What I do want in this post is explore how one might approach structuring the curriculum of an organization. The goal of such a curriculum is to develop professionals in all types of roles, in such a way that performance at the top level or grade of that role type can be matched to a
What I do want in this post is explore how one might approach structuring the curriculum of an organization. The goal of such a curriculum is to develop professionals in all types of roles, in such a way that performance at the top level or grade of that role type can be matched to a
Photograph by Dehumo Bickersteth – Bintan Learning and development behavior of employees in organizations exists as part of the experience of meaningful jobs. Jobs are meaningful either because they were created, communicated and managed meaningfully or the incumbent finds the meaning in the role on their own. Meaningful jobs, by default, motivate continuing development. I
Learning and development behavior of employees in organizations exists as part of the experience of meaningful jobs. Jobs are meaningful either because they were created, communicated and managed meaningfully or the incumbent finds the meaning in the role on their own. Meaningful jobs by default motivate continuing development. I think the practice of learning and
This is a summary post that presents 5 other posts exploring how activities that derive their meaning from results directed at delivering clear value automatically activate learning behavior and thus agility. The more we are able to focus our expectations of people and teams on results and value, the more we will begin to see the full extent
Don’t make your career goals about a job you want, instead focus on the type of value you want to bring, the type of results you want to achieve and the type of activities you like to engage in. Seek these out in whatever jobs at whatever level. The following 30-second clips provide a quick
I don’t think you can do anything to impact an organization or change organizations by trying to change “the Organization.” Granted the organization is an entity, a living organism and all that. However, I have heard people ascribe behavior to ‘the organization’ which I think is convenient but not effective when we are trying to
What I am going to be talking about is not far-fetched. The things I am talking about are day-to-day tasks that make up every employee’s working day. It is in these day to day tasks that we get to understand behaviour and the manifestation of culture. These four are examples of things we might find
This is an introduction to 3 posts that I am writing to expound upon my interpretation of the performance architecture as a foundation to discuss the 4 HR practices In the subsequent posts, I will explore each of the HR practices using the principles of the performance architecture as a foundation. These series of posts
As a teacher in a vocational school years ago, I remember the challenges that came with grading group projects. How do you decide who gets what grade especially when the level of contribution varies across members? I remember I always asked myself “why exactly did I give a group project?”. Perhaps the way to assign