The Right People on the Bus

Jim Collins has a new book coming out later this month - How the Mighty Fall: And Why Some Companies Never Give In.

When Tammy Erickson sat down with Collins to discuss the book, she asked him who are the right people to invite onto "The Bus"?

". . . the right people are the ones who are predisposed to like what you realistically and consistently offer." Collins answered.

The article discusses some key elements that an organization's talent management system must take into account when choosing the right people, for the right seats, on the bus.

You can read the entire article here:

Who Are the "Right" People to Invite Onto Your Bus

Education Kills Creativity

I am becoming increasingly interested in how our education system is preparing young people for the world in which they will soon inherit. In this TED Talk, Sir Ken Robinson discusses how most education systems kill natural creativity.

Create and Share Presentations Online

280 Slides allows you to create, download, and share presentations online. It includes a number of useful features including online search for pictures, videos, shapes, etc. from within the program. It is very easy to use and it allows for quick sharing and downloading options. 280 Slides is modeled after the Apple Keynote program.

280slides.com

Why We Must Fail Every Now and Then

In the following article, Bruce Grierson describes the benefits, and even the necessity of failure:
http://www.psychologytoday.com/articles/200905/weathering-the-storm

The entire article is well worth your time, however (in true blog fashion) here are his 9 ways to Fail Better:

1. Lighten up
2. Join the club
3. Feel guilt, not shame
4. Cultivate optimism
5. Ask not what the world can do for you . . .
6. Scale down self expectations
7. Harness the Bridget Jones Effect (keep a journal)
8. Don't blame yourself
9. Act! - - Failure is an opportunity.
   

Resilient or Rigid?

Is your organization resilient, or rigid?

Resiliency is the ability to not only bounce back after adversity, but also to surge in times of opportunity. Resiliency combines qualities and skill sets that strengthen both agility and innovation.

Rigidity, on the other hand, is a stagnant response to change and adversity. Rigid organizations rarely benefit from problems and see solutions as a one time occurrence. Rigid organizations do not regularly consult stakeholders and often make decisions in a bubble.

Resilient organizations:

• Find opportunity in problems and solutions
  
• Embrace change, and know how to facilitate it!
• Will not say - "That is the way we have always done things around here"
• Understand the success and failure is part of the same process of growth
• Continuously learn and develop
• Conduct regular strategic planning sessions
• Strengthen social and organizational networks
• Communicate, listen, and communicate again (then repeat)
• Consult with stakeholders regularly and adapt as is required.

Resilient organizations find ways to overcome and adapt as their competitors flounder!