So you've probably heard about the online world being the place to be these days. With the sheer number of people on social networks and the fact that Canadians spend more time online than any other nation, you wouldn't be wrong. That being said, there are a few factors to take into consideration when engaging your stakeholders online.
In our last post, we talked about six important elements of good facilitation. But why use facilitation at all? What value does it add?
This week we're celebrating the first ever International Facilitation Week, sponsored by the International Association of Facilitators. In honour of the occasion, we've put together a couple of blogs on the topic of facilitation. This first one is about what facilitation means, and toward the end of the week we'll follow up with some ideas on why facilitation is important.
We think there are (at least) six important elements of being a good facilitator.
Actually, no, that isn’t quite true. Of course it depends on how you define conflict; if in your mind conflict means war, then I guess it’s a bad thing. But if we use a more general definition, for example “tension due to differences”, then conflict is a normal part of any healthy relationship. Unfortunately, we tend not to see it that way because we’ve read too many stories about ‘happily ever after’ and ‘well-oiled machines’.
The federal government recently announced their intent to bring in public sector job performance reviews. While the practice of setting goals, developing learning plans, and having regular conversations about expectations and performance is not new, some public servants are worried about how this change may affect them.
Recently, I co-conducted a webinar with my good colleague Jennifer Birch-Jones on change management. The webinar was sponsored and hosted by the Sport Research Information Centre (SIRC) as part of their Governance Webinar series. Part of our presentation focussed on four phases of change management and is inspired by the Prosci® Research organization.
From my experience, one of the key ingredients of a great team is diversity. Great teams need introverts and extroverts. They need deep thinkers and broad thinkers, and practical people and academics. And these folk don’t always get on that well.
In previous Intersol blogs, we talked about thinking strategically, change management, corporate culture,collaboration and building strong teams. Today we look at a practical means to pull much of this together by using technology to engage all levels of the organization in a “performance discussion”.
Things have changed quite dramatically over the past five or 10 years, especially in the world of communications. A perfect storm came together a while back with the advance of social media and crowdsourcing blending it all together.
This blog post was originally posted on Ottawa Business Journal website.
Last week’s expert blog focused on investing in corporate culture. That’s a big corporate kind of question. This week, let’s look at your own team? Is it getting the job done or is it more like today’s “Modern Family” and just a little bit dysfunctional?