Pearl Zhu's Blog, page 1411
August 24, 2015
How to Define, Evaluate and Implement Innovation
Innovation means something new and valuable. Innovation is relative and has a context.
Innovation has different meanings depends on the industry, but the basic concept must be the same. In a nutshell, business innovations include new business models, work processes optimization and new products/services design and delivery, a new marketing methodology, or a new organizational experiment in business practices, workplace structure or external relations. There are both breakthrough innovation and incremental innovation as well.
Innovation is to have a new perspective of things. Innovation follows basic rules, which are adapted depending on the company's situation and ambition. The definition of innovation is simple - to gain benefit by doing something different. That's subjective of course - so what's innovation to one may not be to another. Isn't it a question of perspective? Doesn't the term innovation depend on who is the customer, who gets the new benefit, the increased value (time, quality, etc...). So revolutionary changes on subsystems might be incremental improvements on the system, which again might be a subsystem to an even bigger system, design changes that dramatically change consumer appeal and on and on. There is "Innovation Fatigue," the word is being thrown around a bit more often than it should. In essence, innovation is the use of something that is new and unique, and you are able to create its business value.
Identify and groom innovation leaders and innovation practitioners (idea creator, facilitator, and implementer). Innovation practitioners are the people who identify, develop, select and implement the projects with one or two "innovation leaders," who promote the culture. Innovation is a creative process that often leverage an intensive technology to solve a real or potential problem of a society that breaks with the current standard and have technical and economic feasibility. But as we all know we don't live in an ideal world where we can pick the perfect innovation team. We've deliberately aimed our courses to be practical for any company who wants to enable continuous growth through innovation, by utilizing the experience, knowledge, competencies and creativity within the entire workforce. You will most likely find the people who suggest the most creative ideas happen to be different to those who implement the projects. So it’s important to identify idea creators, idea facilitators, and idea implementers, and give them effective training and get the best out of the rest of the organization.
Value enhancement for the user is important to evaluate innovation: It’s about knowing that this enhancement might be a matter of perception, and increasing value might be reached by alternative ways. Ideality ( the same as the definition of value) is for assessing those possibilities and build a map of step changes on the way to one or more "disruptive concepts." More specifically, you can evaluate innovation by two ways: a) In terms of company history, when you evaluate how the company produced or implemented new solutions that were totally different to its “business as usual,” b) in terms of market evolution, that is a truly breakthrough solution, a radical or disruptive innovation in the market. When a company "think differently," and implement new ways to solve problems, and then you have innovation.
Innovation is a crucial component of your strategy. Therefore, you should always be aware of the strengths and weaknesses, the opportunities and threats. Innovation means something new and valuable. Innovation is relative and has a context. The key to innovation success is just as simple - innovation is nothing without exploration and exploitation.Follow us at: @Pearl_Zhu
Innovation has different meanings depends on the industry, but the basic concept must be the same. In a nutshell, business innovations include new business models, work processes optimization and new products/services design and delivery, a new marketing methodology, or a new organizational experiment in business practices, workplace structure or external relations. There are both breakthrough innovation and incremental innovation as well.
Innovation is to have a new perspective of things. Innovation follows basic rules, which are adapted depending on the company's situation and ambition. The definition of innovation is simple - to gain benefit by doing something different. That's subjective of course - so what's innovation to one may not be to another. Isn't it a question of perspective? Doesn't the term innovation depend on who is the customer, who gets the new benefit, the increased value (time, quality, etc...). So revolutionary changes on subsystems might be incremental improvements on the system, which again might be a subsystem to an even bigger system, design changes that dramatically change consumer appeal and on and on. There is "Innovation Fatigue," the word is being thrown around a bit more often than it should. In essence, innovation is the use of something that is new and unique, and you are able to create its business value.
Identify and groom innovation leaders and innovation practitioners (idea creator, facilitator, and implementer). Innovation practitioners are the people who identify, develop, select and implement the projects with one or two "innovation leaders," who promote the culture. Innovation is a creative process that often leverage an intensive technology to solve a real or potential problem of a society that breaks with the current standard and have technical and economic feasibility. But as we all know we don't live in an ideal world where we can pick the perfect innovation team. We've deliberately aimed our courses to be practical for any company who wants to enable continuous growth through innovation, by utilizing the experience, knowledge, competencies and creativity within the entire workforce. You will most likely find the people who suggest the most creative ideas happen to be different to those who implement the projects. So it’s important to identify idea creators, idea facilitators, and idea implementers, and give them effective training and get the best out of the rest of the organization.
Value enhancement for the user is important to evaluate innovation: It’s about knowing that this enhancement might be a matter of perception, and increasing value might be reached by alternative ways. Ideality ( the same as the definition of value) is for assessing those possibilities and build a map of step changes on the way to one or more "disruptive concepts." More specifically, you can evaluate innovation by two ways: a) In terms of company history, when you evaluate how the company produced or implemented new solutions that were totally different to its “business as usual,” b) in terms of market evolution, that is a truly breakthrough solution, a radical or disruptive innovation in the market. When a company "think differently," and implement new ways to solve problems, and then you have innovation.
Innovation is a crucial component of your strategy. Therefore, you should always be aware of the strengths and weaknesses, the opportunities and threats. Innovation means something new and valuable. Innovation is relative and has a context. The key to innovation success is just as simple - innovation is nothing without exploration and exploitation.Follow us at: @Pearl_Zhu
Three Aspects of Effective Collaboration in a Digital Organization
Cross-silo or cross-divisional collaboration is crucial to build dynamic digital capabilities.
The very characteristics of the digital age are hyperconnectivity and interdependence. The paradox is that, people from every corner of the earth can co-create the knowledge, collaborate to overcome common challenges facing in human society seamlessly, they would also compete for the resource or works from anywhere, which causes hyper competition as well. At an organizational level, silo thinking becomes the very obstacle to stifle innovation and stop the business from moving up the maturity level. From the management perspective, what should you do to break down barriers so that talent people can collaborate more effectively?
Communication: Communication is a very powerful tool in breaking barriers. Start by identifying the barriers you think hinder effective collaboration and work on them. For example, if it's to do with knowledge, close the gap and instill greater understanding of issues that you want to collaborate on. Leverage collaboration technology tools to accelerate strategy delivery. Try horizontal and vertical open communication to reach out to your followers. Be reasonably and appropriately available. Communicate gratitude for others' contributions. Assure vision and strategy to achieve it are well communicated. Define and implement collaboration tools to be used. Designate duties or accept duties assigned. State limitations if unable to accomplish a duty and enroll team member to assist. Meet deadlines, accept suggestions, give feedback. Demonstrate accountability. Practice self-awareness and accept vulnerability – You not only need to understand your own tendencies and the value but also you need to be vulnerable to hearing the ideas challenged from a viewpoint different than your own.
