#HR #RRHH Making love and making personal #branding #leadership
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#HR #RRHH Making love and making personal #branding #leadership

#HR #RRHH Making love and making personal #branding #leadership

Leadership, HR, Human Resources, Recursos Humanos, aptitudes and personal branding.May be you can find in there some spanish links.
Curated by Ricard Lloria
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Rescooped by Ricard Lloria from Business Brainpower with the Human Touch
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A 6-Year Study Reveals the Surprising Key to Team Performance (and 9 Ways to Enable It)

A 6-Year Study Reveals the Surprising Key to Team Performance (and 9 Ways to Enable It) | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
From www.inc.com - October 12, 2017 4:02 AM

Psychologist John Gottman can predict whether or not a married couple will be together five years later with startling 90 percent accuracy. How does he do it?

 

He watches them argue.

 

The ability to engage in healthy, productive debate is not only essential for ensuring a long marriage--it's also the key determinant of high performing teams.

 

A recently released six-year study cites the ability to manage conflicting tensions as the most critical predictor of top-team performance. Berkeley research shows teams that debate their ideas have 25 percent more ideas altogether and that companies like Pixar embrace healthy debate as a vital part of their performance (in its case to make better films).

 


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The Learning Factor's curator insight, October 11, 2017 5:37 PM

A recently reported six-year study revealed that high-performing teams need to be good at this (and it's not so easy).
CCM Consultancy's curator insight, October 12, 2017 1:42 AM

A six-year study cites the ability to manage conflicting tensions as the most critical predictor of top-team performance. Berkeley research shows teams that debate their ideas have 25 percent more ideas altogether and that companies like Pixar embrace healthy debate as a vital part of their performance.
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Rescooped by Ricard Lloria from Business Brainpower with the Human Touch
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Turning Your Calendar Into A Peak Performance Tool

Turning Your Calendar Into A Peak Performance Tool | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
From www.forbes.com - October 24, 2016 4:18 AM

There is a world of difference between normal activity and peak performance.  It’s the glimpses into the peak state that fuel the intuition that we’re meant for greater things.  In this article, we’ll take a look at peak performance and a surprisingly simple strategy for more consistently tapping into our peak mode.

 

The Psychology of Peak Performance

Two elements turn ordinary activities into performance activities: 1) we keep score of the outcomes that matter and 2) we institute practice measures to systematically pursue the improvement of our scores.  Such deliberate practice lies at the heart of the development of chess players, athletes, Broadway stars, and elite medical facilities.  Once we keep score and devote ourselves to a continuous improvement in what we do and how we do it, we transform routine into growth.  Recreation is not a cumulative activity.  It is activity pursued at the time for its own sake.  Peak performance, on the other hand, is cumulative: it’s a focused, ongoing attempt at improvement.  We can go to the gym for enjoyment or we can go to the gym to train for aerobic conditioning.  The first activity is expressive and present-centered; the second is instrumental and forward-focused.

 


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The Learning Factor's curator insight, October 23, 2016 6:01 PM

Many of the professionals I work with in financial markets, in their candid moments of introspection, express a heartfelt sentiment.  They are doing well, but could be doing better, much better.  They are good, but they could be great.  In their moments of particular success, they recognize that the level [...]
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Rescooped by Ricard Lloria from Business Brainpower with the Human Touch
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#HR The 1 Question All Your Employees Wish You Would Ask

#HR The 1 Question All Your Employees Wish You Would Ask | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
From www.inc.com - June 26, 2017 5:17 AM

Having a discussion with your employees or manager about job performance is never an easy feat. If executed incorrectly, the process could produce counteractive results. Managers have to find ways to provide both motivation and constructive criticism, and employees have to share individual goals underneath the scrutiny of their bosses.

 

However, what if you could knock down these obstacles with a single process? A system that created a platform for managers to discuss improvement opportunities, and one question that encouraged employees to be open with their managers. Well, you're in luck. One such process and question exists. First, let's take a look at the process: 360 feedback.


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The Learning Factor's curator insight, June 25, 2017 7:17 PM

Employee development conversations can be scary. These two approaches can help ease the nerves of all parties involved.
Vanessa Ong Li Wen's curator insight, June 26, 2017 2:55 AM
Reading this article really opened up my mind towards being an effective leader. As a senior and the oldest in Junior High, I have given many After Action Reviews (AAR) and talks towards my peers and juniors on their development and areas of improvement. Although many my age harbour fears of having to interact with others on such a personal level, I have always found it easy for me to provide both motivation and constructive criticism to someone. However, this article mentioned about a process named 360 feedback – something I was exposed to but unfamiliar with. To implement 360 feedback in a company, there were a few criteria that the company should have: have the continuous intention of growth and improvement of employees, emotionally mature and open leaders to be accepting of criticism, a platform to integrate data with support mechanisms that can prove the 360 feedback useful, and senior engagement with employees. In my opinion, the latter is the most important criteria that an organisation should have in order to establish good rapport between senior and junior, regardless of whether a 360 feedback implementation is in contention. As a senior and a leader, it is essential to be able to open up your juniors to open and insightful development talks. My peers have always opened up to me, saying that what they wish to gain most out of in a developmental talk, is insights on their journey thus far, and areas for improvement. I believe that the 360 feedback is a wonderful platform for individuals to understand their confidential, anonymous feedback from those they interact the most: their batch mates, seniors, juniors and teachers. The process ensures that we can draw feedback from objective, multiple perspectives to evaluate our overall effectiveness. I have always been intrigued by the idea of 360 feedback as I feel that it is an effective platform to provide constructive feedback. However, after reading this article, I realise that there are many criteria to consider in order to ensure that the 360 feedback becomes effective, depending on the nature and context of your organisation. Rather than brainstorming complex methods of improving development of employees, I believe what is more critical is to have leaders who know how to engage and motivate their employees. The essence of a good leader is someone who does not have to continually motivate employees, but rather leverages on their internal passions and desires to create sustainable engagement. An insight that I also gained from the article is that conversations with employees should not only center around yourself, but around them as well. By asking questions that encourage them to be more open and honest, this will allow me to channel their internal motivations and redirect it towards projects that enjoy my employees the most. When centering the conversation around THEM and not YOU, the talk will also take the form of mentoring rather than dictating, creating an atmosphere of trust and rapport between the two that will break barriers and lead to a more enjoyable working process in the company.
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