Comments for The Moment

Comment on Perception and Perspective by Archie Sharretts

Archie Sharretts — Thu, 31 Dec 2009 15:10:39 +0000

Your perceptions of perspectives is right on! So also is your perspectives that generated your perceptions. Post Modern thought is centered around interpretation and interpretation of our universe is contingent on our prelearned knowledge which is the source of our perspectives.

Perception research of the recent past maintained that perceptions are nonveridical which really accounts for the differing opinions about any given opinion. “It’s a bird, no, it’s a plane, no, it’s superman” depicts this notion quite well.

I was looking around the literature to see if any folks out there were up to date. There were some interesting perspectives but your account was encouraging and right at the heart of Post modern thought.
ABS

Comment on Thought leadership by Craig Badings

Craig Badings — Thu, 10 Dec 2009 09:32:05 +0000

You’re quite right, people are waking up to the power a well presented thought leadership idea/campaign can have on an audience. The problem is that while there is a lot of great thinking out there, you can never be a thought leader if you’re not sharing it.
With web 2.0 and a host of social media platforms, there’s no excuse not to share your thought leadership collateral. Those that do are the thought scrooges.

Comment on About by JB

JB — Mon, 26 Oct 2009 21:58:22 +0000

http://blogs.zappos.com/blogs/coach#

Comment on Frames by jeremy

jeremy — Thu, 15 Oct 2009 18:20:19 +0000

to be or not to be
2B or(k)not 2B

I know or I don’t know

black or white

Comment on Debating sacred cows by Bernie

Bernie — Mon, 31 Aug 2009 05:33:02 +0000

Like that Grant. Particularly your point re learning fast. Often feel that with that attitude we can all learn the lessons at a lower cost.

Comment on Debating sacred cows by Grant

Grant — Sun, 30 Aug 2009 22:17:33 +0000

Agreed. Failure is a disaster whenever it is an end point, and not an opportunity to refine and move on to a successful outcome. Successful outcomes can often mean having enough ideas going that will get you the percentage breakthroughs and the innovation. A percentage will fail and should be shut down fast and lessons learned. Courage around this pathway to success is the courage to shut down a failure early enough to keep most of your resources focussed on success.

Keep trying things, be hopeful in the start up and brutal in the evaluation, and keep pumping up the 20% that makes you 80% more successful.

Comment on On the front-line. by CV Harquail

CV Harquail — Tue, 25 Aug 2009 11:15:42 +0000

What a terrific example of authentic leadership. It’s kind of amazing to me to imagine a ceo as flight attendant… Having CEOs work on the front line is an idea we know ‘works’ but one that few put into practice. Which makes it all the more important when someone does do it.
Bet you’ll fly *that* airline again (and not only b/c it’s ‘local’) cvh

Comment on Debating sacred cows by JB

JB — Thu, 20 Aug 2009 23:11:12 +0000

RIGHT ON !!!!

Comment on HR2.0 by Bernie

Bernie — Wed, 12 Aug 2009 04:02:12 +0000

I think it would be more useful to contemplate the vision of the organisation and the individual manager and then think how best to help realise that vision. Part of the problem is that HR has a vision and it’s full of processes, tools, frameworks, etc. But it’s not relevant to many consumers of the service.
Also I think more focus on the relationship is helpful. If they don’t take advice, what sort of relationship do I have with the consumers of my service? How well do these consumers believe I understand the real problem? What perceptions of HR do my consumers have? What is value from the perspective of my consumers?

Comment on HR2.0 by Rebecca Mason

Rebecca Mason — Wed, 12 Aug 2009 00:20:29 +0000

I was in the audience for this presentation and I always think it’s useful to question the status quo or current norms in a useful forum which has people start thinking about their role and how they’re performing it. What I mean by a useful forum is one in which the questions are being asked of the people who can actually have an influence and whose answers are relevant to them.
From the perspective of an Executive Coach, I have clients and ex clients who are in HR, and some of them are quite despondent about their roles and what they can offer to an organisation. What I hear is, “I presented x intervention to y manager and they handled it badly”, or “My expertise isn’t being valued” or “I don’t have the influence I thought I could have in this organisation”.
I commented yesterday, when Bernie talked about HR being overly preoccupied with processes, frameworks etc. that this was maybe an attempt to gain credibility and therefore more influence in organisations.
Maybe what HR practitioners need to come back to is their own vision of what they want to achieve in an organisation, what kind of influence they want and what kind of difference they want to make. Once that is established, then the suite of tools and frameworks will be there to support that appropriately, rather than being the main offering.