Delegation: Leadership is about delegation, and there is a logical scenario to good delegation practice. Define the job for yourself. Before you can assign a task to someone else and provide the necessary support and guidance to successfully complete it, you must know exactly what you want; and you must be able to describe it clearly, completely, and concisely to your subordinate. Unclear, ambiguous delegation inevitably lead to unsatisfactory results. Know what you want BEFORE you delegate to someone else. Find the right person to do the job. This does not mean giving important assignments only the high performers on your team, but also to those who need a chance to prove themselves, or redeem themselves from past shortcomings. Explain clearly and efficiently what you expect. This means defining WHAT you want and need. It does not mean telling someone how to do it your way. This is giving them enough information to figure out how to do it their way. Get agreement from the person to whom you delegate the task to accept responsibility and accountability for the job. This should be a free and willing statement that he/she understands what you are asking for and a willingness to undertake the task.
Training and Rewarding: Acknowledge and reward all your subordinates when they do the work, regardless of the success of the project. That means that you publicly, honestly, and sincerely thank everyone who contributes to your success even when results are not perfect, and even when they don't meet your standards of accomplishment. A thank you today means he/she will try harder tomorrow. You also continue to support subordinates and provide training, materials, and tools to accomplish the work you delegated and reached the common goals of the team. It DOES NOT mean check up. You do not need to micro-manage your subordinates to build your team and achieve your goals. What you do is to communicate with them to make sure they have the time, resources, and encouragement to do the job. And when the work is well done, they get rewards and recognition.
Cross-silo or cross-divisional collaboration is crucial to build dynamic digital capabilities. It is imperative that we be willing to seek out help, break down silos, and harness cross-functional collaboration as we work to generate new ideas or solve problems. For so long, we have been taught to not show weakness or 'fake it till you make it' and while the origin of these adages may have been positive, it can be difficult for us to show a willingness to be vulnerable and admit that we may not know all of the answers. Ultimately, that is not a sign a weakness but rather an open door to illustrate the value of developing the answer with a colleague or sharing the power of diverse perspectives to shape a new idea or solution. Strategically, cross-functional collaboration to delight customers and engage employees are critical for digital transformation and businesses’ long-term prosperity.
Follow us at: @Pearl_Zhu
The very characteristics of the digital age are hyperconnectivity and interdependence. The paradox is that, people from every corner of the earth can co-create the knowledge, collaborate to overcome common challenges facing in human society seamlessly, they would also compete for the resource or works from anywhere, which causes hyper competition as well. At an organizational level, silo thinking becomes the very obstacle to stifle innovation and stop the business from moving up the maturity level. From the management perspective, what should you do to break down barriers so that talent people can collaborate more effectively?
Communication: Communication is a very powerful tool in breaking barriers. Start by identifying the barriers you think hinder effective collaboration and work on them. For example, if it's to do with knowledge, close the gap and instill greater understanding of issues that you want to collaborate on. Leverage collaboration technology tools to accelerate strategy delivery. Try horizontal and vertical open communication to reach out to your followers. Be reasonably and appropriately available. Communicate gratitude for others' contributions. Assure vision and strategy to achieve it are well communicated. Define and implement collaboration tools to be used. Designate duties or accept duties assigned. State limitations if unable to accomplish a duty and enroll team member to assist. Meet deadlines, accept suggestions, give feedback. Demonstrate accountability. Practice self-awareness and accept vulnerability – You not only need to understand your own tendencies and the value but also you need to be vulnerable to hearing the ideas challenged from a viewpoint different than your own.
Delegation: Leadership is about delegation, and there is a logical scenario to good delegation practice. Define the job for yourself. Before you can assign a task to someone else and provide the necessary support and guidance to successfully complete it, you must know exactly what you want; and you must be able to describe it clearly, completely, and concisely to your subordinate. Unclear, ambiguous delegation inevitably lead to unsatisfactory results. Know what you want BEFORE you delegate to someone else. Find the right person to do the job. This does not mean giving important assignments only the high performers on your team, but also to those who need a chance to prove themselves, or redeem themselves from past shortcomings. Explain clearly and efficiently what you expect. This means defining WHAT you want and need. It does not mean telling someone how to do it your way. This is giving them enough information to figure out how to do it their way. Get agreement from the person to whom you delegate the task to accept responsibility and accountability for the job. This should be a free and willing statement that he/she understands what you are asking for and a willingness to undertake the task.
Training and Rewarding: Acknowledge and reward all your subordinates when they do the work, regardless of the success of the project. That means that you publicly, honestly, and sincerely thank everyone who contributes to your success even when results are not perfect, and even when they don't meet your standards of accomplishment. A thank you today means he/she will try harder tomorrow. You also continue to support subordinates and provide training, materials, and tools to accomplish the work you delegated and reached the common goals of the team. It DOES NOT mean check up. You do not need to micro-manage your subordinates to build your team and achieve your goals. What you do is to communicate with them to make sure they have the time, resources, and encouragement to do the job. And when the work is well done, they get rewards and recognition.
Cross-silo or cross-divisional collaboration is crucial to build dynamic digital capabilities. It is imperative that we be willing to seek out help, break down silos, and harness cross-functional collaboration as we work to generate new ideas or solve problems. For so long, we have been taught to not show weakness or 'fake it till you make it' and while the origin of these adages may have been positive, it can be difficult for us to show a willingness to be vulnerable and admit that we may not know all of the answers. Ultimately, that is not a sign a weakness but rather an open door to illustrate the value of developing the answer with a colleague or sharing the power of diverse perspectives to shape a new idea or solution. Strategically, cross-functional collaboration to delight customers and engage employees are critical for digital transformation and businesses’ long-term prosperity.
Follow us at: @Pearl_Zhu
August 23, 2015
What is Real Thinking
Thinking is all of it, the process of being individual and human - it's the inquiry that all of us are engaged in - who am I, what am I doing here, what is life? Many say thought to the mind is like music to pianos. Thoughts come into our minds all the time; sometimes from higher consciousness and other times from the ego. However, we can stop ourselves from getting hooked on and thinking about the thoughts. So what is real thinking? Is it about flow or about value? About imagination or about meaning? About decision making or about problem-solving.
