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An innovative workforce training progam is giving nonnative English speakers the skills they need to advance. 
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HEC Paris in Qatar organises training program at King Faisal hospital Zawya (registration) (press release) The ultimate goal of the program is to continue to promote the hospital's culture of operational excellence, foster a sense of commitment to...
Billy R Bennett's insight:
The ultimate goal of the program is to continue to promote the hospital's culture of operational excellence, foster a sense of commitment to the organisation, and achieve high performance. Should that not be the goal of every organization? It is certainly the goal of any organization development initiative. This is a good glimpse into a middle east that is emerging with a sense of regional identity.
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I promised to curate the next article by Daryl Conner on the four types of burning platforms stories and how they are used in org change work. Well, here it is -- and it is really good.
Any leader, business, or consultant needs to know the particulars in this article. Here is a sneak preview -- the burning platforms stories are NOT really about creating urgency for change. I appreciate Daryl for clearing up these misconceptions about this story. And don't forget to read his first blog post about the burning platform that I curated below. This review is written by Karen Dietz for her curated content on business storytelling at www.scoop.it/t/just-story-it
Billy R Bennett's insight:
Karen Dietz curated this article by Daryl Conner on four types of burning platforms. A burning platform is a concept leaders use to define the reason for change. As Daryl points out this may be based on a negative problem based appeal or a positive, future opportunity. Which is better? Research on personal change has reported greater long term success with positive images. In most serious change projects, we usually use both. You cannot and should not hide business challenges from employees. However, once they understand the challenge they will then want to hear your reasoning about why they should consider giving more of themselves to the organization. I would make it good.
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Billy R Bennett's insight:
A Great Article ...too bad you are only getting the English language condensed version. There is a European leadership segment that values both innovation and long term growth. While it has taken a hit in recent years the long term view of the world is still very much alive and well. During the recession years European companies have swallowed a number of non-european companies with this same eye to long term growth. How does this help in aligning people? When aligning people, they benefit from knowing that values for the long journey and demand for innovation and growth clearly guide actions. And yes, defense is great but "You don't win a war with a defensive strategy" By the way... The original De Tijd headline.... "We no longer live from the sweat of people"
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Buckminster Fuller was a not only a gifted designer,
Billy R Bennett's insight:
I scooped this article earlier but felt it needed more exposure. If we "make it' through the challenges of the coming years, we look to "Bucky" Fuller as one of the main sources of inspiration. Bucky was a designer. Not just in the architectural sense... in every sense. He looked at the world as a series of interconnected systems. His leadership style evolved and respresented his thinking. Trim Tab You will notice on his grave marker his self appointed nickname "Trim tab" the mini rudder on larger rudders that influence directional changes - minor adjustments that have big long range impact. Many people shy away from systems change because they stand so close to the problem they cannot see the system or they see it but think of it as too big. Bucky could see systems because he looked at them, stood back to appreciate them, then looked for the place where small but significant changes could create a chain reaction of change. It is the difference between being smart and being wise.
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What are your barriers to alignment? Could one be language?
Here is an example of a great education initiative for latino employees recognized as having potential - but language is a barrier.
There are two perspectives of this initiative
1. This is an employee benefit
You can view this from the employees perspective and think "great opportunity." Developing personal skills is always good and the skill carries into other jobs or life situations. A win for the employee.
2. This is a corporate tactic to achieve alignment
However, you can also view this from the perspective of McDonalds and think "Great opportunity!" If you are a strategic alignment thinker, you know that the future for the United States holds a large Latino - Spanish mother tounge - population. However, the corporate and national "integrating" language is English. You know you will need Latino leaders - answer? Identify high potentials early and remove barriers that could derail their progression. While they are developing skills they are also providing execllent supervisory leadership training. McDonalds is doing that. It makes good business sense.
That's called a "win-win".
www.pyramidodi.com
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