Jon Ingham

@joningham

People strategist. Digital HR & the future of work. Author - The Social Organization. Top 100 HR tech influencer (HR Executive). Mover & shaker! (HR Magazine)

Berkshire, UK
Vrijeme pridruživanja: ožujak 2008.

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  1. Prikvačeni tweet
    10. stu 2019.
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  2. proslijedio/la je Tweet
    prije 8 sati

    How will organizations best support the growing practice of remote work? Get answers to this and more in this expert-led webinar from .

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  3. prije 17 sati

    Enjoyed speaking here yesterday, mainly chairing in the Gold Theatre (with the cyber men/women headphones) and Hall 8 today

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  4. proslijedio/la je Tweet
    4. velj

    What will be the biggest changes to how orgs function in the coming decade? Get answers to this and more in this on-demand webinar from .

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  5. proslijedio/la je Tweet
    4. velj

    'Distributed networks in the new Melded Network Model' by Jon Ingham

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  6. 4. velj

    I like LinkedIn’s approach to assessment being based on Leadership, Leverage and Results (business outputs). Leverage = social influence /

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  7. 4. velj

    Really enjoyed the colab on earlier - thanks to everyone who participated. I'll send round the collated outputs later in the week. See you at the drinks later.

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  8. proslijedio/la je Tweet
    4. velj

    leads this colab. What's your style of social leadership?

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  9. proslijedio/la je Tweet
    4. velj

    If you enjoyed 's CoLab on social leadership, head to the Kogan Page stand to take a look at Jon's book, 'The Social Organization'.

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  10. proslijedio/la je Tweet
    4. velj

    : the higher we climb in the leadership ranks, the less empathy we tend to display. Are you ready to challenge that?

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  11. proslijedio/la je Tweet
    4. velj

    Looking forward to co-creating on social leadership

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  12. proslijedio/la je Tweet
    3. velj

    How will orgs tackle creating personalized digital experiences for each employee? Get answers to this & more in this on-demand webinar from .

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  13. proslijedio/la je Tweet
    4. velj

    The creative process is frightening and risky. It doesn't feel safe to artists but taking the risk enables artists to make something unique, creative and human - we can learn from them. "Suck in the world and make something of it" says

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  14. proslijedio/la je Tweet
    4. velj

    2020 will be the year people-centric strategies become the norm. Find out what else this year has in store for professionals in our new report:

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  15. 4. velj

    I also agree we need to focus on reimagine jobs by focusing on tasks vs jobs themselves. But we should also look at whole processes - opportunities can be at macro level as well as micro

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  16. 4. velj

    Some good examples of AI use in business and HR from . And I agree we need to think from this perspective - changes from AI in business, workforce, organisation, leadership, HR practices and then HR organisation bigger impacts than just AI in HR itself

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  17. 4. velj

    Also liked / ’s comments on making organisations more like a jazz band - I agre that’s a great metaphor for network organisation, but we do need the other organisational groups too

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  18. 4. velj

    Interesting that both and talked about Psychological Safety already (Margaret: “Develop the identity and freedom within the team that makes them feel safe”) Yes, but this applies to any group. True teams, communities and networks need more...

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  19. 4. velj

    I thought CEO Oliver was a great example of a Social Leader - creating an environment where people can think across the organisation / providing the same freedom that artists insist on

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  20. 4. velj

    But only partly agree with that you can’t / shouldn’t target creativity “the more we constrain creativity the more we satisfy the status quo but we trip ourselves over with it”. Yes but innovation needs some constraint to be effective

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  21. 4. velj

    Agree with re need for networks (can be internal too) as well as teams - but we also need communities (“What motivates people is people”) - see at stand, or my colab at 2.00

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