Before we can establish what real thinking is, we need to understand the entire thought process in which thinking is only a small part of. There is a lot going on at once that is difficult to break down into the smaller pieces or be definitive about. "Real" thinking occurs when you look for internal understanding in order to find a way to contribute something of value, that is an expression of your understanding based on your internal review of personal understanding and experience. When you just let them flow through and not get caught up in them, that's when you stay more aligned with the flow and then higher intuition, or revelation and prophecy comes to you and through you.
Real Thinking comes with quieting the mind. The best way to develop thinking is in solitude turning within for discovery and asking yourself questions. Thinking has either physical or nonphysical outcomes. Those outcomes can be rational, irrational or maybe just neutral. To make the distinction between pure thought which comes through the mind without being filtered by the mind, and thinking, which is interpretation of thought and usually based on past experiences being filtered through the mind. In times of conflict, of strive, of needs one must be able to look ahead and understand the impact of one's thinking. Profound outcomes sometimes is not intended. Basic Thinking Laws are: 1). Pause 2). Step outside yourself 3). Run all possible scenarios and evaluate their consequences. 4). there's a collapse between mechanism and thinking as though making decisions based on information is actually thinking. Coming up with solutions and answers is human culture's idea of progress and movement, and it's not all that thinking can be. The thought is not thinking; the endless stream of consciousness that makes it way between us - assessments, judgments, continuing opinions about this and that.
True thinking is the child of our imagination and creative communication. The soundbite behavior shows a lack being able to think deeply and then express oneself with depth. Imagination is the fountain of thinking and creative communication. Our communication (writing and speaking) serves and stimulates our imagination. One develops the art of thinking by first stimulating our imagination and developing the art of creative communication. So the real thinking often happens when your mind and your heart are in harmony, the creativity is sparkled like the fountain and your thought gets out of the old box, and flow into the time river and information sea.
Thinking is wider than decision making and deduction. Real thinking is thinking in a real (true) path, it diverges and converges; consciously or subconsciously; it’s nature but also nurture, are you a real thinker?
Follow us at: @Pearl_Zhu
Which Personality Characteristics Better Fit for Transformational Leadership?
The high-effective and high mature leadership is based on vision, learning agility, and change capability, not just personality only.
There are many ways to be an effective leader. It all starts with ourselves and who we are. Leadership is about future (vision & direction), leadership is about change (progress and advancement), leadership is about minding the gap and harnessing innovation, and leadership is about growing more leaders, not just producing followers. But more specifically, what are the qualities of great leadership? Introvert or extrovert, who has better chance to become a transformational leader? Character, personality, skills or capability, what’re the best combinations to make a great leader?
Many introverted characteristics are good traits for transformational leadership: The fact is that, people tend to assume that strong leaders are ones that are extroverted and able to "work" the crowd, only extroverted characteristics seemed to make a person more like a leader traditionally; while now transformational leadership is employing many introverted characteristics to improve leadership. That is if an introvert is defined as someone who replenishes alone vs. an extrovert as someone who replenishes with people. More leaders are introverts than extroverts. Because an introverted leader can spend more time to contemplate and observe carefully, to see around the corner and dig beyond the obvious, to think profoundly and independently, and to gain empathy and empower those around them. Transformational leaders have an ability to help the organization develop a vision of what it can be, to mobilize the organization to accept and work toward achieving the new vision, and to institutionalize the changes that must last over time.
To strike the right balance, an ambivert makes a better leader. While introverts and extroverts were often viewed in terms of two extreme opposites, the truth is that most of us lie somewhere in the middle of the extroverted-introverted spectrum. Extroverts and introverts are the two extremes, hence its very difficult for them to compromise with lots of things. One can be an extrovert, or more correctly, display extrovert behavior in certain situations while being introvert in other ones. All decent measures of personality traits are not black and white but allow for varying levels of traits to come forward. That’s why the concept ambiverts are emerging: Ambiverts move between being social or being solitary, speaking up or listening carefully with a thoughtful mind and passionate heart, with emotions to adjust to changes accordingly.
Great leaders grow more leaders. It’s not through cookie cutting, but to discover the uniqueness for minding leadership gaps and bridging leadership difference. Leadership is lifting a person’s vision to high sights and raising of a person’s performance to a higher standard and the building of a personality beyond its normal limitations. Besides the function of leaders is to lead--set direction, foster motivation, guide the problem solving. Leadership is not just about title only, that all of us--to the degree we take responsibility for our own sphere of influence, no matter what formal title we might hold or not, have the opportunity to exercise leadership influence. Regardless of your personality traits, leaders should invest in individual communication within their team members, to achieve growth on a greater scale. Forward-looking groups and organizations train and raise up leaders, great leaders empower others, make room for them to grow, set a tone and environment that creates more leaders, it is about giving motivation, direction, and purpose while improving the organization. It requires that the leader develop the leadership skills to others, but also discover the uniqueness of potential leaders, and leadership is the combination of character and skills. To not produce other leaders is to not improve the organization but to make it vulnerable.
There is a regular struggle with those who would label introverts and revert to stereotype about the suitability to lead people or manage customer relationships. Anyone was drawing a correlation about leadership based on introvert/extroversion only could have "Irrational Thought." How someone recharges themselves has nothing to do with their leadership capabilities. Perhaps it is important also to note that the first task of leadership is to clearly articulate the vision of WHERE they are leading their followers to. You don't always have to be the most outgoing or have the strongest personality to be an awesome and effective leader. Sadly, too many "people at the top" are managing and not leading anywhere. It’s a significant hill to climb for those interested in the transformation of business and the planet. The high-effective and high mature leadership is based on vision, learning agility, and change ability, not just personality only.
Follow us at: @Pearl_Zhu
There are many ways to be an effective leader. It all starts with ourselves and who we are. Leadership is about future (vision & direction), leadership is about change (progress and advancement), leadership is about minding the gap and harnessing innovation, and leadership is about growing more leaders, not just producing followers. But more specifically, what are the qualities of great leadership? Introvert or extrovert, who has better chance to become a transformational leader? Character, personality, skills or capability, what’re the best combinations to make a great leader?
