Comments for Dialogue Review http://dialoguereview.com Among Leaders and Managers Across the World Wed, 27 Jun 2018 10:42:45 +0000 hourly 1 https://wordpress.org/?v=4.9.3 Comment on Effective leaders create a culture of service by ILM Discussion: Trust and transparency - http://dialoguereview.com/effective-leaders-create-culture-service/#comment-27167 Wed, 27 Jun 2018 10:42:45 +0000 http://dialoguereview.com/?p=4542#comment-27167 […] “Servant leadership is interpreted in different ways by different people – indeed, in 2015 I wrote an explanation of the term as I see it in a column for Dialogue Review. The crux is that there’s a higher purpose at stake – so you choose to work at your […]

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Comment on The constant gardener by richard watkins http://dialoguereview.com/the-constant-gardener/#comment-24032 Wed, 14 Mar 2018 17:55:05 +0000 http://dialoguereview.com/?p=9417#comment-24032 Hi Bruce – thanks for your comment – I find that in collaboration, sometimes the definitions are slippery – and can see where you are coming from. That said – while i can get on board with the ambition, I haven’t seen true self-organisation working well in practice in larger systems… my favourite essay on some of the risks is called “the tyranny of structurelessness” (by Jo Freeman) but lots of good writing on the challenges of this… That’s why I talk about the need for ownership and order in collaboration. In this instance I used the word “leadership” (for simplicity) but I often talk about the “owner” who holds the objective/group/output together rather than the “leader”. As you say leadership needs to be fluid and contextual – and at a given moment a contributor might “lead” the group in a new direction. For me this is what i mean by leadership being different. An owner/leader of collaboration doesn’t dictate/decide on content but holds the conversations in which direction is set and has responsibility for delivering.

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Comment on Novartis: Culture is at the heart of performance by Moitreyee Chatterjee- Kishore http://dialoguereview.com/novartis-culture-heart-performance/#comment-23939 Thu, 08 Mar 2018 23:35:31 +0000 http://dialoguereview.com/?p=9324#comment-23939 Enjoyed reading through the article. I like the term OQ. I think it CAN be measured. Of the companies I have worked at, organizations that had better culture had leaders that walked the walk and talked the talk. They knew their organization and its members – often stopped by offices and cubes to talk, these conversations often alerted them about small problems before they became too big. They were transparent about reasons for portfolio priorities and reasons for hard but necessary decisions, They were careful about hiring and promotion decisions, since they knew that people often perceive leadership thought process via such decisions. They did not just do these things because they were born great leaders – but, at least partially because they were incentivized to do so. Each person in such organizations had to do a biannual 360 assessment – including top leadership. Members in these organizations knew that they could have a say in how their organizations functioned via direct feedback to their leaders – conversely and interestingly they felt the weight of the need to give accurate, relevant feedback. Happy to see an organization such as Novartis is thinking actively along these lines.

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Comment on Novartis: Culture is at the heart of performance by Rajiv Hazaray http://dialoguereview.com/novartis-culture-heart-performance/#comment-23924 Thu, 08 Mar 2018 02:47:22 +0000 http://dialoguereview.com/?p=9324#comment-23924 OQ needs to be addressed a bit differently than IQ and EQ. The former two are personal whereas OQ by definition is not personal. It is measurement of collective psyche and not individual ability.

OQ should be measured using a bottoms up approach building from the lowest level of our organization’s unit (could be task teams, functional departments, so on). A individual might be member of multiple of these units and these units would add up to higher-level super-units.

These units need to be measured based on (a) there ability to act as one entity, (b) their collective drive and momentum, (c) their openness and diversity to avoid “group think”

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Comment on The constant gardener by Bruce http://dialoguereview.com/the-constant-gardener/#comment-23879 Sat, 03 Mar 2018 23:18:02 +0000 http://dialoguereview.com/?p=9417#comment-23879 “Leading collaboration is different from hierarchical leadership.” Organizational collaboration, technically, doesn’t need to be led. Organizations should actually be more like an ever moving Rubix cube in which at the appropriate time the appropriate pieces align to collaborate to resolve whatever needs to be resolved.All the squares are always in flux doing their own thing until the situation demands some pieces get together to be aligned. Collaboration shouldn’t need conference rooms & meetings but rather the culture simply breeds a belief when something needs to be solved you go find the best people t help solve it.

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Comment on Look into their eyes by cimglobal http://dialoguereview.com/look-eyes/#comment-23817 Sun, 25 Feb 2018 21:24:14 +0000 http://dialoguereview.com/?p=8904#comment-23817 One must always keep high hopes and think positive even if it’s about broken trust. Although it is commonly said that trust once broken can’t be fixed. However, these ways discussed above can actually help your trust to be regained if you have a positive approach.

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Comment on Look into their eyes by Saad Raja http://dialoguereview.com/look-eyes/#comment-23606 Fri, 16 Feb 2018 06:01:18 +0000 http://dialoguereview.com/?p=8904#comment-23606 Yes, it is correct TRUST is the main currency which runs this world, run the humanity, run the relations, run the organization, run the Government and so on.

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Comment on Dialogue’s top five crowdsourcing apps by Uri Soroka http://dialoguereview.com/top-5-crowdsourcing-apps/#comment-23464 Fri, 09 Feb 2018 17:27:41 +0000 http://dialoguereview.com/?p=7814#comment-23464 And now the list hopefully can be amended by including an app for OPINION Crowdsourcing, called theMind. It is a community of anonymous users (neurons), that ask and answer random open questions and provide opinions. https://themind.io

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Comment on Dialogue Classics: The seven most harmful career myths by Richard Vaughan http://dialoguereview.com/seven-harmful-career-myths/#comment-23206 Thu, 18 Jan 2018 21:54:54 +0000 http://dialoguereview.com/?p=5711#comment-23206 Catalonian??? Where did you get this idea? The poem you quote from is by Spanish poet Antonio Machado, a native of the southern Spanish region of Andalusia, very far from Catalonia. The poem itself is from his book “Campos de.Castilla”, which he wrote while living the the Castillian town of Soria, also very far from Catalonia.

Perhaps you got confused because the poem is referenced by the Catalonian singer Joan Manuel Serrat in one of his songs (sung in Spanish, not In Catalan).

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Comment on Blockchain: boring is brilliant by Dong Karst http://dialoguereview.com/blockchain-boring-brilliant/#comment-23130 Sat, 13 Jan 2018 18:13:44 +0000 http://dialoguereview.com/?p=4195#comment-23130 Wow great article nice to see a different perspective.

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