Levels of Work and Agility
THE PARADOX (OR NOT?): LEVELS OF WORK (REQUISITE ORGANISATIONS) AND AGILE ORGANISATIONAL STRUCTURES Why do established companies struggle to become more agile? According to McKinsey & Company, no small part of…
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The Importance of ‘Trust’ in Teams that Work Remotely
Introduction With numerous companies around the world being forced to implement ‘remote working’ I thought it would be useful to look at the relationship between personality, trust and remote working.…
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The Mindset for Remote Work
Working ‘Agile’ When considering agile work, we imagine open spaces filled with teamwork and the spontaneous joining and dispersing of productive groups. Individuals are free to dictate the hours or…
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Becoming VUCA Fit
Introduction The VUCA concept has been around since the 1990’s when it was coined by the US military to describe the challenging military conditions faced in Afghanistan and Iraq. The…
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Re-Working the Hiring and Selection Process
“The secret of my success is that we have gone to exceptional lengths to hire the best people in the world.” – Steve Jobs Working in the Psychometric Assessment field for…
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Why is determining succession readiness so difficult?
Succession Readiness Currently there are many global organisations that have accepted that tracking and developing talent can be a source of competitive advantage. While this has led to the increased…
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Managing Organisational Complexity to boost Effectiveness
Organisational Complexity In a recent McKinsey article titled ‘Putting Organizational Complexity in its Place’, the authors state: “Not all complexity is bad for business – but executives don’t always know…
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Changing your career in your thirties
“What you are is what you have been; what you will be is what you do now” Buddha. Generally by the time you reach your thirties it is expected, either…
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A Simple Management Model – the Tripod of Work
Despite the title, management is anything but simple – it is complex, multifaceted and difficult. To be successful, managers should be able to do many or most of the following:…
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SO, YOU WANT EXPONENTIAL ORGANIZATIONS!
THEN, START BY DISCARDING THE NEED TO UNDERSTAND THE INDIVIDUAL’S POTENTIAL CAPABILITY USING THE ‘BELL CURVE’! If you think about having an exponential organization, then do not fall into the…
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