defrag-your-calendar-by-batching-tasks?nav=inform-rl</a><br/><br/>Yep, the third article on the topic has some good advice as well - <a href="http://www.fastcompany.com/article/work-smart-defrag-your-calendar-by-batching-tasks?nav=inform-rl">"Defrag your Calendar by Batching Tasks."</a><br/>Defensive scheduling articletag:snwnetwork.ning.com,2010-07-05:1048129:BlogPost:40072010-07-05T18:13:36.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
<br/><br/>Another Fast Company article in the Work Smart series, titled <a href="http://www.fastcompany.com/article/work-smart-take-back-your-calendar-with-defensive-scheduling?nav=inform-rl">"Take Back your Calendar with Defensive Scheduling."</a> One more to come (if it's any good :-).<br/>
<br/><br/>Another Fast Company article in the Work Smart series, titled <a href="http://www.fastcompany.com/article/work-smart-take-back-your-calendar-with-defensive-scheduling?nav=inform-rl">"Take Back your Calendar with Defensive Scheduling."</a> One more to come (if it's any good :-).<br/>Avoiding the "Busy Trap"tag:snwnetwork.ning.com,2010-07-05:1048129:BlogPost:40042010-07-05T18:09:34.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
I'm gearing up to do a day on managing your energy, not your time for a corporate client in October, so am checking out various resources. I like David Allen's approach a lot, and enjoyed the Fast Company article titled <a href="http://www.fastcompany.com/article/work-smart-how-to-avoid-the-busy-trap?partner=homepage_newsletter">"Work Smart - How to Avoid the Busy Trap"</a> that references his work.<br/><br/>
I'm gearing up to do a day on managing your energy, not your time for a corporate client in October, so am checking out various resources. I like David Allen's approach a lot, and enjoyed the Fast Company article titled <a href="http://www.fastcompany.com/article/work-smart-how-to-avoid-the-busy-trap?partner=homepage_newsletter">"Work Smart - How to Avoid the Busy Trap"</a> that references his work.<br/><br/>Surfing the Waves of Motivationtag:snwnetwork.ning.com,2010-05-19:1048129:BlogPost:39082010-05-19T12:46:27.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
Just saw <a href="http://www.active.com/mindandbody/articles/Surfing_the_Waves_of_Motivation.htm?act=ACT-TTDNY&Vehicle=Widget">this article</a> about motivation in sports, but thought it applied to work as well!<br/><br/>- Joe<br/>
Just saw <a href="http://www.active.com/mindandbody/articles/Surfing_the_Waves_of_Motivation.htm?act=ACT-TTDNY&Vehicle=Widget">this article</a> about motivation in sports, but thought it applied to work as well!<br/><br/>- Joe<br/>Creative office environments reduxtag:snwnetwork.ning.com,2010-05-15:1048129:BlogPost:39072010-05-15T11:00:00.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
In reading more, I found this <a href="http://www.officesnapshots.com/">link</a> in one of the comments for the <a href="http://www.hongkiat.com/blog/creative-modern-office-designs/">article</a> I linked to yesterday.<br/><br/>Many more innovative offices are listed in this new article (and one commenter even says s/he's seen all of the original ones there), so enjoy!<br/><br/>- Joe<br/>
In reading more, I found this <a href="http://www.officesnapshots.com/">link</a> in one of the comments for the <a href="http://www.hongkiat.com/blog/creative-modern-office-designs/">article</a> I linked to yesterday.<br/><br/>Many more innovative offices are listed in this new article (and one commenter even says s/he's seen all of the original ones there), so enjoy!<br/><br/>- Joe<br/>Creative office environmentstag:snwnetwork.ning.com,2010-05-14:1048129:BlogPost:39062010-05-14T15:30:00.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
Peter Robertson sent this <a href="http://www.hongkiat.com/blog/creative-modern-office-designs/">link</a> to me today...very relevant for SNW-aspiring companies I thought!<br></br><br></br>Also, I just had a conversation today with Helen Qubain, who is going to incubate an idea at Darden this summer about spaces that people could use to take "conscious breaks" (my words), whether for creativity, energy shift, meditation, whatever.<br></br><br></br>I'm looking forward to following up with her and putting her in…