Many introverted characteristics are good traits for transformational leadership: The fact is that, people tend to assume that strong leaders are ones that are extroverted and able to "work" the crowd, only extroverted characteristics seemed to make a person more like a leader traditionally; while now transformational leadership is employing many introverted characteristics to improve leadership. That is if an introvert is defined as someone who replenishes alone vs. an extrovert as someone who replenishes with people. More leaders are introverts than extroverts. Because an introverted leader can spend more time to contemplate and observe carefully, to see around the corner and dig beyond the obvious, to think profoundly and independently, and to gain empathy and empower those around them. Transformational leaders have an ability to help the organization develop a vision of what it can be, to mobilize the organization to accept and work toward achieving the new vision, and to institutionalize the changes that must last over time.
To strike the right balance, an ambivert makes a better leader. While introverts and extroverts were often viewed in terms of two extreme opposites, the truth is that most of us lie somewhere in the middle of the extroverted-introverted spectrum. Extroverts and introverts are the two extremes, hence its very difficult for them to compromise with lots of things. One can be an extrovert, or more correctly, display extrovert behavior in certain situations while being introvert in other ones. All decent measures of personality traits are not black and white but allow for varying levels of traits to come forward. That’s why the concept ambiverts are emerging: Ambiverts move between being social or being solitary, speaking up or listening carefully with a thoughtful mind and passionate heart, with emotions to adjust to changes accordingly.
Great leaders grow more leaders. It’s not through cookie cutting, but to discover the uniqueness for minding leadership gaps and bridging leadership difference. Leadership is lifting a person’s vision to high sights and raising of a person’s performance to a higher standard and the building of a personality beyond its normal limitations. Besides the function of leaders is to lead--set direction, foster motivation, guide the problem solving. Leadership is not just about title only, that all of us--to the degree we take responsibility for our own sphere of influence, no matter what formal title we might hold or not, have the opportunity to exercise leadership influence. Regardless of your personality traits, leaders should invest in individual communication within their team members, to achieve growth on a greater scale. Forward-looking groups and organizations train and raise up leaders, great leaders empower others, make room for them to grow, set a tone and environment that creates more leaders, it is about giving motivation, direction, and purpose while improving the organization. It requires that the leader develop the leadership skills to others, but also discover the uniqueness of potential leaders, and leadership is the combination of character and skills. To not produce other leaders is to not improve the organization but to make it vulnerable.
There is a regular struggle with those who would label introverts and revert to stereotype about the suitability to lead people or manage customer relationships. Anyone was drawing a correlation about leadership based on introvert/extroversion only could have "Irrational Thought." How someone recharges themselves has nothing to do with their leadership capabilities. Perhaps it is important also to note that the first task of leadership is to clearly articulate the vision of WHERE they are leading their followers to. You don't always have to be the most outgoing or have the strongest personality to be an awesome and effective leader. Sadly, too many "people at the top" are managing and not leading anywhere. It’s a significant hill to climb for those interested in the transformation of business and the planet. The high-effective and high mature leadership is based on vision, learning agility, and change ability, not just personality only.
Follow us at: @Pearl_Zhu
Introvert or Extrovert: Who Makes a Better Transformational Leader?
There are many ways to be an effective leader. It all starts with ourselves and who we are. Leadership is about future (vision & direction), leadership is about change (progress and advancement), leadership is about minding the gap and harnessing innovation, and leadership is about growing more leaders, not just producing followers. But more specifically, what are the qualities of great leadership? Introvert or extrovert, who has better chance to become a transformational leader? Character, personality, skills or capability, what’s the best combination to make a great leader?
Many introverted characteristics are good traits for transformational leadership: The fact is that, people tend to assume that strong leaders are ones that are extroverted and able to "work" the crowd, only extroverted characteristics seemed to make a person more like a leader traditionally; while now transformational leadership is employing many introverted characteristics to improve leadership. More leaders are introverts than extroverts. That is if introvert is defined as someone who replenishes alone vs. extrovert as someone who replenishes with people.Because an introverted leader can spend more time to contemplate and observe carefully, to see around the corner and beyond the obvious, to think profoundly and independently, and take it all in and empower those around them. A great example of how leaders should invest in individual communication within their team members, to achieve growth on a greater scale.
To strike the right balance, an ambivert makes a better leader. While introverts and extroverts were often viewed in terms of two extreme opposites, the truth is that most of us lie somewhere in the middle of the extroverted-introverted spectrum. Extroverts and introverts are the two extremes hence its very difficult for them to compromise with a lot things. One can be an extrovert, or more correctly, display extrovert behavior in certain situations while being introvert in other ones. All decent measures of personality traits are not black and white but allow for varying levels of traits to come forward. That’s why the concept ambiverts are emerging: Ambiverts move between being social or being solitary, speaking up or listening carefully with a thoughtful mind and passionate heart, with emotions to adjust to changes accordingly.
Great leaders grow more leaders, it’s not through cookie cutting, but to discover the uniqueness for minding leadership gaps and bringing leadership difference. Leadership is lifting a person’s vision to high sights and raising of a person’s performance to a higher standard and the building of a personality beyond its normal limitations. Besides the function of leaders is to lead--set direction, foster motivation, guide the problem solving. Leadership is not just about title only, that all of us--to the degree we take responsibility for our own sphere of influence, no matter what formal title we might hold or not, have the opportunity to exercise leadership influence. Forward-looking groups and organizations train and raise up leaders, great leaders empower others, make room for them to grow, set a tone and environment that creates more leaders, it is about giving motivation, direction, and purpose while improving the organization. It requires that the leader teaches the leadership skills to others, but also discover the uniqueness of potential leaders, and leadership is the combination of character and skills. To not produce other leaders is to not improve the organization but to make it vulnerable.
There is a regular struggle with those who would label introverts and revert to stereotype about the suitability to lead people or manage customer relationships. Any one drawing a correlation about leadership based on introvert/extroversion only could have "Irrational Thought." How someone recharges themselves has nothing to do with their leadership capabilities. Sadly, too many "people at the top" are managing and not leading anywhere. It’s a significant hill to climb for those interested in transformation of business and the planet. Perhaps it is important to also note that the first task of leadership is to clearly articulate the vision of WHERE they are leading their followers to. You don't always have to be the most outgoing or have the strongest personality to be an awesome and effective leader. The high-effective and high mature leadership are based on the vision, learning agility and change ability, not just personality only.
Follow us at: @Pearl_Zhu
CIO as an Agility Leader: Do you Have Prescriptive Agile or Disciplined Agile?
Agile shift is a journey. There are many things that need to be done to make a transition to a more Agile way of working. Changes in the sizing and structuring of teams, their decision making, and team members’ levels of accountability and responsibility are just a few of the paradigm shifts you will encounter throughout the transition to Agile teams. So is Agile in your organization more descriptive or prescriptive? Does it mean more discipline or less discipline? Are you only doing Agile or being Agile?
