Elettronica stampata in 3D: se ne parlerà a Milano al Vodafone Theatre | 3d Printing

 

Durante il convegno, i leader internazionali del settore si incontreranno per fornire una visione concreta dei prossimi scenari tecnologici e stabilire un punto di incontro con l’industria, il mercato e la ricerca sulle tematiche dell’additive manufacturing, alla presenza di produttori, esperti, responsabili d’azienda e professionisti.

I guru del settore racconteranno i  prossimi step tecnologici e di innovazione a livello mondiale, delineando i temi strategici del futuro dell’additive manufacturing tra tecnologie, materiali, trend e case history di eccellenza.

Elettronica stampata in 3D: se ne parlerà a Milano

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Sei pronto per il futuro?? via Insider Pro

10 abilità di cui avrai bisogno nel 2020

Il report “The Future of Jobs” presenta un sondaggio condotto fra i dirigenti di oltre 350 aziende, appartenenti a nove settori industriali di 15 delle più grandi economie del mondo, in cui sono state chieste previsioni su come il progresso tecnologico obbligherà il mercato del lavoro a evolversi. Diamo un’occhiata alla top ten delle capacità professionali che, secondo gli intervistati, saranno maggiormente richieste da qui al 2020.

10. Flessibilità cognitiva

9. Capacità di negoziazione

8. Orientamento al servizio

7. Capacità decisionali e di giudizio

6. Intelligenza emotiva

5. Coordinamento

4. Gestione del personale

3. Creatività

2. Pensiero critico

1. Risoluzione di problemi complessi

Allora? Sei pronto per il futuro??

Leggi di più su ogni singola capacita’ su https://insider.pro/it/article/64477/

Digital hives: Creating a surge around change – via McKinsey

Digital hives: Creating a surge around change

Online communities are helping companies engage with employees to accelerate change.

 

New lessons are emerging for executives striving to harness the power of social media in the cause of wider employee participation. Clearly, there’s more to success than just investing heavily in the latest Enterprise 2.0 technology platforms.

Large-scale engagement of the workforce requires, first and foremost, a firm grasp of organizational culture and its social dynamics, a psychological understanding of what triggers new behavior, a determination by management to loosen if not relinquish its traditional top-down approach, and an ability to demonstrate how digital activities complement offline or other real-world events.

Four ways to drive change

Here we present four specific approaches to the creation of what we call digital “hives”—electronic hubs bristling with collective activity and designed to solve a particular problem or set of problems, to drive new habits, and to encourage organizational change (exhibit). Digital tools to facilitate networking and collaboration propel these “horizontal” cascades, which at their best can weave new patterns of engagement across geographic and other organizational boundaries. In this way, they make it possible to have new conversations around problem solving, unlock previously tacit knowledge, and speed up execution.

Digital hives facilitate a collective approach to problem solving

1. Engaging the workforce in better strategy

Best practice in the formulation of strategy and in organizational change has long been to craft a “story” at the top and then to cascade it through lower echelons of the organization. […] Employees on the shop or office floor often feel like passive recipients.

That’s beginning to change, though, thanks to social technologies.

There are still relatively few social strategy-development processes, but the tools are getting more powerful, and the scale and scope of such efforts are more impressive.

Using the “management hackathon” concept—an integrated multistage platform that allows participants to discuss ideas, express opinions, and contribute expertise collectively2 —a successful consumer-goods company recently involved its entire organization in an open-source strategy process.

This effort started with an organization-wide online discussion about risks to the company’s growth engine from higher input costs, stagnant industry growth, and a growing competitive threat from imitators to certain products and the business model. These risks then formed the basis for a bottom-up process that spawned over a thousand new strategic insights using a combination of in-person meetings and workshops as well as online channels.

2. Connecting silos with a social chain

One of the biggest organizational challenges is to break siloed behavior and get employees talking to one another and cooperating across intracompany boundaries.

One promising social-technology experiment we’ve observed is what we call the “social chain”: a digital platform that links everyone working in a particular value chain inside a company.

The social chain allows employees to work “out loud” online by sharing how they do things. It also encourages people who were previously isolated in part of the chain to identify areas where they depend on others and to tackle problems or bottlenecks collaboratively. Chain leaders can monitor these conversations and inject their own insights when appropriate.

 To push people into the hive, managers discouraged communication through meetings and e-mail.

3. Enlisting key customers to improve the proposition

Thanks to the power of social technologies, a company that mobilizes such people can solicit specific ideas for improving its customer proposition and demonstrate its client-centricity more broadly.[…]

Or a company might create social “mystery shoppers” who follow internal conversations anonymously and comment on them.

4. Uniting a dispersed sales force to drive higher sales

These reps traditionally had spent several weeks at a time on the road, rarely checking in with the head office and therefore operating in a feedback and knowledge vacuum. Inevitably, they had become disconnected from the organization, and performance suffered.

Staff at the center collected ideas based on intelligence gleaned from the calls and e-mails of the sales reps themselves and from district managers familiar with current issues in the beverage trade. The company also analyzed customer data highlighting pockets of fiercer-than-normal competition or SKUs that were selling particularly well. Such insights were then shared with reps and agents, who each received two or three personalized SMS messages a day. Managers could further use this rudimentary social platform to communicate with the sales force by, for example, congratulating teams when they hit milestones and generally celebrating success. The company also created a call-center “leaderboard” allowing executives to track the agents most responsive to the new information at their disposal. The executives then freed up time for these “early adopters” to coach their peers, provide feedback, and strengthen the system with additional insights.