Peter Robertson sent this <a href="http://www.hongkiat.com/blog/creative-modern-office-designs/">link</a> to me today...very relevant for SNW-aspiring companies I thought!<br/><br/>Also, I just had a conversation today with Helen Qubain, who is going to incubate an idea at Darden this summer about spaces that people could use to take "conscious breaks" (my words), whether for creativity, energy shift, meditation, whatever.<br/><br/>I'm looking forward to following up with her and putting her in touch with Darden Batten Fellow Marcia Conner (<a href="http://www.agelesslearner.com/assess/learningstyle.html">learning styles</a>), UVA McIntire School professor Rob Cross (<a href="http://sloanreview.mit.edu/the-magazine/articles/2003/summer/4445/what-creates-energy-in-organizations/">energy</a>), and Andy Stefanovich from <a href="http://www.lookatmorestuff.com">Play</a>.<br/><br/>- Joe<br/>What's Your Perfect Day and 19 Assorted Questions to Improve Your Work Life!tag:snwnetwork.ning.com,2010-05-03:1048129:BlogPost:39052010-05-03T15:55:32.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
Folks, I've adapted the <span style="font-style: italic;">Showing Up For Your Life at Work</span> guided journal we have used in Spirit of the New Workplace and turned it into a downloadable e-book called "What's Your Perfect Day and 19 Assorted Questions to Improve Your Work Life."<br></br><br></br>Attached are the preface and first three panels, and I'd welcome feedback.<br></br><br></br>- Joe…<br></br><br></br>
Folks, I've adapted the <span style="font-style: italic;">Showing Up For Your Life at Work</span> guided journal we have used in Spirit of the New Workplace and turned it into a downloadable e-book called "What's Your Perfect Day and 19 Assorted Questions to Improve Your Work Life."<br/><br/>Attached are the preface and first three panels, and I'd welcome feedback.<br/><br/>- Joe<br/><br/>
<a href="http://storage.ning.com/topology/rest/1.0/file/get/2202356593?profile=original">WYPD_&_19...pages_1-10</a><br/>Choose your medium wisely...technology, virtuality, and humanity threadtag:snwnetwork.ning.com,2010-04-13:1048129:BlogPost:38042010-04-13T14:41:40.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
My friend and former colleague Stew Friedman has an approach called Total Leadership in which the emphasis is on finding "four-way wins," actions that are positive for work, self, family, and community.<br></br><br></br>Some of you may have read this book for our course, as it's been on the list for a few years now.<br></br><br></br>In his <a href="http://www.totalleadership.org/2010/03/12/tweet-or-meet-how-to-choose-your-medium-wisely/">blog</a>, he recently wrote about how to effectively choose from among…
My friend and former colleague Stew Friedman has an approach called Total Leadership in which the emphasis is on finding "four-way wins," actions that are positive for work, self, family, and community.<br/><br/>Some of you may have read this book for our course, as it's been on the list for a few years now.<br/><br/>In his <a href="http://www.totalleadership.org/2010/03/12/tweet-or-meet-how-to-choose-your-medium-wisely/">blog</a>, he recently wrote about how to effectively choose from among different communication options. I thought it was interesting, so share it here.<br/><br/>- Joe<br/>Leadership, organizational behavior, and eight to eleven year oldstag:snwnetwork.ning.com,2010-04-01:1048129:BlogPost:37112010-04-01T13:30:00.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
For the second year I'm going to be managing an Upper Minors Little League team. Last year we had at least three forfeits due to lack of enough players, but this year we have a roster of fifteen.<br></br><br></br>At yesterday's practice, twelve made an appearance, and nine or ten seem to have some clue.<br></br><br></br>Managing playing time will be a challenge, but I will aim to communicate with every player individually, with the team as a whole, and will reward good efforts as well as good…
For the second year I'm going to be managing an Upper Minors Little League team. Last year we had at least three forfeits due to lack of enough players, but this year we have a roster of fifteen.<br/><br/>At yesterday's practice, twelve made an appearance, and nine or ten seem to have some clue.<br/><br/>Managing playing time will be a challenge, but I will aim to communicate with every player individually, with the team as a whole, and will reward good efforts as well as good performance.<br/><br/>I do believe I know a fair amount about baseball, including how to play the game fundamentally well, but whether my excellent teaching skills with M.B.A.'s and executives translates into this team will be the question :-).<br/><br/>Yesterday we focused on safety, skill development, having fun, and by doing those things, having a winning season.<br/><br/>We started off with taking a "two-step lead" off of first on each pitch, and being ready to dash to second if the pitcher misses it, or continue on if it's a hit that the runner should be running on.