Working to your strengths

2015 ◽  
Vol 23 (4) ◽  
pp. 21-23
Keyword(s):  
Pharmaceutical Company ◽  
Cultural Change ◽  
Culture Change ◽  
Personal Development ◽  
Design Methodology ◽  
Development Program ◽  
Content Type ◽  
Management Consultancy ◽  
Change Team ◽  
Practical Implications

Purpose – Sets out ways in which a pharmaceutical company embedded a strengths-based approach to the assessment and development of field-based staff during a period of structural and cultural change. Provides an overview of how strengths-based methods were implemented and embedded. Design/methodology/approach – Describes how collaboration with a people-management consultancy introduced strengths through recruitment and development to the company. Findings – Relates the positive perception of the assessment and development program by candidates and assessors. Practical implications – Provides advice for how other organizations could introduce strengths-based solutions into similar culture change, team and personal-development projects. Originality/value – Points out that the pharmaceutical company – Boehringer Ingelheim – is one of the first UK-based organizations to take a strengths-based approach to aid culture change.

Living the future: a strengths-based example of restructure and culture at Boehringer Ingelheim

2014 ◽  
Vol 13 (3) ◽  
pp. 111-117 ◽  
Author(s):  
Nicky Garcea ◽  
Rebecca Harrison ◽  
Alex Linley
Keyword(s):  
Culture Change ◽  
Personal Development ◽  
Organizational System ◽  
Content Type ◽  
Early Evaluation ◽  
Change Team ◽  
Set Up ◽  
Functional Teams ◽  
Practical Implications

Purpose – The purpose of this article is to set out the ways in which pharmaceutical company Boehringer Ingelheim embedded a strengths-based approach to the assessment and development of field-based staff during a period of structural and culture change. It provides an overview of how strengths-based methodologies were implemented and embedded through this period. It offers a case study example of how Capp partnered with Boehringer Ingelheim to deliver and cascade its assessment and development solutions. It also provides early evaluation data. Design/methodology/approach – Boehringer Ingelheim introduced strengths through recruitment and development. It built on Capp's strengths methodology and Realise2 tool and model. To aid implementation, cross functional teams were also set up to cascade knowledge and skills across the organizational system. Findings – The initial findings from this program include quantitative and qualitative data from candidates and assessors demonstrating their positive perception of the assessment and development process. Practical implications – This article provides case study material, client learning and tips for how other organizations could introduce strengths-based solutions into similar culture change, team and personal development projects. Originality/value – Boehringer Ingelheim is one of the first UK based organizations explicitly to take a strengths-based approach to aid culture change.

scholarly journals Valarie Zeithaml: autobiographical reflections

2017 ◽  
Vol 9 (3) ◽  
pp. 264-276 ◽  
Author(s):  
Valarie A. Zeithaml
Keyword(s):  
Personal Development ◽  
Design Methodology ◽  
Chronological Order ◽  
Career Trajectory ◽  
Content Type ◽  
Look Back ◽  
The Subject ◽  
Research Philosophy ◽  
The Right ◽  
Practical Implications

Purpose By examining my personal development and career trajectory, I hope to share some insights into life as an academic. My particular path has contained, as most paths do, twists and turns. As I look back, they all seem somehow related to each other, but they were not all planned. Design/methodology/approach I will discuss my life and career in chronological order, then reflect on my career and research philosophy. I will also discuss several of my most cited articles and how they emerged. Findings I emphasize research that is both academically rigorous and relevant to business. I also show that passion for a subject, even one that is risky and not encouraged by others, has resulted in lifelong interest and inspiration for me. While not appropriate for all because of the risk, I found it worth taking a chance, largely because I was highly inspired by the subject. Practical implications Research that is programmatic has benefits because it allows a scholar to own an area. Also, working with the right co-author teams – sometimes ones where different talents are distributed across the team is effective. Originality/value The story and opinions are mine alone.

scholarly journals Applying adult development theories to improvement science

2017 ◽  
Vol 30 (7) ◽  
pp. 617-627 ◽  
Author(s):  
Sofia Kjellström ◽  
Ann-Christine Andersson
Keyword(s):  
Adult Development ◽  
Personal Development ◽  
Design Methodology ◽  
Meaning Making ◽  
Improvement Science ◽  
Content Type ◽  
Knowledge Domains ◽  
Developmental Capacity ◽  
Practical Implications ◽  
System Knowledge