A new mind-set for senior managers

Leading while letting go

Creating these hives requires a delicate balancing act—not least a willingness by top managers to let go. Managers should not be afraid to commit themselves explicitly to acting on the results of these initiatives and should encourage unrestrained participation, however unpredictable the consequences.

Looking inward

The growing use of social tools to drive employee engagement provides particular opportunities for senior executives to improve role modeling. When people reflect on their behavior, they tend to rely on their own often sketchy perceptions and faulty memories. With many digital technologies, however, people can now track their behavioral footprint—for example, by analyzing conversational threads in microblogs .

Becoming more responsive

Mobilizing a crowd requires companies to anticipate the crowd’s expectations. Executives can maintain pace and encourage deeper engagement only through transparent feedback and rapid follow-up.

Unleashing collective intelligence through a hive will be more successful if managers think ahead and develop an agile, scrum-like response capability outpacing that of smaller offline programs.

Read full article here

Continue reading Digital hives: Creating a surge around change – via McKinsey

Your Late-Night Emails Are Hurting Your Team – via HBR

Regardless of your intent, I’ve found through my experience with hundreds of companies that there are two reasons late-night email habits spread from the boss to her team:

Ambition. If the boss is emailing late at night or on weekends, most employees think a late night response is required — or that they’ll impress you if they respond immediately. Even if just a couple of your employees share this belief, it could spread through your whole team. A casual mention in a meeting, “When we were emailing last night…” is all it takes. After all, everyone is looking for an edge in their career.
Attention. There are lots of people who have no intention of “working” when they aren’t at work. But they have poor attention management skills. They’re so accustomed to multitasking, and so used to constant distractions, that regardless of what else they’re doing, they find their fingers mindlessly tapping the icons on their smartphones that connect them to their emails, texts, and social media. Your late-night communication feeds that bad habit.

Being “always on” hurts results. When employees are constantly monitoring their email after work hours — whether this is due to a fear of missing something from you, or because they are addicted to their devices — they are missing out on essential down time that brains need. Experiments have shown that to deliver our best at work, we require downtime. Time away produces new ideas and fresh insights. But your employees can never disconnect when they’re always reaching for their devices to see if you’ve emailed.

Creativity, inspiration, and motivation are your competitive advantage, but they are also depletable resources that need to be recharged.

Incidentally, this is also true for you, so it’s worthwhile to examine your own communication habits.

Company leaders can help unhealthy assumptions about email and other communication from taking root.

Ditch the phrase “time management” for the more relevant “attention management” and make training on this crucial skill part of your staff development plan.
Refrain from after-hours communication.
Model and discuss the benefits of presence, by putting away your devices when speaking with your staff, and implementing a “no device” policy in meetings to promote single-tasking and full engagement.
Discourage an always-on environment of distraction that inhibits creative flow by emphasizing the importance of focus, balancing an open floor plan with plenty of quiet spaces, and creating part-time remote work options for high concentration roles, tasks, and projects.

read full article here

How Being a Good Manager Can Make You a Bad Innovator – via Forbes

[…] As the pace of uncertainty continues to increase, managers will need to learn a new set of management tools. They need entrepreneurial management—the principles used in effective start-ups—rather than traditional management (see graphic: When to Use Entrepreneurial vs. Traditional Management). Continue reading How Being a Good Manager Can Make You a Bad Innovator – via Forbes

How to Overcome Burnout and Stay Motivated – via HBR

In large part, it’s because we’re surrounded by devices that are designed to grab our attention and make everything feel urgent.” Heidi Grant Halvorson, a social psycologist.

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Put away your digital devices Continue reading How to Overcome Burnout and Stay Motivated – via HBR

Are you ready for 3-D printing? – via McKinsey & Co

There have been false dawns before, but this technology is poised to deliver cost benefits and to advance innovation in manufacturing.are you ready for 3d printing

The coming years will bring new opportunities and challenges. Companies with savvy executives who raise awareness, fill talent gaps, and build the necessary organizational capabilities will be well positioned to benefit from this breakthrough technology.

read full article here.

Get Your Passion Project Moving Without Quitting Your Day Job – via HBR

Great & inspiring reading for all Entrepreneurs!!

What the Experts Say: Knowing where your professional passions lie puts “you in a good position”

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An idea is certainly a promising start, but executing it while holding down a busy fulltime job is undoubtedly a challenge. “You’ve nailed the one percent inspiration, now it’s time for the 99% perspiration,”

“If you are committed to making it happen, there are ways,” says Clark. So, whether you want to start a company that could become The Next Big Thing or you have a hobby that you’d like to spend more time on, here are some ideas to get your idea up and running….

 

Be brave
 “Following your passion might seem daunting, but if you’ve planned your transition well, you’re not taking a heedless risk.” Instead, you’re making an “investment in your happiness and in your future.”

read more here

This is a must watch Video! The Future of the Internet and Digital Economy – Davos

The Future of Internet and the impact of the ongoing digital revolution on the Economic Global growth.

Inspiring panel at the World Economic Forumn in Davos with Chiefs of Facebook, Google, Microsoft, Vodafone who are leading the revolution talking about how people’s life is changing driven by “data” push!

Here the link to the video

the future of digital economy

#Facebook at work: al via i test su un nuovo social network per l’ufficio – via ilSole24ore

Facebook conferma quanto scritto dal Financial Times lo scorso novembre: a breve offrirà un nuovo servizio dedicato alla vita professionale. L’azienda dice che sta iniziando a testare «Facebook at Work» insieme a «selezionati partner pilota». L’app sarà visibile sugli app store di iOS e Android e disponibile solamente per i partner dei test.

read here full article