When looking at business processes and values, sales cycle and other business operations, HR, competence and leadership development frameworks, it’s easy to get the "big picture" of the approach that drives a company. And, if that is the case of an "engineering-mechanistic" approach, how to change it to a more effective way?
Organizational learning and development requires proper planning and it will be added value including what research tells us about how people learn and work together.
A good example? The concept of employee engagement and motivation, were many organizations still practice “carrot-stick-approach” - often based exclusively on money-type rewards that has been proved to some extend not to be the key-factor attracting and retaining talents.
Science knows that intrinsic motivation is a key-driver of performance; plus, it is also true that the value systems of younger generations have dramatically changed. These two factors should be addressed when implementing programs for developing organizations, teams and inviduals.
Understanding mind and brain has the potential to replace complex competency models, assessment procedures and training programs with more simple but effective principles. This approach may seem "an adventure" but it works and it is based on strengths instead of fear.
During the weekend why not a quick view at John Medina best seller Brain Rules? Enjoy!