Purpose The purpose of this paper is to address how adult development (AD) theories can contribute to quality improvement (QI). Design/methodology/approach A theoretical analysis and discussion on how personal development empirical findings can relate to QI and Deming’s four improvement knowledge domains. Findings AD research shows that professionals have qualitatively diverse ways of meaning-making and ways to approach possibilities in improvement efforts. Therefore, professionals with more complex meaning-making capacities are needed to create successful transformational changes and learning, with the recognition that system knowledge is a developmental capacity. Practical implications In QI and improvement science there is an assumption that professionals have the skills and competence needed for improvement efforts, but AD theories show that this is not always the case, which suggests a need for facilitating improvement initiatives, so that everyone can contribute based on their capacity. Originality/value This study illustrates that some competences in QI efforts are a developmental challenge to professionals, and should be considered in practice and research.

scholarly journals Cultural change and lodestones in the British police

2017 ◽  
Vol 6 (3) ◽  
pp. 166-176 ◽  
Author(s):  
Keith Grint ◽  
Clare Holt ◽  
Peter Neyroud
Keyword(s):  
Cultural Change ◽  
Design Methodology ◽  
Fast Track ◽  
Radical Change ◽  
Organizational Changes ◽  
Cultural Resistance ◽  
Content Type ◽  
Potential Development ◽  
Practical Implications ◽  
Radical Approach

Purpose The purpose of this paper is to consider a challenge to an occupational jurisdiction in the British police. Historically, street cops have defended the importance of operational credibility as a way of sustaining the value of experience, and inhibiting attempts to introduce external leaders. This has generated a particular form of policing and leadership that is deemed by the British Government as inadequate to face the problems of the next decade. Design/methodology/approach The project used the High Potential Development Scheme of the British police to assess the value of operational credibility and the possibilities of radical cultural change. Data are drawn from participants on the program, from those who failed to get onto the program, and from officers who have risen through the ranks without access to a fast-track scheme. Findings Most organizational changes fail in their own terms, often because of cultural resistance. However, if we change our metaphors of culture from natural to human constructions it may be possible to focus on the key point of the culture: the lodestone that glues it together. Operational credibility may be such a cultural lodestone and undermining it offers the opportunity for rapid and radical change. Research limitations/implications The scheme itself has had limited numbers and the research was limited to a small proportion of the different categories outlined above. Practical implications If we change our metaphors for culture and cultural change – from natural to constructed metaphors – (icebergs and webs to buildings), it may be possible to consider a much more radical approach to organizational change. Originality/value Most assessments of cultural change focus on those charged with enacting the change and explain failure through recourse to natural metaphors of change. This paper challenges the convention that cultural change can only ever be achieved, if at all, through years of effort.

Developing international leadership talent and stimulating significant culture change

2014 ◽  
Vol 30 (10) ◽  
pp. 9-13 ◽  
Author(s):  
Fran Montague ◽  
Willem van der Lee ◽  
Lindsey Masson
Keyword(s):  
Case Studies ◽  
Culture Change ◽  
Design Methodology ◽  
Reading Time ◽  
Sport Marketing ◽  
International Leadership ◽  
Content Type ◽  
Pertinent Information ◽  
International Sport ◽  
Practical Implications

Purpose – This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach – This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings – This paper examines the growth in international sport marketing, considers factors such as globalisation which have fuelled the process, looks at practical implications and provides research avenues for future exploration. Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organisations. Originality/value – The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Albert Einstein inspires employee development at Stonegate

2015 ◽  
Vol 23 (1) ◽  
pp. 4-6
Keyword(s):  
Customer Service ◽  
Employee Turnover ◽  
Design Methodology ◽  
Development Program ◽  
Employee Training ◽  
Albert Einstein ◽  
Training And Development ◽  
Content Type ◽  
Practical Implications ◽  
Initial Research

Purpose – Describes how Stonegate Pub Company has introduced a career-development pathway with scientist Albert Einstein as its figurehead. Design/methodology/approach – Examines the reasons for the pathway and its associated training, the form it takes and the results it has achieved. Findings – Explains that the program has been successful in reducing employee turnover, increasing the number of vacancies filled from within the firm and improving customer service. Practical implications – Reveals that Stonegate Pub Company, which recently opened a dedicated training center in Birmingham, UK, won the Innovation in Training award at the Scottish Training Federation’s 2014 awards, in recognition for its successful Albert’s Apprenticeships. Social implications – Demonstrates that the design is fun, quirky, engaging and irreverent, with a desire to appeal to the disengaged learner, the gamer and the personalities who make up a large percentage of the company’s teams. Originality/value – Shows how initial research followed by continuous improvement has resulted in an exceptional employee training and development program that has outstripped the company’s expectations of it.

