Harvard Business Review

FEBRUARY 13, 2018

One of the most common questions I get asked by senior managers is “How can we find more innovative people?” But to do that, you need to take responsibility for creating an environment in which your people can thrive. That’s no simple task, and most managers have difficulty with it. Hire for mission.

Innovation 14

Innovation Team Diversity Creativity 14

Ron Edmondson

AUGUST 15, 2017

By working through these scenarios in a low stress environment before a cyber-attack happens, church leadership can rehearse their response plans, identify gaps in their plans, and ultimately improve their security. Update frequently all operating systems, firmware, apps – everything.

Discount 44

Discount Reputation Banking Information Technology 44

Harvard Business Review

JULY 5, 2016

If you’re leading a team or an organization, how can you help manage the emotional culture of the people you’re responsible for? Mass shootings, suicide bombers, assassinations — the emotions such events bring up are strong, even if our personal connection to the events themselves is not. ” Create psychological safety.

Emotional Intelligence 13

Emotional Intelligence COO Diversity Strategic Planning 13

Harvard Business Review

DECEMBER 1, 2015

But a large and growing body of research on positive organizational psychology demonstrates that not only is a cut-throat environment harmful to productivity over time, but that a positive environment will lead to dramatic benefits for employers, employees, and the bottom line. Stress-producing bosses are literally bad for the heart.

Positioning 8

Positioning Productivity Products Stress 8

Harvard Business Review

DECEMBER 23, 2016

” Members from each partner organization rate the alliance in areas related to strategic fit, operational fit, and cultural fit. For example, the research of Amy Edmondson and Alicia Tucker in hospital emergency rooms shows that the failure to speak up can lead to medical mistakes with disastrous consequences.

Productivity 8

Productivity Products Survey Strategic Fit 8

Harvard Business Review

JUNE 5, 2014

But that’s exactly why it would be a mistake to look past organizational behavior and culture at GM: It is utterly inevitable that things will go wrong, according to Harvard Business School professor Amy Edmondson. Garvin notes that this is where Edmondson’s work on implicit voice theories comes into play.

Root Cause Analysis 8

Root Cause Analysis Edmondson Industry CEO 8