http://longtermchange.com/wordpress A real world team-based work systems blog - moderated by Darrel W. Ray Ed.D. Fri, 07 Dec 2007 02:32:47 +0000 http://backend.userland.com/rss092 en The David Elder post: Dr. Ray has written about micro feedback so I’ll attempt not to bore you by being redundant. I’ll just point out that workers are influenced more by their peers than by their manager or leader. Most organizations and team developers do not embrace the idea ... http://longtermchange.com/wordpress/?p=244 The other day I heard the top administrator for NASA interviewed. He was asked if NASA has been able to change it’s culture. He responded, “I don’t think you can measure culture so I don’t know if we have changed it.” I would disagree with that statement in ... http://longtermchange.com/wordpress/?p=54 People carry maps of their world in their head. Managers in particular carry maps about managing people. Unfortunately, they often confuse their map with reality. I carry a map in my car. As I travel the country with my map I would never mistake the map ... http://longtermchange.com/wordpress/?p=243 Most organizations organize themselves into groups of specialist’s i.e. operations, sales and marketing, human resources, legal, etc. Usually these groups have a leader at the top that has overall accountability for adding value to the goals of the organization. Most business writers describe this structure as organizational silos. ... http://longtermchange.com/wordpress/?p=241 Horizontal accountability is an approach that teaches team members to take proactive responsibility for goals and performance. In sports, teams do a lot of evaluation and coaching during actual play. The best teams develop constant performance feedback between players that supplements the coach’s efforts. ... http://longtermchange.com/wordpress/?p=239 The hallmark of horizontal accountability is effective and timely performance feedback from peers. Timely and constructive feedback has an immediate impact on behavior. Most organizations using 360 feedback programs are often disappointed in the lack of changed behavior in most leaders. Many organizations using 360 performance feedback systems ... http://longtermchange.com/wordpress/?p=238 Occasionally I hear people complaining about political correctness in the workplace and world in general. The way they talk is as if PC is a new thing. Political correctness has always been around it just changes based on current power and political structures. For example, it was ... http://longtermchange.com/wordpress/?p=237 I recently received a Power Point Show that puts a huge perspective on the economic realities of our emerging world. Here are some points that struck me: The most intelligent top 25% of China is greater than the entire population of the US. The most intelligent top 28% of India is ... http://longtermchange.com/wordpress/?p=236 I am having a good time reading Richard Farson’s, Management of the Absurd. My friend Bob Jacobi gave it to me recently after I spoke at his management class. It is an irreverant look at management. An almost Zen appeal. He has a healthy skepticism about ... http://longtermchange.com/wordpress/?p=235 Insecurity is present in every human being. It is a part of who we are. At the same time insecurities are not genetically programmed in us, we learn them along the way, often in childhood. I have learned to eagerly examine my insecurities as a spotlight on my ... http://longtermchange.com/wordpress/?p=234