How do you scale people management innovation through communication and collaboration?

Scaling people management innovation through communication and collaboration involves creating a culture of open communication, promoting collaboration, empowering employees, leveraging technology, and providing training opportunities. Strategies include encouraging transparent communication, breaking down silos to promote cross-functional collaboration, giving employees autonomy and encouraging them to drive innovation, using technology tools to streamline processes, and investing in training programs for effective communication and collaboration skills. Overall, these efforts can help organizations scale people management innovation and create a more engaged and productive workforce.

Scaling people management innovation through communication and collaboration involves creating a culture that fosters new ideas, processes, and approaches in managing employees. Strategies include encouraging open communication, promoting collaboration, providing training, recognizing and rewarding innovation, empowering employees, implementing technology solutions, and leading by example. Implementing these strategies can create a culture that drives organizational success.

Having a vision means you know where you're going. It's like having a roadmap for a trip. Goals are the stops you plan to make along the way. For example, if you're going on a road trip, you need to know your destination and the places you'll visit. Similarly, in a company, you need a vision of what you want to achieve and goals to guide you there. By telling everyone about this roadmap, they can help you get to your destination.

I really like where Hadeel is going with his thought on the need for a balanced leadership team first. In Lencioni’s The Advantage, to have a healthy organization, you first start with a cohesive leadership team. Without a well functioning leadership team, everything else crumbles on a thin foundation. There is no trust, no healthy conflict, no commitment, no accountability, and therefore no results.

Scaling people management innovation requires a deliberate focus on effective communication and collaboration. By fostering a culture of open communication, leveraging technology for collaboration, encouraging knowledge sharing, empowering employee autonomy, and recognizing innovative contributions, organizations can drive meaningful change in their people management practices. Embracing these strategies will not only enhance employee engagement and productivity but also position the organization for long-term success in a dynamic business environment.

Maybe stop calling it people management innovation. Most 'people' in organizations share a distaste for consultant B.S. Maybe Chat GPT should start hanging out with regular folks. In an internal university, our most popular course was not titled: "Interorganizational Communication Strategies." It was called: "Speaking Up at Meetings." Simple, plain unadorned language wins, anywhere in the world.

Imagine planning a big party and not asking anyone what they'd like to eat or do. It's important to ask people their opinions because they'll be attending the party too. Similarly, when you want to make big changes in your company, it's good to ask your team and others for their ideas. This way, the changes will likely be better and more people will support them.

This can involve creating open lines of communication between all levels of staff, utilizing technology to streamline processes, and fostering a collaborative and inclusive work culture.

In my experience, effective people management innovation requires involving the team and stakeholders, emphasizing communication, camaraderie, and a common goal. A prime example is my companies annual week-long hackathon, where teams up to 14 members brainstorm and develop key software features, using surveys, focus groups, and brainstorming sessions. While this approach is effective for small teams, larger groups may need subdividing for similar efficiency. This method not only fosters diverse insights but also instills a sense of ownership and achievement, essential for scaling innovation.

Exactly, these best practices outlined here should be foundational to any new project, adoption, or transition. Yet, clear & consistent communication remains a common problem especially in technology. 'Shiny' new efforts often are rushed, leading to confusion and poor outcomes. e.g. Who does what, what was the result of the test, when will it move to production. Additional key considerations: 1. The Sponsor needs to be crystal clear & transparent at the start to get the teams aligned to the mission 2. A Project Manager can be very valuable to communicate tasks & outcomes 3. Workstream leaders need to be collaborative ongoing to breakdown any silos 4. Weekly (or even daily) calls can help keep alignment

Communication is like a bridge between people. If there's a gap in the bridge, people can't cross it. So, if leaders don't talk clearly or often enough to their team, there's a gap and people might get confused. It's like telling everyone half of a story; they won't understand the full picture.

Working together with different teams is like combining different ingredients to make a delicious dish. Each team has its own unique skills and knowledge. By working together, they can create something even better than they could alone.

Just like when baking, sometimes you might need to try a recipe a few times to get it perfect. Similarly, in a company, you might need to test new ideas to see what works best. If something isn't working, it's okay to change it a little and try again.

It's like giving someone a high-five or a thank you card when they do something great. In a company, it's important to tell people they did a good job. This makes them feel good and encourages them to keep doing their best.

When trying to make big changes in how you manage people, remember that everyone is different. It's like a puzzle with different pieces that all fit together. Each person has their own ideas, feelings, and ways of doing things. It's important to respect and understand these differences. Also, change can sometimes be scary for people, so it's good to be patient and supportive. Lastly, always be open to learning and trying new things.

Foster innovation in people management by cultivating open communication channels and promoting collaborative environments. Encourage diverse perspectives, implement regular feedback loops, and leverage technology for seamless collaboration. Embrace a culture where ideas flow freely, and teams feel empowered to co-create solutions.

Foster a culture where failure & learning are part of the process: - Do no penalize failure. - Share learnings across teams - Encourage to be open about it and move forward quickly - Avoid fingerpointing.

People management innovation is a crucial aspect of fostering a successful and engaged workforce. To scale this innovation across your organisation, effective communication and collaboration are essential. Regularly exchanging insights with your team and stakeholders can facilitate the spread of new practices. Utilise open channels, such as meetings or digital platforms, to share experiences and strategies. Encourage cross-functional discussions to gain diverse perspectives and refine approaches. By fostering a culture of collaboration and transparent communication, you'll create an environment where people management innovation can flourish, improving team dynamics, performance, and overall job satisfaction.