Agile is for the disciplined professional. Prescriptive != Disciplined. Agile is a paradox because it is not less discipline, but MORE disciplined than any other development method. There is no hiding in Agile. Everyone has to tow their weight or the failures in the team would be immediately exposed. Because there is often considerable ground to cover to bring an organization up to a reasonable starting point for agile development, an incremental approach to improvement is usually more effective than a "prescriptive" leap to someone's canned-and-branded "agile" model. It requires more discipline than a prescriptive approach. In that sense, "prescriptive" includes incremental recommendations to the team as they build experience. So "good prescriptive" methods would be well grounded and ideally, really best practices and principles. When, where and why should you be prescriptive in Agile software development approach? Well, at the beginning when you don't know what you are doing. In other words, when, where and why should you be disciplined? If somethings aren't prescriptive, and then what you have is a cafeteria menu, and potentially, anarchy and chaos. Agile does call for discipline.
The challenge of Agile in general, is to identify a universal set of principles and foundational ideas: they are both more fundamental to the Agile Manifesto and more specific to the best practices. The philosophical foundation will identify key aspects of human nature. More specific disciplines including the best parts of Scrum and XP with respect to the Agile Manifesto. There are appropriate contexts for each principle and software development provides one such context. Of course, agile always requires discipline, as opposed to prescription, especially, but not only in the application of good technical practices such as continuous integration and peer review. The Agile techniques such as Scrum and XP are simple enough to understand, but complex enough to extend and adapt once we understand it. There are few situations where being entirely prescriptive is effective, but that there are huge variations in how receptive people are to the agile principles: -Team gets the principles but are unsure how to get started-Team has been told they must go agile so just want to know what it involves!-Team understands the principles, want to do it their own way, but there are constraints stemming from scaling agility to a whole organization.- Team recognizes the new way of working, but wants a solid foundation on which to inspect and adapt-Team assumes that a cookbook will be given to them and that the agile practices completely replace everything else.
In most cases, organizations are not in a good position to leap directly to a mature agile team structure and supporting policies and culture. And to deliver effectively using a lightweight method depends on "people over process" to assure high quality results. Most programmers are unaware of basic software design principles. Most analysts only transcribe whatever stakeholders tell them to do. Most testers never go beyond basic "checking." Most managers understand cost accounting but not throughput cost optimization, and many still depend on Theory X approaches (a negative view of human nature that assumes individuals generally dislike work, are irresponsible, and require close supervision to do their jobs.), not Theory Y approaches (a positive view of human nature and assumes individuals are generally industrious, creative, and able to assume responsibility and exercise self-control in their jobs) (referenceforbusiness.com). Most stakeholders are skeptical about direct collaboration with delivery teams and tend to rely on indirect methods of communication. So you can't expect most organizations to get very far very fast with a prescriptive introduction.
The Agile manifesto indicates the things on the left that are more highly valued than the things on the right. You can measure whether practices are being done and to what degree, but each team is different, hence it isn't really prescription, but more guidelines and heuristics. Agile is more about principles and philosophy, at its core, Agile is a mindset to run today’s dynamic digital organization.
Follow us at: @Pearl_Zhu
August 22, 2015
An Introspection Mind
Wisdom begins in knowing thyself. -Aristotle
According to the dictionary, introspection is about the examination or observation of one's own mental and emotional processes. Introspection means the desire to be good. Introspection brings the ability to look within and see the true self in the mirror of the heart, thus enabling one to activate the inner spirituality.
Introspection is about seeing and embracing the darkness to bring it into the Light. The intensity of darkness varies with each of us, and so is our understanding and action under the same conditions. Introspection helps cut through the mind-control-layers inside your head, listening with the heart, and bypassing subconscious limitations sure helps! This is the way of having compassion for others and seeing the sameness of all humans. We all are human with human traits. Given any moment in time, put in the exact same life and circumstances of another, we would act no differently than others. Though, most would say that is not so, since you would not be in your own personality either.
Introspection, awareness of self includes the positives as well as the negatives thus the reflection when one looks to another. Introspection is the ability to look in yourself. Awareness is the light that makes this process easy and smooth. Introspection means "the examination or observation of one's own mental and emotional processes." Introspection is nothing but "Self-analysis." As one practices introspection, one can analyze what are the negative thoughts that stunt our evolution and take remedial measures.
Introspection is much needed to know yourself, draw your thoughts and opinions better and understand what’s happenings around you. It continues to wonder who I am, where I am, why I am, what I am and how I am. As I continue this journey called life I look upon each day as an opportunity to answer these questions. Sometimes I am in the dark; sometimes I am in the light, and sometimes I am at under conscious state, the other time it’s at superconscious state. It takes time to come to understand self and what that all encompasses. The true beauty of introspection is knowing that no matter where you are at in life, you are meant to be at that moment.
Introspection opens the mind to be on a path to a "better" version of yourself. Continuous "checking" in of oneself so that you can offer the best version of yourself to your workplace or community. A simple question everyday; what I have a learned today? How can I be better tomorrow? The examination or observation of one's own mental and emotional processes." The Cognitive Abilities, Emotional Awareness, and Physical Realities, this is how we relate to how we view each part of the process, continue to optimize the process and shape the better version of self.
Introspection is about going beyond the personality. The higher self is the self we connect with in introspection. Observation is observing the personality. In the world of self-help, self-awareness, self-change, there is always one clear issue the issue of self, you. To be of balance our foot print, to create the realities of one’s life journey; it is marked by one’s ripples, reflected in the realities of others. Individual can feel the improvement, but it can not be measured externally, because introspection itself is an individual activity and also a self-reflective activity. If we do introspection regularly and try to check on our negative behavior, and then in due course, the negative thoughts start reducing and a time will come when they will almost eliminate.
If we really know what the inner world is about - to begin with. Introspection do helps us check on our weaknesses and strengthen our strengths. Embracing all of you. It's only in the inner journey that we truly understand why we do any of the things we do which leads us to greater understanding of ourselves, and discover the wisdom on the journey and live with it.
Follow us at: @Pearl_Zhu
According to the dictionary, introspection is about the examination or observation of one's own mental and emotional processes. Introspection means the desire to be good. Introspection brings the ability to look within and see the true self in the mirror of the heart, thus enabling one to activate the inner spirituality.
