More and more organizations start to experiment with organizational forms beyond traditional hierarchies. Some of them are incredible successful while others cease to exist. In this blog post we have a look at what organizational design is, what are the novel organizational forms that emerge and whether they are actually that novel, with a set of questions with both academic and practical considerations that can be explored in the future.
Project teams are the new functional departments of modern organizations which come together to understand stakeholder needs and find solutions that delight them. It is virtually impossible to escape teams for professionals today which makes the question of managing them a key concern. Almost all employees working in and for organizations need to acquire the knowledge and learn the skills for building strong project teams, facilitate them through the stages of group formation thereby ensuring that synergistic efforts lead to higher performance. We provide you a comprehensive guide how to manage project teams to deliver high performance in this blog post.
Technology has the potential to amplify human capabilities. Yet, it is not digital transformation but rather business transformation as a whole that will help propel organizations into being top performers in the digital economy. Technology is a trigger and a driving force to re-think processes and business models. Research shows that this is what will constitute real value formation in the VUCA world. This blogpost will present the case of why management innovation is at the core of strategic advantage in the age of disruption, and offer insights into the management skills that are necessary for the digital age.
Hybrid Intelligence combines human and Artificial Intelligence to collectively achieve superior results and learn from each other. It will be a dominant workplace model in the digital age. Because the brain and AI use fundamentally different algorithms, each shines in tasks the other utterly fails. This is why they need to work together. This article tries to explain why Hybrid Intelligence is a vital concept for each professional that wants to thrive in the age of disruption and what will be its impact on a professional career in the next five to ten years. The goal of the article is to provide professionals with thinking tools that will allow them to build their own agenda for their career management in uncertain, disruptive times.
When we speak informally about an individual’s personality, we may be referring to any number of qualities, from their temperament to their sense of humor, even the kind of media they like. However, in the social sciences, the study of personality focuses on enduring, reliable traits about a person that can be measured, and which are useful in predicting behavior (Saucier & Srivastra, 2015). The leading perspective on personality within the social sciences is the Five Factor Model, or the “Big Five”, which describes individuals in terms of their openness to experience, conscientiousness, agreeability, extroversion, and neuroticism.
Artificial Intelligence (AI) is disrupting the businesses and societies in a manner that is unseen before. By the end of the decade, there will likely be no field untouched by this technological advancement. Although people have been challenged by machines ever since the Industrial Revolution, this time it's different. AI is transforming many dimensions of our lives, revolutionizing how we think, learn, communicate, and work, threatening to take over activities with a substantial cognitive and creative load. The ability of the organizations, the workplace, and the workforce to transform themselves in response to these unprecedented changes will determine their survival success. The end result remains to be seen.
There are countless pieces of advice when it comes to improving work that relate to becoming more productive, efficient, profitable, happy, etc. While much of the advice available for free is not rooted in solid evidence, one of the main scientific assets to understanding workplace improvement is behavioral science. There is a breadth of evidence, even entire academic disciplines, which suggest that insights from psychology in particular are directly correlated to improving internal and external relations and practices at work. This blogpost highlights some of the main direct and indirect influences of behavioral science at the workplace and highlight how many principles can easily be implemented to much success.
Many organizations rely on on-the-job training to equip employees with leadership skills. There are many advantages to on-the-job training including its convenience and low-cost. However, in offering this type of training, many organizations ignore science-based evidence when considering best approaches. This blog describes on-the-job training and compares the training with the approach at CQ Net - Management skills for everyone!, which relies on evidence to provide instruction to training participants. The blog argues that our evidence-based approach is more valid and reliable and provides you with the essential management skills that help boost your career and personal growth.
Bold decisions that drastically change what is taken for granted have always been traits of leaders that attract and inspire people. The rise of social media and other means of online communication such as blogs, online communities and intranets allow leaders to spread bold ideas and big plans easier than ever before to their target audience and the wider public. On the one hand, this tremendous speed of communication is a powerful lever to mobilize people and initiate change on a level and magnitude never seen before. On the other hand, change is always accompanied with unintended consequences that backfire, if not handled properly.
Soft skills also called people or management skills get increasingly important in our 21st knowledge economy. In contrast to many hard skills, management skills cannot be substituted by technologies such as Artificial Intelligence and search engines. This is reflected in an ever growing demand for online and face to face management training programs. As a result, hundreds of millions of Euros are invested in management training activities every year. However, only a small fraction of the training content is transfered back on the job (Griffin, 2011) or adds value to the training participants. Drawing and theory and science, we derive six criteria you should look for when selecting a good management training program.