<br/><br/>Then we had a scrimmage, with hitters hitting off a tee for starters (until the tee was battered beyond repair, at which point I pitched live to the last two batters, who actually probably need it most).<br/><br/>Finally, I timed them running to first and running around the bases, watching to see whether they touched the actual bases (deducting points if they didn't) and whether they "ran through" first base. My goal is for each to improve over the course of the season in each of those, as well as in other performance dimensions I'll keep track of.<br/><br/>Last year, I developed a points system that includes traditional statistics but also rewards more fine-grained things we're working on, like number of pitches per plate appearance, discretionary hustle points, and so on.<br/><br/>I need to figure out a prize for points leaders, though.<br/><br/>More later (maybe),<br/><br/>- Joe<br/>Foods that Fight Stresstag:snwnetwork.ning.com,2010-03-24:1048129:BlogPost:37102010-03-24T13:46:49.000ZIt's Babohlhttp://snwnetwork.ning.com/profile/ItsBabohl
Just saw this <a href="http://health.yahoo.com/featured/87/8-foods-that-fight-stress/">article</a> on foods that fight stress, including chocolate. Woo hoo!<br/>
Just saw this <a href="http://health.yahoo.com/featured/87/8-foods-that-fight-stress/">article</a> on foods that fight stress, including chocolate. Woo hoo!<br/>Clif Bar, another SNW companytag:snwnetwork.ning.com,2010-01-14:1048129:BlogPost:37092010-01-14T13:30:00.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
Clif Bar provides a good case study in a number of ways. I was looking for an article online that my mom had sent me from the Fresno Bee, but alas, I can't find it.<br />
<br />
However, I did find a couple of other good stories about Clif Bar:<br />
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<a href="http://www.odemagazine.com/doc/45/small_is_successful/">http://www.odemagazine.com/doc/45/small_is_successful/…</a>
Clif Bar provides a good case study in a number of ways. I was looking for an article online that my mom had sent me from the Fresno Bee, but alas, I can't find it.<br />
<br />
However, I did find a couple of other good stories about Clif Bar:<br />
<br />
<a href="http://www.odemagazine.com/doc/45/small_is_successful/">http://www.odemagazine.com/doc/45/small_is_successful/</a><br />
<br />
<a href="http://www.lime.com/business/story/4862/meet_diana_simmons_sustainability_manager_at_clif_bar_">http://www.lime.com/business/story/4862/meet_diana_simmons_sustainability_manager_at_clif_bar_</a><br />
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<a href="http://fora.tv/2008/04/29/A_Conversation_with_Clif_Bar_and_Stonyfield_Farm_Founders">http://fora.tv/2008/04/29/A_Conversation_with_Clif_Bar_and_Stonyfield_Farm_Founders</a><br />
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Wonder how they're doing after the buy-out by Quaker Foods?<br />
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Keep the good work going, all of you!<br />
<br />
- JoeEco-friendly fonts?tag:snwnetwork.ning.com,2010-01-13:1048129:BlogPost:37072010-01-13T13:48:40.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
Just found out about something I had never heard of before, though it makes perfect sense.<br />
<br />
An <a href="http://www.ecofont.eu/ecofont_en.html" target="_blank">eco-font</a>, that uses less ink (I guess)? It came up in the context of Al Gore's new book and why he didn't use this new font.<br />
<br />
Food for thought,<br />
J
Just found out about something I had never heard of before, though it makes perfect sense.<br />
<br />
An <a href="http://www.ecofont.eu/ecofont_en.html" target="_blank">eco-font</a>, that uses less ink (I guess)? It came up in the context of Al Gore's new book and why he didn't use this new font.<br />
<br />
Food for thought,<br />
JHow much caffeine is in that drink?tag:snwnetwork.ning.com,2010-01-13:1048129:BlogPost:37082010-01-13T13:30:00.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
The <a href="http://www.fastcompany.com/blog/ben-paynter/ben-paynter/caffeine-charting-your-morning-buzz?partner=homepage_newsletter" target="_blank">linked chart</a> shows the typical amounts of caffeine in different drinks.<br />
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Very interesting, especially where big chains rank, and also how relatively low espresso is.<br />
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I love my caffeine (just typing the word makes me crave coffee), and coffee (and green and black teas) are…
The <a href="http://www.fastcompany.com/blog/ben-paynter/ben-paynter/caffeine-charting-your-morning-buzz?partner=homepage_newsletter" target="_blank">linked chart</a> shows the typical amounts of caffeine in different drinks.<br />
