When looking at business processes and values, sales
cycle and other business operations, HR, competence and leadership
development frameworks, it’s easy to get the "big picture" of the
approach that drives a company. And, if that is the case of an "engineering-mechanistic" approach, how to change it to a more
effective way?
Organizational learning and development requires
proper planning and it will be added value including what research tells us
about how people learn and work together.
A good example? The concept of employee engagement and
motivation, were many organizations still practice
“carrot-stick-approach” - often based exclusively on money-type rewards that has been proved to some extend not to be the key-factor attracting
and retaining talents.
Science knows that intrinsic motivation is a
key-driver of performance; plus, it is also true that the value systems of
younger generations have dramatically changed. These two factors should be
addressed when implementing programs for developing organizations, teams and
inviduals.
Understanding mind and brain has the potential to
replace complex competency models, assessment procedures and training programs
with more simple but effective principles. This approach may seem
"an adventure" but it works and it is based on strengths instead of
fear.
During the weekend why not a quick view at John Medina best seller
Brain Rules? Enjoy!
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