Introspection is about seeing and embracing the darkness to bring it into the Light. The intensity of darkness varies with each of us, and so is our understanding and action under the same conditions. Introspection helps cut through the mind-control-layers inside your head, listening with the heart, and bypassing subconscious limitations sure helps! This is the way of having compassion for others and seeing the sameness of all humans. We all are human with human traits. Given any moment in time, put in the exact same life and circumstances of another, we would act no differently than others. Though, most would say that is not so, since you would not be in your own personality either.
Introspection, awareness of self includes the positives as well as the negatives thus the reflection when one looks to another. Introspection is the ability to look in yourself. Awareness is the light that makes this process easy and smooth. Introspection means "the examination or observation of one's own mental and emotional processes." Introspection is nothing but "Self-analysis." As one practices introspection, one can analyze what are the negative thoughts that stunt our evolution and take remedial measures.
Introspection is much needed to know yourself, draw your thoughts and opinions better and understand what’s happenings around you. It continues to wonder who I am, where I am, why I am, what I am and how I am. As I continue this journey called life I look upon each day as an opportunity to answer these questions. Sometimes I am in the dark; sometimes I am in the light, and sometimes I am at under conscious state, the other time it’s at superconscious state. It takes time to come to understand self and what that all encompasses. The true beauty of introspection is knowing that no matter where you are at in life, you are meant to be at that moment.
Introspection opens the mind to be on a path to a "better" version of yourself. Continuous "checking" in of oneself so that you can offer the best version of yourself to your workplace or community. A simple question everyday; what I have a learned today? How can I be better tomorrow? The examination or observation of one's own mental and emotional processes." The Cognitive Abilities, Emotional Awareness, and Physical Realities, this is how we relate to how we view each part of the process, continue to optimize the process and shape the better version of self.
Introspection is about going beyond the personality. The higher self is the self we connect with in introspection. Observation is observing the personality. In the world of self-help, self-awareness, self-change, there is always one clear issue the issue of self, you. To be of balance our foot print, to create the realities of one’s life journey; it is marked by one’s ripples, reflected in the realities of others. Individual can feel the improvement, but it can not be measured externally, because introspection itself is an individual activity and also a self-reflective activity. If we do introspection regularly and try to check on our negative behavior, and then in due course, the negative thoughts start reducing and a time will come when they will almost eliminate.
If we really know what the inner world is about - to begin with. Introspection do helps us check on our weaknesses and strengthen our strengths. Embracing all of you. It's only in the inner journey that we truly understand why we do any of the things we do which leads us to greater understanding of ourselves, and discover the wisdom on the journey and live with it.
Follow us at: @Pearl_Zhu
Is Systems Thinking more about Understanding Problems or Developing Solutions?
Systems Thinking (ST) is a method on an inquiry, simply put: synthesis followed by analysis.Applying synthesis we learn the purpose of any given system by understanding its role within its containing system
Firstly ST is a way of thinking about the world and, perhaps more importantly; it is a way of structuring and understanding problems. In this sense, Systems Thinking represents a worldview, and there are models and methods that embrace this worldview that were developed for addressing different types of situations. Such a systems view gains a better understanding of the problem environment and generates thinking to produce new alternate solutions. ST is concerned with consequences for people and the context within which they live.
ST is not about developing solutions but a way of developing possible options for change where each option is sub optimal. ST would first identify the "greatest" option as well as any lesser ones. But that ST would facilitate the selection of the most "appropriate" choice, considering known constraints. ST is not a problem-solving methodology. ST is, as Russell Ackoff explains, a change in our pattern of thought, it’s a different way of looking at things. A new perspective. The "thinking" part of ST implies an ST approach - when applied to a problem description - may yield several significantly different solution descriptions. And different ST methods are likely to yield a wider set of solutions.The ST approaches are ways of thinking about the world in order to gain a better understanding of a problematic situation in order to help decide where best to make an appropriate intervention.
One of the major virtues of ST, is that within a model it is possible to identify multiple problems; at least as many as the stakeholders identified plus the person making the model. The determination of the best among all possible solutions is done by experimentation or modeling. Any one solution will never be enough, and a system of solutions will be required, their performance will need to be monitored over time and adaptations and improvements made. Ackoff's hierarchy of "solutions" absolve, resolve, solve and dissolve can be applied to the outcomes of the experiments. The one "correct" solution to a problem is the one that advances the purpose of the containing system to the greatest degree. Hence, the purpose of business is not profit but the development of the user community (economic/social/ecological/ political, etc.) that it is contained within.Systems Thinking is a way of life and not a box with tools and method for rational deductive outcomes. Systems thinking is a discipline for seeing wholes. It is a framework for seeing interrelationships rather than isolated things, for seeing patterns of change rather than static “snapshots.” It is a set of general principles to understanding problems and creating the new worldview to see things differently.
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The Principles and Practices to Encourage Creativity
As businesses get more cut-throat and give less and less to their employees in the way of benefits and pay, this puts stress on the labor force that is not conducive to creative, experimental thinking. As a business leader, what are the common solutions to encourage creativity? Will you allow people to make mistakes? Spend time on something with no guarantee of a ROI? Work on what interests them? Which type of work activities, roles, industries, require great deals of creativity? How do you, as leaders involve all people in creative thinking and actions? And how can you help improve the harvest of the creative seeds? Doesn't the real solution to innovation, creativity begin with inquiry? Would it not be prudent to focus on ensuring all levels of the organization are well founded on asking learning questions?
The solution to encourage creativity is to maximize use of employee brainpower. This mindset will build on the wisdom. It’s the wow moment where the light bulb in your brain turns on to realize your brilliance as an individual / as a leader. Creativity has a language, but it is altogether different from the one found in the business environment. Generally speaking, you must allow room for failure, for tangents, for "being different". Creativity is a long-term endeavor. It must be cultivated, but most businesses measure success at the end of every growth cycle. Most businesses value monoculture. Every person has an unknown amount of creativity, innovation, and productivity as well as an unknown amount of intelligence, knowledge, experience, and energy. All of these come from the brain. How much of this brainpower employees will unleash on their work depends almost totally on the leadership and corporate culture. The leadership exercises a key role in the careful planning of activities to build the interdisciplinary nature of the team, to promote collective creativity while maintaining the high tension of the group to the new, the easy-going projects, the belief that operate according to the trajectory of progress human and to be able to contribute with their professional effort.