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Very interesting, especially where big chains rank, and also how relatively low espresso is.<br />
<br />
I love my caffeine (just typing the word makes me crave coffee), and coffee (and green and black teas) are <a href="http://online.wsj.com/article/SB10001424052748703278604574624032849271284.html" target="_blank">increasingly linked to <i>positive</i> health outcomes.<br />
</a><br />
So raise a cup with me!<br />
<br />
- JoeZappos!tag:snwnetwork.ning.com,2010-01-12:1048129:BlogPost:37062010-01-12T15:51:06.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
Well, two articles that make Zappos.com sound like a Spirit of the New Workplace kind of culture.<br />
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The first is <a href="https://docs.google.com/viewer?a=v&pid=gmail&attid=0.1&thid=126196bdc61810e4&mt=application%2Fpdf&url=https%3A%2F%2Fmail.google.com%2Fmail%2F%3Fui%3D2%26ik%3D8a1ca783e9%26view%3Datt%26th%3D126196bdc61810e4%26attid%3D0.1%26disp%3Dattd%26zw&sig=AHIEtbRnAmyKghEl11sTSdPX6UrTIm2M5w" target="_blank">"On a scale of 1-10, how weird are you?"</a> from the New…
Well, two articles that make Zappos.com sound like a Spirit of the New Workplace kind of culture.<br />
<br />
The first is <a href="https://docs.google.com/viewer?a=v&pid=gmail&attid=0.1&thid=126196bdc61810e4&mt=application%2Fpdf&url=https%3A%2F%2Fmail.google.com%2Fmail%2F%3Fui%3D2%26ik%3D8a1ca783e9%26view%3Datt%26th%3D126196bdc61810e4%26attid%3D0.1%26disp%3Dattd%26zw&sig=AHIEtbRnAmyKghEl11sTSdPX6UrTIm2M5w" target="_blank">"On a scale of 1-10, how weird are you?"</a> from the New York Times, and the second is <a href="http://www.psychologytoday.com/articles/200909/earnings-and-yearnings-paid-smile" target="_blank">"Paid to Smile,"</a> from Psychology Today.<br />
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Anyone up for an SNW reunion/Exec-U-Spa weekend in Las Vegas?<br />
<br />
- JoeChapter outline - Holistic human asset practicestag:snwnetwork.ning.com,2010-01-02:1048129:BlogPost:37052010-01-02T15:41:09.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
<b>Holistic human asset practices</b><br />
<br />
Organizations exist to accomplish things that individuals acting alone cannot. I still remember this truism from the first management textbook with which I taught. In exchange for money and other things of value, individuals agree to give some of their time and energy to the organization. People organize for reasons of expected synergy, just as people engage in market exchanges for individual utility-maximizing reasons. Bill Ouchi, professor, consultant,…
<b>Holistic human asset practices</b><br />
<br />
Organizations exist to accomplish things that individuals acting alone cannot. I still remember this truism from the first management textbook with which I taught. In exchange for money and other things of value, individuals agree to give some of their time and energy to the organization. People organize for reasons of expected synergy, just as people engage in market exchanges for individual utility-maximizing reasons. Bill Ouchi, professor, consultant, and author of Theory Z, further broke organizations down into two broad types - hierarchies and clans. Hierarchies use rules of office, chains of command, and legitimate authority in an attempt to accomplish their purpose, while clans emphasize common values and common purpose, so are consistent with our ideas of leading a living organization.<br />
<br />
In this chapter, we turn to choices entrepreneurs, leaders, managers, and human resource executives can make about the human assets in their organizations to generate increased commitment, motivation, and ultimately, financial performance.<br />
<br />
The typical human resource cycle in an organization can be conceived of as selection, job assignment, training (or not), performance, evaluation, reward (or not), promotion (or not), eventual exit. In any given individual’s tenure with an organization, these steps may exist, and there may be multiple cycles through job assignment, training, performance, evaluation, and reward before eventual exit. Some steps may be skipped (e.g., training other than on the job), or unwarranted (e.g., a performance bonus). But in general, these are the areas we will focus on.<br />
<br />
At each stage of the human resource cycle there are choices to be made, and these choices affect individual, group, and organizational outcomes. Intuitively, we may be able to see how organizations that “put people first” could be more successful financially. If people feel valued, they may have more loyalty to the organization, reducing voluntary turnover, they may feel more inspired on a day by day basis, increasing creativity and innovation, and they may, ultimately, give more back to the organization, resulting in better financial results. It can be a virtuous cycle.<br />
