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	<title>Directionally Correct &#187; productivity</title>
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	<link>http://russaebig.com/directionallycorrect</link>
	<description>Thoughts About the Corporate World We Live In</description>
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		<title>Organizational &#8220;How&#8221;</title>
		<link>http://russaebig.com/directionallycorrect/2011/08/16/organizational-how/#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://russaebig.com/directionallycorrect/2011/08/16/organizational-how/#comments</comments>
		<pubDate>Tue, 16 Aug 2011 10:14:52 +0000</pubDate>
		<dc:creator>Russ Aebig</dc:creator>
				<category><![CDATA[Consulting]]></category>
		<category><![CDATA[Process]]></category>
		<category><![CDATA[organization]]></category>
		<category><![CDATA[people]]></category>
		<category><![CDATA[productivity]]></category>
		<category><![CDATA[simplicity]]></category>

		<guid isPermaLink="false">http://russaebig.com/directionallycorrect/?p=1223</guid>
		<description><![CDATA[Wouldn't it be nice if it organizational institutionalization was as easy as making a pronouncement of the change, waving your magic wand, saying a few words channeled through your inner warlock, and poof! the change was made.  Sadly the real world is far more complex... <a href="http://russaebig.com/directionallycorrect/2011/08/16/organizational-how/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>http://russaebig.com/directionallycorrect/2011/08/16/organizational-how/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>Move to Information Trumping Process</title>
		<link>http://russaebig.com/directionallycorrect/2011/04/24/move-to-information-trumping-process/#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://russaebig.com/directionallycorrect/2011/04/24/move-to-information-trumping-process/#comments</comments>
		<pubDate>Mon, 25 Apr 2011 05:44:06 +0000</pubDate>
		<dc:creator>Russ Aebig</dc:creator>
				<category><![CDATA[Consulting]]></category>
		<category><![CDATA[Process]]></category>
		<category><![CDATA[Technology]]></category>
		<category><![CDATA[capability]]></category>
		<category><![CDATA[change]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[organization]]></category>
		<category><![CDATA[productivity]]></category>
		<category><![CDATA[social technology]]></category>

		<guid isPermaLink="false">http://russaebig.com/directionallycorrect/?p=1211</guid>
		<description><![CDATA[...This is not as obvious as some of the trends that we see all around us, but I have no doubt about its certainty. In many ways this is a natural outgrowth of several other trends we are in the midst of... <a href="http://russaebig.com/directionallycorrect/2011/04/24/move-to-information-trumping-process/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>http://russaebig.com/directionallycorrect/2011/04/24/move-to-information-trumping-process/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Celebration of Shadow IT</title>
		<link>http://russaebig.com/directionallycorrect/2010/04/25/celebration-of-shadow-it/#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://russaebig.com/directionallycorrect/2010/04/25/celebration-of-shadow-it/#comments</comments>
		<pubDate>Sun, 25 Apr 2010 12:30:16 +0000</pubDate>
		<dc:creator>Russ Aebig</dc:creator>
				<category><![CDATA[Management]]></category>
		<category><![CDATA[People / Talent]]></category>
		<category><![CDATA[Process]]></category>
		<category><![CDATA[productivity]]></category>
		<category><![CDATA[workforce dynamics]]></category>

		<guid isPermaLink="false">http://russaebig.com/directionallycorrect/?p=910</guid>
		<description><![CDATA[All those of you who have participated in a Sarbanes-Oxley audit hold up your hand?  Good.  Now, how many of you have been involved in documenting the processes under scrutiny by the Act?  I see fewer hands up.  For those of you with your hands still up, do you notice something interesting in each of these processes?  Thats's right, there's a healthy dose of technology inside these processes - and a healthy percentage of this was developed by people who don't work within... <a href="http://russaebig.com/directionallycorrect/2010/04/25/celebration-of-shadow-it/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>http://russaebig.com/directionallycorrect/2010/04/25/celebration-of-shadow-it/feed/</wfw:commentRss>
		<slash:comments>4</slash:comments>
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		<item>
		<title>IT Cost Management via Your Ecosystem</title>
		<link>http://russaebig.com/directionallycorrect/2010/04/13/expense-management-via-your-ecosystem/#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://russaebig.com/directionallycorrect/2010/04/13/expense-management-via-your-ecosystem/#comments</comments>
		<pubDate>Tue, 13 Apr 2010 23:43:52 +0000</pubDate>
		<dc:creator>Russ Aebig</dc:creator>
				<category><![CDATA[Management]]></category>
		<category><![CDATA[People / Talent]]></category>
		<category><![CDATA[Process]]></category>
		<category><![CDATA[consultant]]></category>
		<category><![CDATA[contractor]]></category>
		<category><![CDATA[ecosystem]]></category>
		<category><![CDATA[people]]></category>
		<category><![CDATA[productivity]]></category>

		<guid isPermaLink="false">http://russaebig.com/directionallycorrect/?p=888</guid>
		<description><![CDATA["Cut your costs by 15%, I'll need your report on how you will do this by Friday."

