Tapping the Startup Roots of Your Big Organization

Trees with sunshine through in the fall

By Eric Johnson

Many organizations become saddled with bureaucracy over time, which is a natural evolution of complexity and the incorporation of controls to manage risks within the business. However, many businesses started from much smaller entities, where communication was easier and productivity achieved with far fewer people and assets. Often, it is heard that large businesses want to “tap into their startup roots” which is often code for fast execution, swift decision-making, and quick recovery from errors or issues. While it is absolutely possible to re-introduce the “start-up” culture into your business, it involves a mindset shift from one of top-down regulation to one that empowers employees to make decisions and execute on behalf of the customer.

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The Benefits of Self-directed Learning



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By Kelly Cave & Julia Borges

Organizations face various challenges in today’s dynamic and complex world. With constantly changing technology, markets, and social trends, organizations must quickly learn and adapt in order to remain competitive within their markets. This increase in the importance of continuous learning has encouraged many organizations to transform themselves into learning organizations. A learning organization is an organization that places a high importance on learning and continuous improvement within their culture. This can be done by creating a supportive environment, implementing concrete learning processes, and encouraging leadership that reinforces learning (Garvin, Edmondson, & Gino, 2008). Whichever processes, methods, or practices leaders use to foster this type of culture, they all have a common goal: they want their team members to embrace continuous learning as a career-long process (Ellinger, 2004). As organizations work to become learning organizations, the more learning capability at the individual level becomes critical for success (Ellinger, 2004). Read More...

Generational Differences at Work: More Conflict Than Clarity?

team hands all in

By Madison Hanscom

Generational Differences at Work: More Conflict Than Clarity?
Most of us are familiar with generational stereotypes. Millennials are narcissistic, Gen Xers are cynical, and Baby Boomers are judgmental. When scanning the workplace, it might seem easy to find patterns of behavior that correspond with these generational cohort characteristics, but are these patterns actually there? And for any differences that do emerge, are these actually due to generational cohort membership? Read More...