<br />
Conversely, we can easily see how “people-last” policies could, at a minimum, lead to a workplace that is unpleasant for all but the most masochistic, and would struggle to find willing employees.<br />
<br />
Yet along the continuum from “People Last” to “People First” where would you put most companies that you know? What could leaders do who aspire to get better results while treating their employees better as well? Why don’t more leaders and organizational decision makers implement more People First policies?<br />
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These are the questions taken up by Jeffrey Pfeffer and John Veiga in “Putting People First for Organizational Success.” They identify seven “bundled” human asset practices that demonstrably lead to better financial results. In one study they cite, being one standard deviation above the mean on these seven practices led to an additional $43,000 in shareholder wealth per employee.<br />
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1. Careful selection - In bringing in new members, people first companies hire for important skills and intangibles that are hard to learn or change through training the organization can provide (e.g., attitude, advanced degree). Ramping up membership levels is discouraged, as layoffs are to be a last resort.<br />
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2. Investment in training - Careful selection based at least in part on important but un-trainable skills is coupled with training in trainable skills, especially around desired new behaviors (e.g., working in teams). Inculcating important organizational messages, about mission and purpose, values, and goals, during an on-boarding process is one form of training that may increase alignment and enculturation.<br />
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3. Extensive use of self-organizing teams - High-involvement workplaces choose flexible and adaptable forms rather than rigid hierarchies. Flattening the hierarchy, de-layering, and empowerment approaches are along these lines. Training in group processes can facilitate this organizational change.<br />
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4. Reduced status distinctions - While many hierarchical organizations reward the upper echelons with perquisites of higher office, people-first companies strive to lessen the perceived difference among levels of the hierarchy, both materially and communicatively.<br />
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5. Above average pay, based at least in part on group results - Efficiency wage theory posits that employees assess their current jobs in light of other potential choices. An efficiency wage is higher than average, but pays off in reduced turnover (with its concomitant replacement costs). The wrinkle to go beyond individual performance metrics is an attempt to build more of an “ownership mentality.”<br />
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6. Information sharing - Information is power. In people first organizations, founders and current leaders often have a belief in the benefits of sharing power. At a minimum, individuals should have the information they need to do their job. Value can also be derived by sharing financial and other information about broader organizational perspectives. Information flow is enhanced by reduced status distinctions, among other things.<br />
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7. Job security - Organizations that put people first do not lightly discard those that have been invited to join the organization. Some adopt a strict no layoff or “full employment” policy, others resort to layoffs as an absolute last resort, both opting for alternatives such as across the board temporary pay reductions, voluntary sabbaticals, and so forth.<br />
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Assuming for the moment that the results cited by Pfeffer and Veiga are generalizable, why don’t more managers make these choices?<br />
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The reasons, simply, boil down to three.<br />
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First, many managers and leaders simply may not be aware of these results. While they make sense, examples such as Whole Foods Markets, Google, SAS Institute, Patagonia, and Play remain rare. The ethos of cutting unnecessary costs puts training budgets and full-employment preferences at risk.<br />
