DTB Services - Our Ideas

DTB Services blog is all about thoughts and articles exploring the theories, practices and possibilities of how organisations (public and private) can achieve desired results and deliver intended value through better management of performance, learning, talent and organisational development

Organizational Structure as an Academy

Organizational Structure as an Academy
What I do want in this post is explore how one might approach structuring the curriculum of an organization. The goal of such a curriculum is to develop professionals in all types of roles, in such a way that performance at the top level or grade of that role type can be matched to a specific academic achievement level from a professional academic ...
Continue reading
  454 Hits
454 Hits

Learning as a behavioral response to performance and growth expectations

Learning as a behavioral response to performance and growth expectations
This is a summary post that presents 5 other posts exploring how activities that derive their meaning from results directed at delivering clear value automatically activate learning behavior and thus agility. The more we are able to focus our expectations of people and teams on results and value, the more we will begin to see the ful...
Continue reading
  359 Hits
359 Hits

Organizations don't change, the people in them do

organizations_dont_change
I don't think you can do anything to impact an organization or change organizations by trying to change "the Organization." Granted the organization is an entity, a living organism and all that. However, I have heard people ascribe behavior to 'the organization' which I think is convenient but not effective when we are trying to impact change. For ...
Continue reading
  397 Hits

Copyright

© Dehumo Bickersteth

397 Hits

Setting individual performance goals to drive collaboration and deliver organizational results

meaningful_jobs Setting performance goals to drive collaboration
As a teacher in a vocational school years ago, I remember the challenges that came with grading group projects. How do you decide who gets what grade especially when the level of contribution varies across members? I remember I always asked myself "why exactly did I give a group project?". Perhaps the way to assign grades is somewhere in the answer...
Continue reading
  910 Hits
910 Hits

An Introduction to role-task, work-based development plans

my_potential_ny_growth
Development plans sound like a great idea but somehow installing this as a practice in organizations can sometimes be quite challenging. There is a tendency to focus so much on the 'template' that we forget the actions the template is supposed to scaffold and enable, and the results and value those actions are supposed to achieve and deliver. ...
Continue reading
  763 Hits
763 Hits

Enabling Career and Professional Development Through Work Experience

enabling_career_profession_development
I have spent a lot of time reflecting on how important it is for theory and practice to come closer. In recent years, t here seems to be an increase in focus on closer integration of theory with practice within a wide range of occupations which has increased the attention on the idea of scholar-practitioners. In a related capacity, there appears to...
Continue reading
  451 Hits
451 Hits

Do any of these questions sound familiar?

question_sw
  It is our belief that a lot of what we need to address the situations we encounter and achieve desired outcomes are available to us. The task before us often is whether we have the knowledge to ask the right questions that frame the situation in ways that activate the right skills to act and if so, do we possess the skills to perform the act...
Continue reading
  151 Hits
151 Hits

Organising Knowledge and Developing a Curriculum

orgk_dtbs_blog
The challenge facing most learning and development organizations trying to be holistic in addressing the needs of the employees as individuals and the organization as a whole is the depth and breadth of knowledge and skills to be managed. All attempts so far tend to either focus on a few areas normally focused on the leadership domain, specifically...
Continue reading
  234 Hits
234 Hits

Product strategy that aligns training products with capability building goals

cps4_dtbs_blog
There are 3 levels of knowledge & skills for both professional and leadership domains that we use to manage our approach to training products. They are presented in the table below: For the professional domain, we recommend building from top down, from generic to specific meaning global to local. This is because we believe the global industry p...
Continue reading
  415 Hits
415 Hits

Frameworks applied to frontline role

dtbs_framework_applied_to_frontline_role_3
As we think about roles and jobs in the organisation, we consider what they will look like when viewed through the lenses of our frameworks. If you are unfamiliar with our frameworks or our approach to knowledge, skill and will, please see our earlier posts on this, specifically this one titled: Knowledge, Skill and Will - Applying Our Framework to...
Continue reading
  159 Hits
159 Hits

Importance of Job definition to Learning and Talent Development

key_elements_edited
  When the learning and talent development strategy focuses on creating a workplace environment that encourages and supports learning behaviour, the meaning employees associate with their jobs becomes an extremely important consideration and variable in the design of products and interventions. As reflected in this post " rethinking the role o...
Continue reading
  344 Hits
344 Hits

Understanding Capabilities in an Organizational Context

undersanding_capabilities

In these series on performance, learning, talent in an organisational context, I have explored a lot of the key constructs that drive the learning behaviour in organisations. In this post, I go into a lot more detail covering the mechanisms by which these concepts operate as variables to drive learning behaviour in organisations and how to leverage these variables either as in individual, a manager or an executive to achieve desired results and deliver desired value. 

Continue reading
  152 Hits
152 Hits

Understanding Complexity and Proficiency in an Organizational Context

complexity_and_proficiency

In previous posts under this same series, I shared a holistic overview of the framework and then proceeded to explore performance in more details. Now, in this post, I will explore the concepts of complexity and proficiency in more detail. 

Continue reading
  161 Hits
161 Hits

Understanding Performance in an Organizational Context

understanding_performance

Performance is a key construct that underpins a lot of what we try to do with people in organisations, yet the consistency of understanding needs to be signficantly improved if we are to truly leverage the human potential to perform. This is really about having a view of the different aspects of performance so that we can decide which ones we are targetting or expecting to be demonstrated either form ourselves or as managers or as the HR function supervising the process to make it fair and credible. 

You can watch the 30-second overview and then the full details.

Continue reading
  210 Hits
210 Hits

Performance, Learning, Talent in an Organizational Context

performance_learning_talent_organization

I have always wondered why, in organizations, simple problems tend to go unresolved? Why do obvious opportunities remain under leveraged? Why does it seem like human beings at work are less capable than the same human beings at home?

While I am not suggesting that there is a simple way to solve these, I do believe there are some basic principles, that if consistently applied, might reduce their occurrence. 

Continue reading
  185 Hits
185 Hits