companies' organizational culture defines their success and failures.
The traditional business organizational structure is outdated and will soon be replaced by an integrated, digitally-driven system that focuses on results
We focus on trivia at the expense of more important issues. Why does this happen and what we can do about it?
We focus so much on external change - getting approval from executives or people on other teams. To enact real change, focus on what you can control.
Data-driven culture is an important part of the organizational culture. However, it is not easy to build one.
Hard-coded authorization leads to technical debt. Decouple your authorization decisions to be a more effective business.
Here are some of the best practices for developing an internal communication strategy that makes sense for your organization.
After the pandemic has messed up the world's business landscape, change management strategies will need to be used to survive the new business reality.
DAO developers believe that they can eliminate human manipulation or error from how companies work. This way, decisions are geared towards profitability alone.
The ideal collaboration for employee engagement with rewards & recognition boosts consolidated communications in a single point.
How can teams perform at their full potential?
Productivity comes from an engaged workforce. HR needs a 360-degree solution that measures EX to understand make the environment for a productive workforce
DevOps is a deployment process that helps automate a lot of processes that used to take a team hours to days to get through. When you are trying to get that process going, you need to know that everyone is on-board or else it won't work. Switching from Waterfall deployments to DevOps is a huge organizational change.
Implementing change in any organization is a task of herculean proportions. But in this guide we explain how to manage change through the Kubler Ross method.
Understanding group dynamics and how team-building, when done correctly, can dramatically improve workplace efficiency.
Over-reliance on Pulse surveys as the only practice for employee feedback and management accountability will hurt the organization. here are some alternatives.
Project Economy is another new way people are learning to make money in the world buy working from one project to another, using their skills to add value.
Despite articles and studies claiming it dead, command and control remain in around nine out of ten organizations.
We spend a large part of our life at work, and yet when it comes to making a decision “Is this the right company for me,” most of us rely only on our expert intuition without any solid data to back it up.
When Peter Drucker said in 2006 that “Culture eats strategy for breakfast,” he did not mean that strategy is not important. Rather an effective strategy is crucial to organizational success. A good strategy is the key to successfully implementing the vision. But a strategy by itself cannot push any organization to achieve tremendous growth and success. What gives life to that strategy are its people.
Are you managing your projects and teams using Microsoft 365? Read on to find out how you can boost your team dynamics and achieve improved productivity!
The successful implementation of digital transformation in the enterprise depends largely on the willingness of the corporate culture to change.
The most successful companies take the greatest care of their people. Here are few things your should take into consideration to enable your growth.
If you have worked long enough, chances are you have encountered a bad manager yourself. What was it about them that irked you the most - were they unforgiving, critical, demanding, abusive, aggressive, neglectful, grumpy, lousy or plain inept? Was it their attention seeking behaviour, attitude to blame and insult others, inability to trust or lack of integrity that caused you the most mental agony.
I have worked with two different kinds of leaders and managers over the years. The one who believes in fixed abilities and promotes a fixed mindset “those who don’t perform well can never do better” and the other who believes in growing those abilities thereby promoting a growth mindset “people can be coached into improving their skills.”
For a long time, organizations have been analyzed as systems and remained mainly indifferent to how various organization members feel about information.