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Compounding this is the short-term focus that the financial markets have brought to bear on publicly-traded corporations and existing methods of rewarding management talent. Most managers are rewarded for immediate past performance, and will have moved on before future performance turns up. This breeds a short-term emphasis. Additionally, rewards are often correlated with the size of a manager’s staff, which argues for accruing headcount in good times rather than hiring selectively, then laying off when times turn bad.<br />
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Finally, leaders and managers are subject to two important biases that may make empowerment approaches specifically, or people first policies more generally, more difficult to implement. The first, the faith in supervision effect, fools us into thinking that results produced with supervision are better than ones produced without. The second, a self-efficacy bias, convinces us that results produced with some of our own input are better than ones that ignore our input. Both of these, if not overcome, can make it more difficult to trust employees and the team approach.What do you contribute to meetings?tag:snwnetwork.ning.com,2009-11-28:1048129:BlogPost:36042009-11-28T19:59:19.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
<a href="http://www.fastcompany.com/blog/jackie-yeaney/premiere-global-services/top-ten-meeting-personalities?partner=homepage_newsletter" target="_blank">Here is a recent article</a> from FastCompany.com about typical types of people in meetings. Do you recognize yourself or your colleagues in any of these descriptions? Which ones are positive? Which ones that are negative do you think you do too much of? Do you want to change?<br />
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Personally, I want to be more of a Maestro!
<a href="http://www.fastcompany.com/blog/jackie-yeaney/premiere-global-services/top-ten-meeting-personalities?partner=homepage_newsletter" target="_blank">Here is a recent article</a> from FastCompany.com about typical types of people in meetings. Do you recognize yourself or your colleagues in any of these descriptions? Which ones are positive? Which ones that are negative do you think you do too much of? Do you want to change?<br />
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Personally, I want to be more of a Maestro!New York Times interview with Carol Bartz, CEO of Yahootag:snwnetwork.ning.com,2009-10-27:1048129:BlogPost:35052009-10-27T14:25:24.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
A couple of weeks ago there was a <a href="http://www.nytimes.com/2009/10/18/business/18corner.html?_r=3&partner=rss&emc=rss&pagewanted=all" target="_blank">nice interview with Bartz</a>. I particularly liked her answer to the following:<br />
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Q. What should business schools teach more of, or less of?<br />
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A. I think there ought to be some classes for people to get more philosophical about who they are and what motivates them, and therefore why they act like they act.<br />
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That's what SNW is all…
A couple of weeks ago there was a <a href="http://www.nytimes.com/2009/10/18/business/18corner.html?_r=3&partner=rss&emc=rss&pagewanted=all" target="_blank">nice interview with Bartz</a>. I particularly liked her answer to the following:<br />
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Q. What should business schools teach more of, or less of?<br />
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A. I think there ought to be some classes for people to get more philosophical about who they are and what motivates them, and therefore why they act like they act.<br />
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That's what SNW is all about, imho :-).Take a yoga break at worktag:snwnetwork.ning.com,2009-10-12:1048129:BlogPost:34052009-10-12T16:00:53.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
You could do a lot more yoga at work than what these few exercises suggest, but you may have to close your door or put up with co-workers' stares...<br />
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<a href="http://www.linkedin.com/news?viewArticle=&articleID=77055771&gid=145613&articleURL=http%3A%2F%2Fwww%2Emyyogaonline%2Ecom%2Fblog%2F2009%2F10%2Fyoga-break-bring-health-to-your-work-place%2F&urlhash=t-PP&trk=news_discuss" target="_blank">This article</a> came to me from the LinkedIn group Corporate Yogis at WORK.
