A thank you to all of those we met in Abu Dhabi. We are providing this Journal to you as our way of thanks. Thank you to all those Dr. Chaudron met at the Corporate Directors Forum in San Diego this month.

Signposts and Indicators our monthly summary of important political, economic, social and technological changes that affect organizations will benefit your long-term decision-making is available.
In this issue: How to spend $7 billion on elections; Mixed signals for the US economy; Mixed results for the Arab Spring; And the doubts about certain "magic bullets" in health.

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David Chaudron, PhD
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Strategic Planning

What will marketers need to do to make 2013 a lucky one?

Marketing Week (Online Edition), 2.

This article describes top marketers views on what it will take for an organization to succeed in 2013. Joan Lewis, Global consumer and market knowledge officer of Procter & Gamble, believes many brands are looking towards Asia. With this region's rapid adoption of digital technology, consumers can tailor what brands they prefer or want to recommend. Based on this knowledge, Joan M. Lewis from Procter & Gamble, Peter Briffett from Living Social and Markus Kramer from Aston Martin discuss the advantage of knowing what a customer wants from the brand, the development of mobile applications that match social shopping psychology and integration of consumer value to strategic planning.

To read the full summary, click here.

Additional articles on strategic planning by Dr. Chaudron are available here.


Balanced Scorecard

Engage Your People.

Frangos, C. (2013). Leadership Excellence, 30(1), 9-10.

In this article, the author notes the link between high employee engagement and a low turnover rate. Also, it discusses how leaders can achieve performance breakthroughs with employee engagement that integrates five interventions that help with the balanced scorecard. According to the author, this provides leaders with a powerful opportunity to achieve strategic benefits by being proactive in engaging their employees'. This is vital for gaining strategic traction which provides leaders with leveraging talent and teamwork to support them. The five interventions include communicating strategy to employees, adapting the organizational culture to fit the strategy, and developing a talent management and leadership plan. With these five interventions an organizational leader can customize their balanced scorecard and implement changes that aligns with their core values.

To read the full summary, click here.

Additional articles by Dr. Chaudron on the Balanced Scorecard are available here.


360 Feedback

Great Feedback

Richardson, A. (2013). Training Journal, 66-69.

In this article, Annie Richardson discusses the power of feedback. When feedback is used correctly in employee management as a two-way process and delivered in the moment is more effective. The author, states there are several forms of feedback in learning and development. She believes 360 feedback is effective for gathering information from sources and delivering it in a document to be used for an ongoing development plan. However, she believes feedback should be consistent with rewards and discipline with a face to face conversation that aligns with an immediate reward/discipline to enforce certain employee behaviors.

To read the full summary, click here.

Additional articles on 360 feedback by Dr. Chaudron are available here.


Training

Great Feedback

Richardson, A. (2013). Training Journal, 66-69.

In this article, Annie Richardson discusses the power of feedback. When feedback is used correctly in employee management as a two-way process and delivered in the moment is more effective. The author, states there are several forms of feedback in learning and development. She believes 360 feedback is effective for gathering information from sources and delivering it in a document to be used for an ongoing development plan. However, she believes feedback should be consistent with rewards and discipline with a face to face conversation that aligns with an immediate reward/discipline to enforce certain employee behaviors.

To read the full summary, click here.

Additional articles on training by Dr. Chaudron are available here.


Employee Surveys

Relationships between daily affect and pro-environmental behavior at work: The moderating role of pro-environmental attitude

Bissing-Olson, M. J., Aarti, I., Fielding, K. S., & Hannes, Z. (2013). Journal of Organizational Behavior, 34, 156-175. doi:10.1002/job.1788

Are you interested in promoting "green" efforts in your organization? Then, it is important to know who is inclined to put efforts into environmentally friendly ways. The study focused on individual "green" efforts in the workplace rather than organizational efforts. Fifty-six workers from a wide range of jobs participated in survey questionnaire for pro-environmental attitude and daily diary about their levels of daily affect and pro-environmental behavior. The study examined the main effects and interaction of pro-environmental attitude and daily positive affect on pro-environmental behavior. The results suggest that the pro-environmental attitude is the most consistent predictor of pro-environmental behavior among the variables of the current study both in task-related and proactive ways. Creating organizational climate that supports environmental protection to promote individual pro-environmental attitudes may be helpful to facilitate workplace "green" behavior. Also, through the job design and positive work events, positive affect may be promoted to increase the likelihood of the proactive "green" behavior.

To read the longer summary, click here.

For additional articles on employee surveys by Dr. Chaudron, click here.


Teams/Facilitation

Are you interested in promoting "green" efforts in your organization? Then, it is important to know who is inclined to put efforts into environmentally friendly ways. The study focused on individual "green" efforts in the workplace rather than organizational efforts. Fifty-six workers from a wide range of jobs participated in survey questionnaire for pro-environmental attitude and daily diary about their levels of daily affect and pro-environmental behavior. The study examined the main effects and interaction of pro-environmental attitude and daily positive affect on pro-environmental behavior. The results suggest that the pro-environmental attitude is the most consistent predictor of pro-environmental behavior among the variables of the current study both in task-related and proactive ways. Creating organizational climate that supports environmental protection to promote individual pro-environmental attitudes may be helpful to facilitate workplace "green" behavior. Also, through the job design and positive work events, positive affect may be promoted to increase the likelihood of the proactive "green" behavior.

Healy, L. (2013). Nursing Standard, 27, 26.

In this article, Lynne Healy, a registered nurse, shared her positive team experience, and her reflections. She argues that, "a passionate team with a shared vision can be more than the sum of its parts" (p. 26). A number of factors and initial steps are mentioned in the article.

To read a longer summary, click here.

Additional articles on teams by Dr. Chaudron are here.


Six Sigma

The evolution of production systems: Exploring the sources of Toyota's competitiveness

Fujimoto, T. (2012). Annals of Business Administrative Science, 11, 25-44.

Fujimoto analyzed the manufacturing process and the origin of Toyota's competitive systems. The author argues that Toyota's organizational manufacturing capability emerged as a result of evolutionary process interacting with environmental demands rather than deliberate process. For more comprehensive analysis, understanding, and practical application, not only Toyota's innumerous routines for the quality management and improvement but also must its evolutionary capability with non-routine activities be studied. Its complex coordination-intensive manufacturing system, which is often the focal attention of the competitors, is the results of Toyota's evolutionary process interacting with the environmental demands as opposed to a deliberately formed system.

To read a longer summary, click here.

Additional articles on TQM/Six Sigma by Dr. Chaudron are available here.