![]() How Successful Women Manage Their Networksĭespite comprising nearly half of the workforce and earning more than half of all college degrees, women still represent little more than 25% of executives and senior managers, hold less than 5% of CEO jobs, and occupy less than 20% of board seats at S&P 500 companies. Shape the role and the network for maximum thriving.Identify unique value-add and supplement skill gaps.This white paper reviews five network strategies critical to success. They overlook network drivers of performance, and fail to see the extent to which success today comes from a transitioner’s ability to engage others who don’t work for him or her and don’t operate under the same mandate. Traditional approaches to transitions overemphasize the individual. With companies requiring managers and employees to frequently adapt in hyper-collaborative workplaces, our research reveals that there are substantial new risks in transitions, and the result is that business is littered with transition failures. But the workplace landscape is shifting rapidly, and the accepted wisdom on transitions has become outdated. Rapid Transition Success: Five Powerful Network Strategies to Speed Success in New RolesĪ role transition – whether a promotion, a move to a new organization, or a fresh challenge in your existing job – can be a huge boost to your career, a chance for you to blossom and thrive. In this article, we share what we’ve learned about the types of dysfunction, a number of the drivers that create them, and a select set of remedies for addressing them. ![]() To better understand the patterns, we interviewed 100 leaders of collaborative efforts in 20 major companies. The six dysfunctional archetypes undermined performance in 88 percent of the 66 organizations we’ve studied in both phases of this research. This research also revealed six patterns of collaborative dysfunction that have a negative impact on performance. Using organizational network analysis (ONA) to study groups across industries and geographies, we’ve identified the patterns of network connectivity and collaborative practices associated with high-performing teams and units. It erodes employee engagement - contributing to stress, overload, and burnout. It creates obstacles to innovation, impeding both idea generation and implementation. Collaborative failure hinders organizational and employee performance and productivity. The Six Dysfunctions of Collaborative Work: How High-Performing Leaders Diagnose and Remedy Collaborative FailuresĬollaborative failures are pernicious and prevalent as organizations shift from traditional functions to more cross-functional project- and team-based work. Identity and social benefits reinforce for the long term.Create “stickiness” in both work and home contexts.Make commitment visible or shared with others. ![]() How did the very busy people we spoke with successfully integrate new habits into their lives and avoid backsliding? We often heard a sequence of events that followed the pattern below: We found specific ways that connections with others help to initiate a healthier trajectory, to create “stickiness,” so it’s not abandoned when work becomes pressing, and importantly, to create benefits of identity, friendship and belonging that embed new health behaviors in our lives We heard how relationships played a role in undertaking new fitness routines or healthier eating,īut what we were most interested in understanding was how they were able to help those new routines stick. ![]() Our research is clear: Improving and maintaining physical health is not a solo sport. Physical Health is Not a Solo Sport: For better health, don't just change your workout - change your network ![]()
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