You could do a lot more yoga at work than what these few exercises suggest, but you may have to close your door or put up with co-workers' stares...<br />
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<a href="http://www.linkedin.com/news?viewArticle=&articleID=77055771&gid=145613&articleURL=http%3A%2F%2Fwww%2Emyyogaonline%2Ecom%2Fblog%2F2009%2F10%2Fyoga-break-bring-health-to-your-work-place%2F&urlhash=t-PP&trk=news_discuss" target="_blank">This article</a> came to me from the LinkedIn group Corporate Yogis at WORK.Overwork is detrimental to success, not just to you personallytag:snwnetwork.ning.com,2009-10-12:1048129:BlogPost:34042009-10-12T14:30:00.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
Interesting <a href="http://www.fastcompany.com/blog/cliff-kuang/design-innovation/hard-works-over-rated-it-could-even-be-detrimental?partner=homepage_newsletter" target="_blank">article</a> about how daydreaming actually activates portions of our brains that help problem-solving and some examples of workplaces (like Facebook's) that encourage that.
Interesting <a href="http://www.fastcompany.com/blog/cliff-kuang/design-innovation/hard-works-over-rated-it-could-even-be-detrimental?partner=homepage_newsletter" target="_blank">article</a> about how daydreaming actually activates portions of our brains that help problem-solving and some examples of workplaces (like Facebook's) that encourage that.Meditation and Green Jobstag:snwnetwork.ning.com,2009-09-28:1048129:BlogPost:33052009-09-28T14:42:16.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
Two interesting articles I just ran across and wanted to share. The first is a Fortune magazine article about <a href="http://www.linkedin.com/newsArticle?viewDiscussion=&articleID=71494788&gid=145613&trk=EML_anet_nws_c_ttle-0St79xs2RVr6JBpnsJt7dBpSBA" target="_blank">meditation leading to success at work</a>, and the second is from FastCompany about the…
Two interesting articles I just ran across and wanted to share. The first is a Fortune magazine article about <a href="http://www.linkedin.com/newsArticle?viewDiscussion=&articleID=71494788&gid=145613&trk=EML_anet_nws_c_ttle-0St79xs2RVr6JBpnsJt7dBpSBA" target="_blank">meditation leading to success at work</a>, and the second is from FastCompany about the <a href="http://www.fastcompany.com/blog/ariel-schwartz/sustainability/obvious-confirmed-switch-green-economy-produces-jobs" target="_blank">creation of green jobs</a>.Getting Out of the Box With People Who Are Differenttag:snwnetwork.ning.com,2009-09-11:1048129:BlogPost:33042009-09-11T16:45:15.000ZIt's Babohlhttp://snwnetwork.ning.com/profile/ItsBabohl
One of my colleagues at Darden, Martin Davidson, has started a blog and I thought his <a href="http://blogs.darden.virginia.edu/diversity/2009/09/01/getting-out-of-the-box-with-people-who-are-different/comment-page-1/#comment-3" target="_blank">first entry</a> was really nice.<br />
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In particular, he suggests three things to do: 1) think about your own identity differently than you currently do, 2) connect about differences instead of similarities, and 3) embrace the weird, especially if it…
One of my colleagues at Darden, Martin Davidson, has started a blog and I thought his <a href="http://blogs.darden.virginia.edu/diversity/2009/09/01/getting-out-of-the-box-with-people-who-are-different/comment-page-1/#comment-3" target="_blank">first entry</a> was really nice.<br />
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In particular, he suggests three things to do: 1) think about your own identity differently than you currently do, 2) connect about differences instead of similarities, and 3) embrace the weird, especially if it infuriates you!<br />
