Comments for Four Groups' Blog http://www.fourgroups.com/blog Linking Behaviour to the Bottom Line Mon, 08 Nov 2010 06:18:25 +0000 hourly 1 http://wordpress.org/?v=3.0.1 Comment on Leadership, Intangibles and Talent Review Q2 2010 by albertpaul68 http://feedproxy.google.com/~r/CommentsForFourGroupsBlog/~3/_eJP17WiK_w/ albertpaul68 Mon, 08 Nov 2010 06:18:25 +0000 http://www.fourgroups.com/blog/?p=1106#comment-91447 Organizational structure may have been a minor facilitator of the problem, but, remember Peter Drucker: "Culture eats trategy for breakfast". Whatever the org charts showed, some individual or group of individuals felt empowered or under pressure to put speed and profit ahead of all else and engage in conduct, or lack thereof, that was inappropriate, unethical and harmful. Harmful corporate actions are rarely implemented by a single “bad apple” or devised in secret by rogue employees---nor can they be blamed on an organizational structure. Clearly, neither senior management nor the board did what was needed to really assure a culture that emphasized “doing the right thing” and communicated <a href="http://www.mcdstdumps.com" rel="nofollow">mcdst</a> and reinforced that culture in a forceful and unequivocal manner. Wouldn't all of this have been avoided if BP had really encouraged employees to question and report potentially unsafe, unethical or inappropriate conduct before it was too late and had real hotlines, helplines and internal whistle-blowing procedures with no tolerance for retaliation against those who report concerns. Organizational structure may have been a minor facilitator of the problem, but, remember Peter Drucker: “Culture eats trategy for breakfast”. Whatever the org charts showed, some individual or group of individuals felt empowered or under pressure to put speed and profit ahead of all else and engage in conduct, or lack thereof, that was inappropriate, unethical and harmful. Harmful corporate actions are rarely implemented by a single “bad apple” or devised in secret by rogue employees—nor can they be blamed on an organizational structure.
Clearly, neither senior management nor the board did what was needed to really assure a culture that emphasized “doing the right thing” and communicated mcdst and reinforced that culture in a forceful and unequivocal manner.
Wouldn’t all of this have been avoided if BP had really encouraged employees to question and report potentially unsafe, unethical or inappropriate conduct before it was too late and had real hotlines, helplines and internal whistle-blowing procedures with no tolerance for retaliation against those who report concerns.

]]> http://www.fourgroups.com/blog/archives/27/leadership-intangibles-and-talent-review-q2-2010/comment-page-1/#comment-91447 Comment on The Tension in Collaboration by Collaboration: 10 tips for success, with a relational bias « deboxing http://feedproxy.google.com/~r/CommentsForFourGroupsBlog/~3/uJUKlO66dVw/ Collaboration: 10 tips for success, with a relational bias « deboxing Thu, 26 Aug 2010 14:04:55 +0000 http://www.fourgroups.com/blog/?p=230#comment-91444 [...] - one of many intelligent articles produced by FitForum.org co-founder Bruce Lewin was this one on the tension collaboration. Possibly related posts: (automatically generated)Organise activities in partnership with others: [...] [...] – one of many intelligent articles produced by FitForum.org co-founder Bruce Lewin was this one on the tension collaboration. Possibly related posts: (automatically generated)Organise activities in partnership with others: [...]

]]> http://www.fourgroups.com/blog/archives/24/the-tension-in-collaboration/comment-page-1/#comment-91444 Comment on Black and White Networks v. Networks in Colour by Appreciative Inquiry Model for Personal Development and Transformation – IRACE – Connections Phase – Leverage Current Social Network - 21st Century Appreciative Inquiry http://feedproxy.google.com/~r/CommentsForFourGroupsBlog/~3/Yv12ZHltM-U/ Appreciative Inquiry Model for Personal Development and Transformation – IRACE – Connections Phase – Leverage Current Social Network - 21st Century Appreciative Inquiry Fri, 23 Jul 2010 18:52:00 +0000 http://www.fourgroups.com/blog/?p=1071#comment-91412 [...] a different color line, perhaps green or blue. The idea of using multiple colored links comes from Black and White Networks versus Networks in Color. However, if your map will be posted where others can see it, you may choose a less obvious way to [...] [...] a different color line, perhaps green or blue. The idea of using multiple colored links comes from Black and White Networks versus Networks in Color. However, if your map will be posted where others can see it, you may choose a less obvious way to [...]

]]> http://www.fourgroups.com/blog/archives/12/black-and-white-networks-v-networks-in-colour/comment-page-1/#comment-91412 Comment on Black and White Networks v. Networks in Colour by Denis Bourne http://feedproxy.google.com/~r/CommentsForFourGroupsBlog/~3/zdUXEnoz-54/ Denis Bourne Tue, 13 Jul 2010 12:37:43 +0000 http://www.fourgroups.com/blog/?p=1071#comment-91400 It is great to see that the parallels between network analysis and 4G are being drawn. As practitioners of network analysis - as part of developing high performing organisations - we use custom-designed questions sets to draw links that are contextual, operational and developmental. 4G provides the opportunity to add data to those network relationships that are concerned with the person and not just behaviour. Sounds like a win-win to me. It is great to see that the parallels between network analysis and 4G are being drawn.

As practitioners of network analysis – as part of developing high performing organisations – we use custom-designed questions sets to draw links that are contextual, operational and developmental. 4G provides the opportunity to add data to those network relationships that are concerned with the person and not just behaviour.

Sounds like a win-win to me.

