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individual actor loops in “Tragedy of…
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Art Kleiner • The Fifth Discipline Fieldbook: Strategies for Building a Learning Organization
Conflict without trust, however, is politics, an attempt to manipulate others in order to win an argument regardless of the truth.
Patrick M. Lencioni • The Advantage: Why Organizational Health Trumps Everything Else In Business (J-B Lencioni Series)
Personality Profiles Some of the most effective and lasting tools for building trust on a team are profiles of team members' behavioral
Patrick M. Lencioni • The Five Dysfunctions of a Team, Enhanced Edition: A Leadership Fable (J-B Lencioni Series)
When competent, sensible people do something stupid, the smartest move is to try to figure out, first, what kept them from seeing it coming and, second, how to prevent the problem from happening again. Talking about blame distracts us from exploring why things went wrong and how we might correct them going forward. Focusing instead on understanding
... See moreBruce Patton • Difficult Conversations: How to Discuss What Matters Most
My advice is to concentrate first on those entries that have immediate application to your life and duties. Work these through and try to implement them. Think through what you expect to happen as a result of your actions and then compare actual results with your expectations. This process is called feedback analysis. It should help you to
... See moreJoseph A. Maciariello • A Year With Peter Drucker
Like Steven Spear describing the Toyota environment as a community of scientists in The High-Velocity Edge, an organization that only Plans and Does can never really improve.
John Willis • Deming's Journey to Profound Knowledge: How Deming Helped Win a War, Altered the Face of Industry, and Holds the Key to Our Future
This, therefore, requires L&D professionals and functions to involve themselves in as many of those factors as possible. These include activities that occur prior to and after training.
James D. Kirkpatrick • Kirkpatrick's Four Levels of Training Evaluation
Mental Models
Pablo Rodríguez • 3 cards
The second part of relationship responsibility is taking responsibility for communication. Whenever I, or any other consultant, start to work with an organization, the first thing I hear about are all the personality conflicts. Most of these arise from the fact that people do not know what other people are doing and how they do their work, or what
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