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Very consistent with Spirit of the New Workplace principles, I think.<br />
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- JoeBuilding Sustainable Organizations - The Human Factortag:snwnetwork.ning.com,2009-06-05:1048129:BlogPost:29432009-06-05T12:20:44.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
That is the title of my dissertation adviser Jeffrey Pfeffer's latest research paper, and I'm excited by the direction his work is going, as it dovetails nicely with SNW themes.<br />
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The paper is available <a href="https://gsbapps.stanford.edu/researchpapers/library/RP2017.pdf">here</a>.<br />
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For an interview with Jeff about the article, see <a href="http://www.gsb.stanford.edu/news/research/pfeffer_toxic09.html?cmpid=alumni">here</a>.<br />
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Key questions - what will it take to change? how can you make a…
That is the title of my dissertation adviser Jeffrey Pfeffer's latest research paper, and I'm excited by the direction his work is going, as it dovetails nicely with SNW themes.<br />
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The paper is available <a href="https://gsbapps.stanford.edu/researchpapers/library/RP2017.pdf">here</a>.<br />
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For an interview with Jeff about the article, see <a href="http://www.gsb.stanford.edu/news/research/pfeffer_toxic09.html?cmpid=alumni">here</a>.<br />
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Key questions - what will it take to change? how can you make a difference in your organization on this? do you personally care about this?Innovation in large companiestag:snwnetwork.ning.com,2009-05-26:1048129:BlogPost:29032009-05-26T15:26:21.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
This Sunday's New York Times business section contained an article arguing that to fix our large systemic problems it will have to be larger companies (e.g., General Electric, Microsoft) who provide the solutions, in addition to the smaller innovations by entrepreneurs that help things along.<br />
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This is where freeing up people from bureaucracy and thinking of your organization as a living system comes in handy. See our <a href="http://snwnetwork.ning.com/forum/topics/1048129:Topic:1654">16…</a>
This Sunday's New York Times business section contained an article arguing that to fix our large systemic problems it will have to be larger companies (e.g., General Electric, Microsoft) who provide the solutions, in addition to the smaller innovations by entrepreneurs that help things along.<br />
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This is where freeing up people from bureaucracy and thinking of your organization as a living system comes in handy. See our <a href="http://snwnetwork.ning.com/forum/topics/1048129:Topic:1654">16 Principles for Leading a Living Organization</a> for ideas.<br />
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Also check out the work of <a href="http://maaw.info/ArticleSummaries/ArtSumAmabile.htm">Theresa Amabile on creativity</a>, or for that matter, how <a href="http://it.darden.virginia.edu/play/">Play</a> does it.Right brain exercisetag:snwnetwork.ning.com,2009-05-22:1048129:BlogPost:28842009-05-22T18:16:55.000ZJoe Harderhttp://snwnetwork.ning.com/profile/harderj
Simple, really, <a href="http://www.echalk.co.uk/amusements/OpticalIllusions/ColourText/colourText.html">just read the colors</a>, not the words...
Simple, really, <a href="http://www.echalk.co.uk/amusements/OpticalIllusions/ColourText/colourText.html">just read the colors</a>, not the words...