The best way to foster creativity is to help people communicate in a way that instills confidence, not fear. Creativity is an individual activity. It is, by nature, unique to each person. There is no template which you can apply and suddenly has a creative workforce. It must be done slowly, patiently, and individually. That is why so many companies won't do it.Allow autonomy, let people choose how and on what they work:- Create a safe environment for learning from failure- Provide intellectual challenge to stimulate thinking and help people make progress-Foster integrity, trust, and transparency- Encourage curiosity and a growth mindset-Make people feel more comfortable with chaos, uncertainty, and ambiguity-Encourage people to question the status quo-Create an environment that encourages dissent and candor- Allow time for play and experimentation- Establish clear, shared goals
Create a 'Centre of Excellence for Creativity' to harness innovation: It is a virtual team, consisting of a specified number. Managers are nominated to this team from various functions for a specific period, and they work on this team in addition to their regular responsibilities. This team has a leader who is also a rotating position. This team works of various ideas and makes a regular presentation to the management on successes achieved..provoke, support, provide direction when needed & give others time, space & freedom to create. A company with "creative culture" means: - A "place" to expand their knowledge- A chance to apply their ideas-A recognition for they idea- No embedding behavior in the office-Build a collaboration culture in company
Encourage Diversity of thought and non-egalitarian review. The best way to end up where everybody else is, is to follow the majority guidance on where to go at every turn. Another way to say this is: if someone is telling you that they have a map to your destination, then you can be certain that you will not arrive at any place new. Organizations need to allow time for a number of different 'creative' activities or opportunities to suit different types of people. In the same way that people have different 'learning' styles, they also have different innovation styles. Creativity is a synthesis of two qualities: imagination with which you create new ideas and the concreteness with which you can transform ideas into real works. Some of us are mostly imaginative, other practical: very small number of people possess both qualities in equal, high, measure. But because the genes are rare, it is possible to replace them with creative groups in which, under the guidance of a charismatic leader, visionary people work together synergistically with practical people to achieve collective creativity.
Applying the principle such as “Innovation as a Top Priority” to talent management practices: If an organization believes ' Innovation as a process of value creation,' and ensures that people are aligned to this belief, the chances of success increases substantially. First, people who are being considered for elevation or promotion must have a minimum score for 'Creativity' through a well-designed assessment and evaluation process. Second, every individual who is promoted to a per-designated level must compulsorily go through a training program on 'Creativity and Innovation', before taking up the responsibility of the new position. Lastly, as a part of the on-boarding process, every new employee must go through a training program on 'Innovation.' In a highly innovative environment, leaders can focus on vision/mission/ top-goals/budgets and on leading (for real) – and will stand out stronger. Managers can focus on managing only what is important and relevant to the results, and will be able to focus and deliver maximum results/information (both up/down and down/up) without being stressed out. People can use their full potential in a stress-free and truly co-operative environment.
There is not a global or universal solution to build innovation and creativity. It’s business leaders’ responsibility to establish an environment with high risk tolerance, where people can grow and develop, be curious and creative without fear. It’s about management that can strike the right balance between increasing productivity and encouraging innovation; between setting standard and let “out-of-box” thinking flow; between risk management and risk tolerance; between discovering the new way to do things and “we always do things like that;” and it’s about optimizing control and improving working pleasure.
Follow us at: @Pearl_Zhu
August 21, 2015
To Celebrate the 2100th Blog: The Innovation Spirit of “Future of CIO”
Innovation is the "Spirit" of Future of CIOs.
The blog is a dynamic book flowing with your thought; growing through your dedication; sharing your knowledge; conveying your wisdom, and making influence through touching the hearts and connecting the minds across the globe.
“Future of CIO” Blog has reached 1.3 million page views with the 2100th blog posting today. Among 50+ different categories of leadership, management, strategy, digitalization, change/talent, etc. blog posting, INNOVATION is a big highlight! Here are a set of featured “Future of CIO” categories to celebrate the spirit of innovation:
The Innovation Spirit of “Future of CIO” Innovation/ Creativity (250+ Blogs): In recent years, creativity has become a very highly valued skill. Creative people combine existing possibilities to reach more often unexpected solutions. Creativity is an essential building block for innovation in business. It is very important to recognize that innovation is an essential factor for a company’s long-term success. However, becoming a truly innovative company is difficult, due to the risks involved and management skills needed. Innovation is about moving forward. In any business, if you are not moving forward, you are moving backward.
Dot Connecting/Chicken & Egg Debates (150+ Blogs): Creativity is all about connecting the dots. We make comparisons of paradoxical concepts or initiate the chicken egg debates to bring the fresh viewpoint via in-depth understanding and dot connecting in this series of blogs listed in the category. The purpose is to stimulate creative thoughts and enforce interdisciplinary discovery regarding many subjects such as leadership, talent management, innovation, etc.
Digitalization/Digital Master Tuning (250+ Blogs): Digital Master - Debunk the Myths of Enterprise Digital Maturity was published in Jan. 2015, it is the book to envision the multidimensional impact that digital philosophy, technology, innovation, and methodology will have on the future of business and human society. It received overall great feedback in the IT community and beyond. After publishing, I also wrote more than 100+ blogs to continue advocating the best principles and the next practices to run a “Digital Master” - The organization that has rich digital insight, and high level digital capability and maturity, not only to initiate digital innovation, but also to drive enterprise - wide digital transformation.
Mind Shifts (250+ Blogs): Thinking is the seed that molds and makes one's life. So, is it true that our thoughts shape our personalities and visa versa. As a matter of fact, the way we think has much of an effect and affect on how we turn out in our life (though many other things do as well). Some examples might be, who we surround ourselves with, how hard we try to do certain things, whether or not we're repetitive (pending on what the repetition is), choosing left instead of right (or vice versa), the communication styles, the career preferences, or the hobbies and entertainment choice, etc. To put simply, we are what we think of...
Culture Master/Gaps/Global Perspectives (100+ blogs): Culture is invisible, but it’s one of the most powerful factors for business’s long-term prosperity; culture is soft, but it's one of the “toughest” ingredients in “digital transformation formula.” Creating a culture itself needs an (internal) strategy. There are many different perspectives of culture presented along with diverse ways and means of dealing with it. How can you identify culture gaps? What’re the global perspectives of culture? What's your culture readiness, how shall you assess culture? Is one of the goals behind building a great culture about whether your culture can help people become who they are, to create synergy and accomplish the business purpose?
Change Management (200+blogs): Innovation is the change. The goal for change is always to make improvement or innovations happen, and it's a progressive journey to keep business move forward. Change is inevitable, but more than two-thirds of change effort fail to achieve the expected results. The change shouldn't be treated as a singular occurrence when it is an ongoing, continued process and dynamic capability within the organization.
