Organizational development can seem like an abstract and distant concept, but it's also a very practical method. In this article, I want to gather some thoughts about organizational development diagnosis: what it is, why it is useful, and what can be achieved from it
This weekend, I reached a strange milestone: I bought my first pair of Birkenstock sandals. They're ugly. Really, very ugly. I checked, and they look bad in every color. But because of their anatomical design, I can walk in them without pain, unlike in normal sandals.
Regarding investments, we also carried out a process improvement similar to what I described in my previous post. The aim here was to always maximize the use of the available or unexpectedly appearing investment budget
Last, but not least, came the reorganization of processes because it takes much less time if something runs systematically rather than firefighting or rushing. Our two most useful developments were the tracking of the maintenance costs and the introduction of the yearly investment cycle
As the topic of personal and organizational development constantly interests me, I often find new viewpoints in unexpected places. This time, it was on pages 20-23 of the book "Light on Yoga" by B.K.S. Iyengar
Yesterday my friend Laci, whom I haven't heard from in a while, called me and asked how I was doing. After a short conversation, he blurted out that he saw that I had started working with organizational development
"You see, what you say is good, I didn't even think about that, that it's not enough to develop myself, see things, and move forward, but I also have to pull them along
We often underestimate the possibilities of what we can do in our free half hours and the amazing potential that as a leader we can influence the organization for which we are responsible
Most fejeztem be Yuval Noah Harari Sapiens című könyvét, és egy érdekes gondolatra bukkantam: „Szociológiai kutatások kimutatták, hogy egy pletyka által szerveződő csoport legnagyobb természetes