]]> http://www.fourgroups.com/blog/archives/12/black-and-white-networks-v-networks-in-colour/comment-page-1/#comment-91400 Comment on Black and White Networks v. Networks in Colour by Tweets that mention Black and White Networks v. Networks in Colour | Four Groups' Blog -- Topsy.com http://feedproxy.google.com/~r/CommentsForFourGroupsBlog/~3/zJNcKll3tQI/ Tweets that mention Black and White Networks v. Networks in Colour | Four Groups' Blog -- Topsy.com Mon, 12 Jul 2010 21:25:41 +0000 http://www.fourgroups.com/blog/?p=1071#comment-91398 [...] This post was mentioned on Twitter by Four Groups, Four Groups. Four Groups said: @jonhusband hey Jon - the blog post you inspired is now written - Black and White #Networks v Networks in Colour :-) http://ow.ly/2aqMJ [...] [...] This post was mentioned on Twitter by Four Groups, Four Groups. Four Groups said: @jonhusband hey Jon – the blog post you inspired is now written – Black and White #Networks v Networks in Colour :-) http://ow.ly/2aqMJ [...]

]]> http://www.fourgroups.com/blog/archives/12/black-and-white-networks-v-networks-in-colour/comment-page-1/#comment-91398 Comment on Leadership, Intangibles and Talent Review Q1 2010 by Interesting Leadership Blog http://feedproxy.google.com/~r/CommentsForFourGroupsBlog/~3/RGA29kOH00E/ Interesting Leadership Blog Sat, 29 May 2010 00:52:22 +0000 http://www.fourgroups.com/blog/?p=1048#comment-91395 [...] a UK organization called Four Groups and the article that particularly caught my eye is this one. Issues like portability of talent, the futility of individual bonuses and other myths surrounding [...] [...] a UK organization called Four Groups and the article that particularly caught my eye is this one. Issues like portability of talent, the futility of individual bonuses and other myths surrounding [...]

]]> http://www.fourgroups.com/blog/archives/27/leadership-intangibles-and-talent-review-q1-2010/comment-page-1/#comment-91395 Comment on Leadership, Intangibles and Talent Review Q1 2010 by Tweets that mention Leadership, Intangibles and Talent Review Q1 2010 | Four Groups' Blog -- Topsy.com http://feedproxy.google.com/~r/CommentsForFourGroupsBlog/~3/wZF_02ObDrI/ Tweets that mention Leadership, Intangibles and Talent Review Q1 2010 | Four Groups' Blog -- Topsy.com Thu, 29 Apr 2010 00:46:21 +0000 http://www.fourgroups.com/blog/?p=1048#comment-91386 [...] This post was mentioned on Twitter by Four Groups. Four Groups said: Leadership, Intangibles and Talent Review Q1 2010 http://bit.ly/c7LvIp [...] [...] This post was mentioned on Twitter by Four Groups. Four Groups said: Leadership, Intangibles and Talent Review Q1 2010 http://bit.ly/c7LvIp [...]

]]> http://www.fourgroups.com/blog/archives/27/leadership-intangibles-and-talent-review-q1-2010/comment-page-1/#comment-91386 Comment on Has the CIPD just Thrown its Toys out of the Pram? by Bruce Lewin http://feedproxy.google.com/~r/CommentsForFourGroupsBlog/~3/OjvLR-IMwzw/ Bruce Lewin Wed, 28 Apr 2010 08:44:10 +0000 http://www.fourgroups.com/blog/?p=1030#comment-91385 Hi Phil, I completely agree - authenticity is what its all about in my mind! Hi Phil, I completely agree – authenticity is what its all about in my mind!

]]> http://www.fourgroups.com/blog/archives/19/has-the-cipd-just-thrown-its-toys-out-of-the-pram/comment-page-1/#comment-91385 Comment on Has the CIPD just Thrown its Toys out of the Pram? by Phil Richards http://feedproxy.google.com/~r/CommentsForFourGroupsBlog/~3/xGg26aaU-iw/ Phil Richards Wed, 10 Mar 2010 10:54:22 +0000 http://www.fourgroups.com/blog/?p=1030#comment-91373 Interesting phrase that Bruce. I noticed this comment in the report:- "Tomorrow’s business leaders would need a much keener awareness of people..." I would have thought that this has always been the case, but maybe the challenge now is to be totally authentic about it, its one thing saying that you value people, but as a leader, do you live that ? Demonstrate that ? Interesting phrase that Bruce.
I noticed this comment in the report:-
“Tomorrow’s business leaders would need a much keener awareness of people…”
I would have thought that this has always been the case, but maybe the challenge now is to be totally authentic about it, its one thing saying that you value people, but as a leader, do you live that ? Demonstrate that ?

]]> http://www.fourgroups.com/blog/archives/19/has-the-cipd-just-thrown-its-toys-out-of-the-pram/comment-page-1/#comment-91373 Comment on Possible problems with the HR Management Framework for Enterprise 2.0 by Possible prolems with the HR Management Framework for Enterprise … | Drakz Free Online Service http://feedproxy.google.com/~r/CommentsForFourGroupsBlog/~3/r4nJK5hmu8U/ Possible prolems with the HR Management Framework for Enterprise … | Drakz Free Online Service Thu, 18 Feb 2010 20:51:38 +0000 http://www.fourgroups.com/blog/?p=1018#comment-91353 [...] more from the original source: Possible prolems with the HR Management Framework for Enterprise … Share and [...] [...] more from the original source: Possible prolems with the HR Management Framework for Enterprise … Share and [...]

]]> http://www.fourgroups.com/blog/archives/18/possible-prolems-with-the-hr-management-framework-for-enterprise-2-0/comment-page-1/#comment-91353