The greatest threat to the survival of law firms isn’t technological, but psychological.
Two words – Amazon Law – encapsulate the beginning of a disruption which will have consequences not only on a single industry but also at a societal level. An unconscious threat to the identity of one of the world’s oldest professions starts to creep in from different angles.
Read the article at INSEAD Knowledge.
by Hal Gregersen and Roger Lehman
Leaders can better manage large-scale transformation by helping employees adapt to new identities rather than new tasks.
In a recent workshop, we assembled a group of managers involved in large-scale digital transformation initiatives in their various organizations. As part of the discussion, we first asked them how they would describe their roles in those change initiatives. (…) Next, we asked them to imagine the digital transformation really taking hold and to name roles that would be most valuable in driving that success. And here was the interesting disconnect: For the most part, their answers to the two questions were different. Evidently, if these managers wanted to have a meaningful impact on their organizations’ futures, they would have to do some role adjustment.
Read the article at the MIT Sloan Management Review.
Our relationship to products and brands is complicated. Our opinion of them is shaped by how they make us feel as much as what they do for us. Tim Kobe, founder of strategic design firm Eight Inc., knows this all too well. Starting with his pioneering work on the initial Apple Store concepts, he’s helped global brands find their voice — and new heights of profitability — by leveraging the emotional experience they provide to customers. Kobe and Roger Lehman, INSEAD Senior Affiliate Professor of Entrepreneurship and Family Enterprise, wrote the new book Return on Experience, which explains how and why great experiences are what move the needle most for companies these days. Essentially, it’s all about empathy, expressed through great design that provides “extraordinary human success”. Example: the contagious creativity and innovative spirit infused in the first iPhones. But too many executives are suspicious of leveraging empathy as a business value. Consequently, they risk missing out on the greatest source of value they could bring to their customers and organisation.
Click here or the image to listen to the podcast at INSEAD Knowledge:
Purchase Return on Experience here.
Related INSEAD Knowledge article: Who’s Afraid of the Experience Economy?
Click here or the image to watch the interview by Eight Inc.
Join us for an hour-long conversation with Co-Authors, Tim Kobe, Founder and CEO of Eight Inc., and Roger Lehman, Psychoanalyst, MIT Senior Lecturer & Emeritus Senior Affiliate Professor, INSEAD, as they discuss their new book, Return on Experience.
Led by Wu Chen, Managing Director of The Economist Global Business Review, we’ll dive into the fundamental belief that design is integral to everything we do and that all human existence has been a result of a progression of successful design outcomes.
Return on Experience is a reflection on the nature of how to see design and to understand the things we create.
On Dec 3rd, the third edition of the book “Mediação de Conflitos para Iniciantes, Praticantes e Docentes” (Portuguese for “Conflict Mediation for Beginners, Practitioners and Teachers”) was published in Brazil by Editora JusPodivm (in Portuguese).
The book was coordinated by Tania Almeida. Samantha Pelajo and Eva Jonathan, and co-authored by dozens of specialists on mediation.
It includes a chapter on “International Mediation” contributed by Pluris (Nuno Delicado and Horacio Falcão). The chapter offers a framework to analyze the implications for mediation of different cross-cultural settings (e.g., different combinations of cultural preferences by the mediator and each of the parties), using Geert Hofstede’s cultural dimensions (Power Distance, Individualism vs Collectivism, Masculinity vs Femininity, Uncertainty Avoidance, Long-term Orientation), and adding Edward Hall’s Direct/Indirect Communication. It also offers guidance on how to develop the profile of an international mediator, and on potential paths to work in the field.
Click here to purchase or to read an excerpt.
Virginia da Graça and Nuno Delicado interviewed by Torrey Peace, in the Aid for Aid Workers podcast, about the zero-dollar mindset in Sport for Life.
In today’s episode Virginia da Graca and her colleague Nuno Delicado share a tremendous challenge they faced which we all fear— that is, having less funding for programming. But in this case, their funding wasn’t just slashed a few thousand dollars— it actually went from an annual budget of $77,000 to zero— yes, ZERO.
Being in this situation made them challenge assumptions about what operating costs are absolutely necessary. It also forced them to come up with creative solutions to meet their zero budget. The result? A more committed team, more committed community participants and a motivation to succeed which is contagious.
Of course I don’t expect you to dump all your funding tomorrow to be in a similar situation, but I think this episode will make you challenge your assumptions around what is possible in working with communities as well as how much can be done with a team committed to your mission.
Click here or the image to access the podcast.
Victims of intergenerational adversity can channel the darkness of the past into five uniquely positive values: Resilience, Forgiveness, Empathy, Justice, Perseverance.
Read the article at INSEAD Knowledge.
Based on the article on Frontiers in Psychology: Collective Traumas and the Development of Leader Values.
Abstract: The number of worldwide traumatic events is significant, yet the literature pays little attention to their implications for leader development. This article calls for a consideration of how collective trauma such as genocide and the Holocaust can shape the values of leaders, who are second- and third-generation descendants. Drawing on research on the transgenerational transmission of collective trauma and leader values, we show how collective trauma resides in (1) cultural rituals and artifacts, (2) community events and commemorations, and (3) family narratives is transmitted to leader descendants through at least three channels: social learning, social identity, and psychodynamics. We also offer propositions that recommend ways in which the transmission of these repositories can shape certain leader values that guide leader behaviors. Our conceptual review suggests that the transmission of collective trauma on leader development and leader values remains under-researched, offering prospects for new research and learning on the origins and seeds of leader development.
Read the full article at Frontiers in Psychology.
I hosted this webinar, as part of the series of webinars aimed at social entrepreneurs developed by the EIB Institute* in collaboration with Católica-Lisbon (link to the webinar page on EIB’s website).
Win-lose negotiations often generate unpleasant dynamics and poor outcomes. However, there are also many misconceptions associated with win-win negotiations. In this webinar, common mistakes in win-win negotiations were discussed in order to help entrepreneurs build awareness of them and improve negotiation results through conscious practice. The goal of the webinar was to help them get more of what they want (while building healthy relationships).
*The EIB Institute was set up within the EIB Group (European Investment Bank and European Investment Fund) to promote and support social, cultural, and academic initiatives with European stakeholders and the public at large
by Saerom Choi and Nuno Delicado for SportImpact
Impact assessment may not be rocket science, but it is also not the most linear process. Unlike financial accounting, there are not yet Generally Accepted Impact Assessment Principles to follow. Or “impact accountants” that we can hire to prepare our impact reports. That may explain why, while agreeing assessing impact is important, many organizations still don’t do it and hesitate to make it a true priority.
Contents:
1. Identify Objectives
2. Define the Theory of Change
3. Choose Indicators
4. Collect Data
5. Analyze Data
6. Report Impact
7. Take Action
Click here or the image to read.
