Wednesday, May 24, 2017

The Monthly “Dot Connections Connect the Dots to Build Creative Workplace & Workforce May 2017

Digital is the age of creativity and innovation, and creativity is all about connecting the dots.

The effects of an increasingly digitalized world are now reaching into every corner of businesses and every aspect of organizations. Digital is the age of creativity and innovation, creativity is the most wanted trait for digital leaders and professionals today, and innovation is the light every organization is pursuing. Creativity is all about connecting the dots. Which dots shall you connect to improve digital professional quality and accelerate digital transformation?
 Connect the Dots to Build Creative Workplace & Workforce
Confidence vs. Arrogance Confidence is one of the most important leadership qualities to overcome challenges and deal with criticisms. Confidence is about having the right dose of ego to show self-respect, self-worth, self-esteem, self-awareness or self-actualization; but not about the overdose of ego showing arrogance or egotism. The management guru Peter Drucker has pointed out the greatest impedance to organizational success is too much ego or arrogance. This can be seen to encompass hubris. So, from the leadership perspective: What are the difference between confidence and arrogance? And how to become confident, not arrogant though??
Likability vs. Respect vs. Trust? Respect is based on being trustworthy and authentic. Likeability is subjective, people often like people who are similar to themselves, or have a certain charisma. Being likable or popular does not always earn you the respect. Trust starts with respecting. There are differences between likeability vs. respect. vs. trust?
High-Performance vs. High-Potential vs. Mediocrity ? Modern talent management is both art and science. However, most of the HR organizations still use static mechanisms to measure talent performance, mainly based on quantitative delivery, with ignorance of qualitative perspective, talent potential assessment, intangible culture effect, and lack of tailored solutions to reach the next level of talent management maturity. For example, as a talent manager, how do you differentiate High-Performance vs. High-Potential vs. Mediocrity, and how shall you treat them same by treating them differently?
Persuasion vs. Manipulation? As Drucker well pointed out: “You can only manage what you're measured.” Benchmarking and measuring are both science and art. There are many practical metrics and KPIs, but not every metric is created equal. The concept of leading and lagging indicators, as applied to the Balanced Scorecard, relies on an understanding of the cause-effect relationships between KPIs in the different perspectives. But what’re the differences between leading indicators vs. lagging indicators?
Complimentary Team vs. Competitive Team - How to Build a High-Performing Team? Digital businesses are hyper-connected and interdependent; the nature of team is also shifting from homogeneous setting into heterogeneous characteristic; the further debate is: Complimentary team or competitive team, which can build more trust and achieve the high-performing result? What's the strategy and tactics to shape a high mature digital master?
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