Margaret Heffernan: Forget the superchicken pecking order: Difference between revisions
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[[File:Margaret Heffernan.jpg|thumb| | [[File:Margaret Heffernan.jpg|thumb|191x191px]] | ||
{{NBS}}https://www.ted.com/talks/margaret_heffernan_why_it_s_time_to_forget_the_pecking_order_at_work?language=en (16 Minute Video)<br> | {{NBS}}https://www.ted.com/talks/margaret_heffernan_why_it_s_time_to_forget_the_pecking_order_at_work?language=en (16 Minute Video)<br> | ||
== Forget The Super Chickens == | ==Forget The Super Chickens== | ||
Organizations are often run according to "the superchicken model," where the value is placed on star employees who outperform others. | Organizations are often run according to "the superchicken model," where the value is placed on star employees who outperform others. | ||
*And yet, this isn't what drives the most high-achieving teams. | *And yet, this isn't what drives the most high-achieving <big>teams</big>. | ||
*Business leader Margaret Heffernan observes that it is social cohesion — built every coffee break, every time one team member asks another for help — that leads over time to great results. | *Business leader Margaret Heffernan observes that it is social cohesion — built every coffee break, every time one team member asks another for help — that leads over time to great results. | ||
*It's a radical rethink of what drives us to do our best work, and what it means to be a leader. | *It's a radical rethink of what drives us to do our best work, and what it means to be a leader. | ||
*Because as Heffernan points out: "Companies don't have ideas. Only people do." | *Because as Heffernan points out: "Companies don't have ideas. Only people do." | ||
== See Also == | ==See Also== | ||
*[https://www.ted.com/talks/margaret_heffernan_dare_to_disagree#t-747301 '''TED Talk''': Dare To Disagree, Openness Is The Begining] | *[https://www.ted.com/talks/margaret_heffernan_dare_to_disagree#t-747301 '''TED Talk''': Dare To Disagree, Openness Is The Begining] | ||
*[https://www.ted.com/talks/margaret_heffernan_the_dangers_of_willful_blindness#t-399705 '''TED Talk''': The Dangers Of Willful Blindness] | *[https://www.ted.com/talks/margaret_heffernan_the_dangers_of_willful_blindness#t-399705 '''TED Talk''': The Dangers Of Willful Blindness] | ||
*[ | *[https://wikidelphia.org/A_Culture_of_Helpfulness A Culture of Helpfulness] | ||
[https://wikidelphia.org/Margaret_Heffernan:_Forget_the_superchicken_pecking_order On Wikidelphia] | [https://wikidelphia.org/Margaret_Heffernan:_Forget_the_superchicken_pecking_order On Wikidelphia] | ||
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[[Category:Issue-Workshop Yvonne 1]] | [[Category:Issue-Workshop Yvonne 1]] | ||
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Latest revision as of 11:47, 1 June 2024
https://www.ted.com/talks/margaret_heffernan_why_it_s_time_to_forget_the_pecking_order_at_work?language=en (16 Minute Video)
Forget The Super Chickens
Organizations are often run according to "the superchicken model," where the value is placed on star employees who outperform others.
- And yet, this isn't what drives the most high-achieving teams.
- Business leader Margaret Heffernan observes that it is social cohesion — built every coffee break, every time one team member asks another for help — that leads over time to great results.
- It's a radical rethink of what drives us to do our best work, and what it means to be a leader.
- Because as Heffernan points out: "Companies don't have ideas. Only people do."