Future of Leadership (250+Blogs): Leadership is first as an advanced mindset, then as an exemplary behavior. Leadership is about FUTURE! Leadership is about CHANGE. Leadership is about FOCUS. It is about providing direction, both for oneself and others. It is a basic human ability to inspire self and others to look beyond limitations and make continuous improvement. Leadership is the art of persuasion and the science of disciplines; it’s about the inspiration and motivation; innovation and progression. By choosing to lead, you must have a vision and intention for making that choice.
Talent Management (200+ Blogs): People are the most invaluable asset in any organization anytime and anywhere. However, the traditional talent management treat people more as cost or resource, less as an asset or capital investment; performance management approaches more focus on measuring behaviors and quantitative result, with ignorance of qualitative assessment about character, mindsets, talent potential, multidimensional intelligence and culture effect. Talent competency is the digital lenses through which people managers ought to assess and manage talent in more strategic, analytical and creative way.
Food for Thoughts (100+ Blogs): Life is like four seasons, there’re ups and downs, good time and bad time. Do you have the self-awareness that has to do with “knowing yourself.” It means knowing how to identify our strengths, our weak areas, our own way of reacting to situations, our preferences (in what situations and in what I'm good or I do not feel at ease), our desires, needs, emotions. Knowing ourselves allows us to predict how successfully we tackle the various situations that life or work will put us in front, going to meet prepared, and thus able to choose situations, behaviors and attitudes based on their functional objectives.
Blogging is not about writing, but about thinking; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes the time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify voices and deepen digital footprints.Follow us at: @Pearl_Zhu
The blog is a dynamic book flowing with your thought; growing through your dedication; sharing your knowledge; conveying your wisdom, and making influence through touching the hearts and connecting the minds across the globe.
“Future of CIO” Blog has reached 1.3 million page views with the 2100th blog posting today. Among 50+ different categories of leadership, management, strategy, digitalization, change/talent, etc. blog posting, INNOVATION is a big highlight! Here are a set of featured “Future of CIO” categories to celebrate the spirit of innovation:
The Innovation Spirit of “Future of CIO” Innovation/ Creativity (250+ Blogs): In recent years, creativity has become a very highly valued skill. Creative people combine existing possibilities to reach more often unexpected solutions. Creativity is an essential building block for innovation in business. It is very important to recognize that innovation is an essential factor for a company’s long-term success. However, becoming a truly innovative company is difficult, due to the risks involved and management skills needed. Innovation is about moving forward. In any business, if you are not moving forward, you are moving backward.
Dot Connecting/Chicken & Egg Debates (150+ Blogs): Creativity is all about connecting the dots. We make comparisons of paradoxical concepts or initiate the chicken egg debates to bring the fresh viewpoint via in-depth understanding and dot connecting in this series of blogs listed in the category. The purpose is to stimulate creative thoughts and enforce interdisciplinary discovery regarding many subjects such as leadership, talent management, innovation, etc.
Digitalization/Digital Master Tuning (250+ Blogs): Digital Master - Debunk the Myths of Enterprise Digital Maturity was published in Jan. 2015, it is the book to envision the multidimensional impact that digital philosophy, technology, innovation, and methodology will have on the future of business and human society. It received overall great feedback in the IT community and beyond. After publishing, I also wrote more than 100+ blogs to continue advocating the best principles and the next practices to run a “Digital Master” - The organization that has rich digital insight, and high level digital capability and maturity, not only to initiate digital innovation, but also to drive enterprise - wide digital transformation.
Mind Shifts (250+ Blogs): Thinking is the seed that molds and makes one's life. So, is it true that our thoughts shape our personalities and visa versa. As a matter of fact, the way we think has much of an effect and affect on how we turn out in our life (though many other things do as well). Some examples might be, who we surround ourselves with, how hard we try to do certain things, whether or not we're repetitive (pending on what the repetition is), choosing left instead of right (or vice versa), the communication styles, the career preferences, or the hobbies and entertainment choice, etc. To put simply, we are what we think of...
Culture Master/Gaps/Global Perspectives (100+ blogs): Culture is invisible, but it’s one of the most powerful factors for business’s long-term prosperity; culture is soft, but it's one of the “toughest” ingredients in “digital transformation formula.” Creating a culture itself needs an (internal) strategy. There are many different perspectives of culture presented along with diverse ways and means of dealing with it. How can you identify culture gaps? What’re the global perspectives of culture? What's your culture readiness, how shall you assess culture? Is one of the goals behind building a great culture about whether your culture can help people become who they are, to create synergy and accomplish the business purpose?
Change Management (200+blogs): Innovation is the change. The goal for change is always to make improvement or innovations happen, and it's a progressive journey to keep business move forward. Change is inevitable, but more than two-thirds of change effort fail to achieve the expected results. The change shouldn't be treated as a singular occurrence when it is an ongoing, continued process and dynamic capability within the organization.
Future of Leadership (250+Blogs): Leadership is first as an advanced mindset, then as an exemplary behavior. Leadership is about FUTURE! Leadership is about CHANGE. Leadership is about FOCUS. It is about providing direction, both for oneself and others. It is a basic human ability to inspire self and others to look beyond limitations and make continuous improvement. Leadership is the art of persuasion and the science of disciplines; it’s about the inspiration and motivation; innovation and progression. By choosing to lead, you must have a vision and intention for making that choice.
Talent Management (200+ Blogs): People are the most invaluable asset in any organization anytime and anywhere. However, the traditional talent management treat people more as cost or resource, less as an asset or capital investment; performance management approaches more focus on measuring behaviors and quantitative result, with ignorance of qualitative assessment about character, mindsets, talent potential, multidimensional intelligence and culture effect. Talent competency is the digital lenses through which people managers ought to assess and manage talent in more strategic, analytical and creative way.
Food for Thoughts (100+ Blogs): Life is like four seasons, there’re ups and downs, good time and bad time. Do you have the self-awareness that has to do with “knowing yourself.” It means knowing how to identify our strengths, our weak areas, our own way of reacting to situations, our preferences (in what situations and in what I'm good or I do not feel at ease), our desires, needs, emotions. Knowing ourselves allows us to predict how successfully we tackle the various situations that life or work will put us in front, going to meet prepared, and thus able to choose situations, behaviors and attitudes based on their functional objectives.
Blogging is not about writing, but about thinking; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes the time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify voices and deepen digital footprints.Follow us at: @Pearl_Zhu
