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Posts by Layla Zhang:

Response to “The Difficulty in Organizational Change”

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This is a response to Samson’s blog: https://create.twu.ca/chiefanalyzerofthings/2018/11/23/the-difficulty-in-organizational-change/ Thank you for responding to both me and Palak and your blog has synthesized our ideas together. I agree with your analysis people are motivated differently, and it would be impractical to find out each one’s real needs. However, I believe most of the organizational changes can be managed …

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Response to “Competencies at work”

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This is a response to Palak’s post: https://create.twu.ca/psonvane/2018/11/20/competencies-at-work/ Adapting to new conditions (Hughes, Beatty and Dinwoodie, 2014) mentioned in the part of the three most effective competencies in Palak’s post is the valuable one for me as well. Although we live in different countries and engage in different professional work, the adaptation matters the same. Adapting …

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Competencies and Principles

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Part 1 Three types of competencies and application  1. The Five Leadership Competencies (Lepsinger, 2010) Enhance and maintain employee self-esteem Set challenging goals Create a supportive environment Catch people doing something right Provide constructive feedback 2. Strategic thinking competencies (Hughes, Colarelli-Beatty, & Dinwoodie, 2014) Scanning Visioning Reframing Making common sense System thinking 3. Competencies for …

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Response to Sally’s response to post 7.1

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This is a response to Sally Hinksman’s post: https://create.twu.ca/sally81/2018/11/15/response-to-cooperation-in-a-national-company-of-china-seems-effective-yet-conflicts-lie-underneath/ Sally has raised many critical questions in her post, and those questions perfectly concern with several profound “factors” in the organization. I am going to address three of them and be honest as much as I can. ” Is this more of an ideology of obedience for […]

Response to Wafa’s response to 7.1 leader’s post

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This is a response to Wafa Siyam’s post: https://create.twu.ca/twuwafasiyam/response-to-cooperation-in-a-national-company-of-china-seems-effective-yet-conflicts-lie-underneath-lylas-post-7-1-ldrs-501/ Thank you, Wafa! I have learnt a lot from your sharing. I found two aspects which are valuable for my organization to improve communication policy and cooperation. First, the communication between levels, departments, and employees is vitally crucial for operating organizational strategy. I believe this is what […]

Cooperation in a National Company of China: Seems Effective, yet Conflicts Lie Underneath

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I work for State Grid, a national electric utility monopoly of China. The headquarters of State Grid is in Beijing, and each province has a provincial branch. The vision of the company is to build up a world-class power grid and a world-class enterprise (State Grid, 2018). To translate the vision, the company coins “ensure safer, more economical, […]

Notes of “LSE Events | Prof. Richard Rumelt | Good Strategy/Bad Strategy: the difference and why it matters”

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People are surprised when they see an actual strategy.  They don’t expect to see a strategy, we expect to see our leaders espouse fluffy goals and try to do everything. Strategy is about focus. Strategy is about how you are going to get there. You understand the problem, and devise an approach to deal with …

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Response to Sally’s “The three questions”

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This is the response to Sally’s post: https://create.twu.ca/sally81/2018/10/25/the-three-questions-blog-post-4-1/ I was totally shocked after reading Sally’s post. It is incredible, and the perspectives in the blog are inspiring. Especially, the way in which Sally well combined two stories with the strategic knowledge made me realize leadership stems from our daily life. Rather than complaining it is hard …

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Response to Sadie’s “Strategic leadership and me!”

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This is a response to Sadie’s blog https://create.twu.ca/ldrs501/2018/10/25/strategic-leadership-and-me/ Hi, Sadie. It is a nice to treat to read your blog, and I found a lot of shared feelings in your post. The teacher who would not share any resources or knowledge sounds very similar to many employees in my organization, and most of them are in …

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“If I had a chance”

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Part 1. The best steps I envision for developing performance best practices across all areas of the organization. Human Resources: Adding an appropriate portion of Individual Performance Evaluation in the salary structure. Step 1. In the light of compensation policy (Galbraith, 2014), redesigning the salary structure and adding individual performance evaluation is imperative for human …

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