Conversations become courageous at Standard Chartered

2015 ◽  
Vol 23 (4) ◽  
pp. 18-20
Keyword(s):  
Design Methodology ◽  
Success Factors ◽  
Program Effectiveness ◽  
Positive Impact ◽  
Development Program ◽  
Executive Development ◽  
Content Type ◽  
Critical Success ◽  
The Impact ◽  
Practical Implications

Purpose – Evaluates the impact of an executive-development program at Standard Chartered Bank. Identifies the contribution of the different program phases to its impact. Design/methodology/approach – Examines the reasons for the program, the form it takes and the effects it is having. Findings – Discovers a positive impact of the program, with many objectives transforming into outcomes. Recommends improvements to the pre- and post-program phases which could increase effectiveness. Practical implications – Shows critical success factors and specific areas for maximizing leadership-program effectiveness. Originality/value – Gives a comprehensive view of which areas to enhance.

Can self-advocacy impact upon culture?

2015 ◽  
Vol 20 (2) ◽  
pp. 77-79
Author(s):  
Rob Greig
Keyword(s):  
Learning Disabilities ◽  
Cultural Change ◽  
Significant Influence ◽  
Design Methodology ◽  
System Change ◽  
Organisational Culture ◽  
Self Advocacy ◽  
Content Type ◽  
Management Change ◽  
Practical Implications

Purpose – The purpose of this paper is to provide a commentary on the preceding article “Changing organisational culture: another role for self-advocacy”. Design/methodology/approach – The paper suggests that self-advocacy has the potential to be a significant influence on organisational culture, but questions whether self-advocacy's current funding regime and limited focus on outcomes makes this possible. Research limitations/implications – This issue is identified as one where further research would be beneficial. Practical implications – If organisations are to use self-advocacy as a route of cultural change, it is suggested that attention will need to be given to issues of independent funding, management change objectives and whole system change. Originality/value – If evidence were generated to support the belief that self-advocacy can impact on organisational culture, the consequences for how society and services behave towards people with learning disabilities could be significant.

How Specsavers attracts and nurtures outstanding talent

2012 ◽  
Vol 11 (4) ◽  
pp. 193-198 ◽  
Author(s):  
Leah Newby ◽  
Chris Howarth
Keyword(s):  
Design Methodology ◽  
Joint Venture ◽  
Development Program ◽  
Content Type ◽  
Training Materials ◽  
Recruitment Challenges ◽  
New Strategy ◽  
Working Together ◽  
Hr Strategy ◽  
Practical Implications

PurposeThe aim of this paper is to detail the innovative campaign co‐developed by Words&Pictures and Specsavers to raise the caliber of Specsavers' profile in the optics profession among university optometry graduates, to produce a continuous flow of talent within the company, and to give customers the best service.Design/methodology/approachAdopting a collaborative approach, Specsavers' canvassed the opinions of its employees and joint venture partners to develop a new HR strategy to attract and nurture outstanding talent. In order to implement the new strategy, Specsavers turned to Words&Pictures, which created a high‐end internal brand, INsight, to showcase the new five‐part recruitment and development program.Practical implicationsOrganizations that face similar recruitment challenges would do well to re‐assess the needs of the business, including the inter‐personal and communication skills required by their employees.Originality/valueWorking together, Specsavers and Words&Pictures combined their unique strengths to create a visually stunning, professional, practical, aspirational and fun suite of training materials for pre‐registration optometrists. This has helped to elevate Specsavers' pre‐registration optometrists' program above its competitors and positioned the company as unrivalled in its attitude towards employee acquisition, development and retention.

Professional development: investigating the relationships between employee motives, learning opportunities, and activities

2018 ◽  
Vol 32 (5) ◽  
pp. 32-35
Author(s):  
Kelly Dutton
Keyword(s):  
Professional Development ◽  
Case Studies ◽  
Personal Development ◽  
Design Methodology ◽  
Reading Time ◽  
Learning Opportunities ◽  
Content Type ◽  
Professional Career ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Employees are increasingly becoming facilitators of their own professional career path and development. A highly motivated employee wanting to learn and train for their own personal development will be more aware of potential learning opportunities available to them, and will be more inclined to engage in them. For improved productivity and success, organizations need both engaged and committed employees and to offer a range of learning opportunities. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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