This article was first published online at http://www.organisationsolutions.com/Resources/Team-Excellence/High-perf…. Many of us take it for granted that building great teams means building great relationships. Scanning the literature on teamwork, you’ll easily find large volumes of advice about managing conflict, improving interpersonal relationships, and communication. Indeed, there’s good evidence to show that poor relationships damage team performance and create barriers to important
WP29 says … Much better … but not quite enough! And with that, the new EU-US Data Shield sort of flunked its first test, but in a good way! Specifically, the Article 29 Working Party (the group that reviews privacy regulations in the EU and issues non-binding opinions), having completed its review of the Data Shield, declared on April 13,
Originally published in Talent Quarterly Article by Lewis Garrad & Patrick Hyland, Ph.D. March 2016 Most people think of employee engagement as a relatively new concept but in truth it has appeared in academic literature for more than 25 years since William Kahn at Boston University coined the term in the early 90’s. In his first paper he wrote about
This post first appeared on HQ Asia: http://hqasia.org/insights/problem-gut-instinct-and-intuition There seems to be no shortage of evidence to tell us that the way we work is transforming. Some have even gone as far as to say that the changes we are seeing now are even more dramatic than those that occurred during the last industrial revolution more than 100 years ago.
Isn’t it curious how peoples’ engagement varies inside an organisation? Why do some teams become evidently more committed and productive than others? The graph below shows the distribution of team engagement (how people feel, think and act towards the company), across 500 teams inside a very large FMCG corporation, as measured by a consistent set of questions. Remember – this
It’s been a busy three months since the EU Court of Justice mortally wounded the “Safe Harbor” agreement in its now famous (or should I say infamous) Schrems decision. Since then: the US congress is rapidly finishing its work to address significant issues raised in that decision (see: The US Judicial Redress Act and the USA Freedom Act restricting the
Last November, The Financial Review published an article suggesting that companies should “swap employee engagement surveys for a more robust diagnostic that focuses on ‘something truly worth measuring.’” And Gallup recently noted that overall engagement for US companies has not changed much since 2011 despite the money and effort put towards engagement surveys and initiatives. So does this mean your