HUMAN RESOURCES

ARTICLES, HUMAN RESOURCES, RizeClub®

boost innovation, introduce a Chief Incentives Officer


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Physicist and biotech entrepreneur Safi Bahcall argues in Loonshots: How to Nurture the Crazy Ideas That Win Wars, Cure Diseases, and Transform Industries that the secret to creativity as actually organizational structure versus anything else. To Bahcall, the goal is to create a structure where you get people motivated and incented to go for “loonshots,” crazy ideas that ultimately turn into big innovations.

Companies need to separate the “artists” who do primarily creative work from the “soldiers” who focus on operations and execution. 

 “The Innovation Equation,” which offers four parameters companies can use to tilt the balance in favor of innovation and away from politics. The parameters are:

  • Equity Fraction: the fraction of compensation tied to project outcomes vs. tied to rank
  • Fitness Ratio: the ratio of two measures–how well employee skills are matched to their projects, and how much politics matters to promotion decisions
  • Management Span: the number of direct reports that executives of the company have
  • Salary Growth: the increase in salary with promotion

Loonshots also advocates for a new executive position: The Chief Incentives Officer. 

click here for the full Inc. article

HUMAN RESOURCES, PODCASTS, RizeClub®

LinkedIn learning – Reid Hoffman and Chris Yeh on Creating an Alliance with Employees


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EMPLOYERS, HUMAN RESOURCES, RizeClub®

SalaryBar – work hard, play hard, get paid


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Money is not the most important thing in the world. But a solid #salary sure as hell helps, and you deserve a fair compensation for your efforts.

SalaryBar offers a detailed, unbiased salary benchmark. We combine the most extensive algorithm in the market, with the human touch of our SalaryBar tenders. The only data we’ll never enter into the equation is gender. Oh yeah, we also aim to add a bit of fun to the process…

ARTICLES, HUMAN RESOURCES, INSPIRATION

growth mindset & the t-shape


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HBR article Paul A. O’KeefeCarol DweckGreg Walton SEPTEMBER 10, 2018

Some people lean more toward the view that interests are inherent in a person, simply waiting to be awakened or found — this is what we call a fixed mindset of interest. Others lean more toward the view that interests can be developed and that, with commitment and investment, they can grow over time — we call this a growth mindset of interest.

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Some companies have seen the value of cross-disciplinary problem-solving and have implicitly adopted a growth mindset of interest. For example, Tim Brown, CEO and president of the design consulting firm IDEO, has emphasized the value of the “T-shaped person.” The vertical line of the T represents one’s depth of expertise in a field, whereas the horizontal line represents one’s diverse interests, and ability to work and collaborate across areas. Like those with a stronger growth mindset, T-shaped people are experts but do not necessarily have a singular focus, and look for inspiration from multiple areas.

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Innovation requires both reaching across fields and, often, acquiring more than a surface-level understanding of those fields. This means that when people reach across fields they must maintain that interest even when the material becomes complex and challenging. A growth mindset of interest may help promote this kind of resilience.

CLICK HERE for the full article.

ARTICLES, FUNCTIONS, HUMAN RESOURCES, INSPIRATION, RizeClub®

Microsoft’s Satya Nadella focuses on these three traits


In this QZ article Satya Nadella, CEO of Microsoft shares what he looks for in leadership talent:

#1: The ability to create clarity when none exists

This is “the most important attribute that any leader needs to have—and it is often underestimated,” said Nadella. “You don’t need a leader when everything is well defined and it’s easy, and all you have got to do is follow a well-written plan. But in an ambiguous situation, where there cannot be complete information, that is when leadership will matter.”

#2: A knack for sparking energy

Along with clarity, a leader needs to bring sincere enthusiasm, Nadella argued. “One of the classic things you face as a leader is, you will have someone walk into your office and say, ‘Hey you know what, I’m very good, my team is very good, but everything around me is terrible,’” he said. “That’s not creating energy.”

“It’s insufficient to focus exclusively on your own unit. Leaders need to inspire optimism, creativity, shared commitment and growth through times good and bad.”

#3: An ability to succeed in “an over-constrained space”

His advice for cultivating a third trait feels applicable to anyone, not only those who are ambitious in business. “When leaders come in and say, ‘I’m not able to do this or I’m not able to drive success or achieve success because of all these exogenous factors.’ Guess what? Everything is exogenous,” he said. “Life is an over-constraint problem. So you can’t say, ‘You know what, I’m just waiting for you to remove all the constraints, and I’ll be perfect.’

Additional to the last trait we promote everyone and every organization to take on more than can be managed, but then to apply a smart filter to select the most valuable actions, customer, projects… We are living in a time where not being fully loaded means certain decline.

FUNCTIONS, HUMAN RESOURCES, INSPIRATION

Empowerment


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Organisations require empowered employees to be adaptive enough to survive. Make sure to not just scream the word empowerment, enable true empowerment by establishing these 4 elements:

  • ability – aptitude, skills, knowledge
  • willingness – motivation, aligned goals, positive self-image
  • accountability – responsibility, feedback
  • allow – attitude of management, culture, authorization, access
HUMAN RESOURCES, INSPIRATION

Go out and find talent


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The majority of all consultants and organizational experts agree that talent is the key to stay or become relevant as an organization. Specifically a diverse talent pool, will support you in achieving your long term business goals. Where a homogeneous workforce might win a sprint, a diverse pool will make sure you can sustain it in the long run and in a global market place. (more…)