Ominous words, but words which are all too common these days.  People are stretched pretty thin as it is and if your company is like most people, the work being done isn't going away.  How will you do this? <a href="http://russaebig.com/directionallycorrect/2010/04/13/expense-management-via-your-ecosystem/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>http://russaebig.com/directionallycorrect/2010/04/13/expense-management-via-your-ecosystem/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>Attraction of Identity</title>
		<link>http://russaebig.com/directionallycorrect/2010/02/21/attraction-of-identity/#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://russaebig.com/directionallycorrect/2010/02/21/attraction-of-identity/#comments</comments>
		<pubDate>Sun, 21 Feb 2010 14:17:45 +0000</pubDate>
		<dc:creator>Russ Aebig</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[brand]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[productivity]]></category>
		<category><![CDATA[workforce dynamics]]></category>

		<guid isPermaLink="false">http://russaebig.com/directionallycorrect/?p=833</guid>
		<description><![CDATA[As an organization, who are you? What is your internal and external story? If you cannot crisply define yourself in a few words you likely have a problem on your hands. <a href="http://russaebig.com/directionallycorrect/2010/02/21/attraction-of-identity/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>http://russaebig.com/directionallycorrect/2010/02/21/attraction-of-identity/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>Hey CIO, How Are Your HR/OD Skills?</title>
		<link>http://russaebig.com/directionallycorrect/2009/11/30/hey-cio-how-are-your-hrod-skills/#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://russaebig.com/directionallycorrect/2009/11/30/hey-cio-how-are-your-hrod-skills/#comments</comments>
		<pubDate>Mon, 30 Nov 2009 13:45:03 +0000</pubDate>
		<dc:creator>Russ Aebig</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[organization]]></category>
		<category><![CDATA[people]]></category>
		<category><![CDATA[Process]]></category>
		<category><![CDATA[productivity]]></category>

		<guid isPermaLink="false">http://russaebig.com/directionallycorrect/?p=759</guid>
		<description><![CDATA[Organizations morph.  Sometimes the change is slow over time, sometimes rapid as part of a merger.  What was effective structurally at one point inevitable deconstructs as the organization it supports changes. As people move in and out of the organization personalities change the roles and by association how the work gets done. Informal structures emerge and at some point the formal organization becomes a hinderance as opposed to a means to facilitate and support successful results. <a href="http://russaebig.com/directionallycorrect/2009/11/30/hey-cio-how-are-your-hrod-skills/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>http://russaebig.com/directionallycorrect/2009/11/30/hey-cio-how-are-your-hrod-skills/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>30x: Personal Effort vs Corporate Effort</title>
		<link>http://russaebig.com/directionallycorrect/2009/08/17/personal-effort-vs-corporate-effort/#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://russaebig.com/directionallycorrect/2009/08/17/personal-effort-vs-corporate-effort/#comments</comments>
		<pubDate>Mon, 17 Aug 2009 11:30:09 +0000</pubDate>
		<dc:creator>Russ Aebig</dc:creator>
				<category><![CDATA[People / Talent]]></category>
		<category><![CDATA[Technology]]></category>
		<category><![CDATA[corporate]]></category>
		<category><![CDATA[innovation]]></category>
		<category><![CDATA[inspiration]]></category>
		<category><![CDATA[pareto]]></category>
		<category><![CDATA[personal]]></category>
		<category><![CDATA[productivity]]></category>

		<guid isPermaLink="false">http://russaebig.com/directionallycorrect/?p=545</guid>
		<description><![CDATA[""...And a weekend-scale implementation on a personal site usually translates roughly into a 90-day implementation cycle in a business context, which is a reasonably approachable project size. (In tech, three days in personal effort often translates to three months of corporate effort.)""

I've always intuitively believed that there is a significant productivity improvement which can be found when sufficiently motivated and talented individuals work on their own projects compared to when they work on corporate projects.  But this statement implies a 30x productivity gain.  Can this be true?   Maybe so... <a href="http://russaebig.com/directionallycorrect/2009/08/17/personal-effort-vs-corporate-effort/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>http://russaebig.com/directionallycorrect/2009/08/17/personal-effort-vs-corporate-effort/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Types of Meetings &#8211; It Depends on Your Perspective</title>
		<link>http://russaebig.com/directionallycorrect/2009/03/10/types-of-meetings-it-depends-on-your-perspective/#utm_source=feed&#038;utm_medium=feed&#038;utm_campaign=feed</link>
		<comments>http://russaebig.com/directionallycorrect/2009/03/10/types-of-meetings-it-depends-on-your-perspective/#comments</comments>
		<pubDate>Wed, 11 Mar 2009 04:59:10 +0000</pubDate>
		<dc:creator>Russ Aebig</dc:creator>
				<category><![CDATA[Management]]></category>
		<category><![CDATA[Process]]></category>
		<category><![CDATA[Technology]]></category>
		<category><![CDATA[efficiency]]></category>
		<category><![CDATA[meeting]]></category>
		<category><![CDATA[productivity]]></category>
		<category><![CDATA[protocol]]></category>
		<category><![CDATA[workforce dynamics]]></category>

		<guid isPermaLink="false">http://directionallycorrect.wordpress.com/?p=130</guid>
		<description><![CDATA[The marketing guru Seth Godin describes three types of meetings which occur in business - Information, Discussion, and Permission meetings. I found this very interesting and somewhat of a parallel universe.

In the business world that I am familiar with, management of Information Technology, I am used to four primary types of meetings, and a different set than Seth describes. <a href="http://russaebig.com/directionallycorrect/2009/03/10/types-of-meetings-it-depends-on-your-perspective/">Continue reading <span class="meta-nav">&#8594;</span></a>]]></description>
		<wfw:commentRss>http://russaebig.com/directionallycorrect/2009/03/10/types-of-meetings-it-depends-on-your-perspective/feed/</wfw:commentRss>
		<slash:comments>3</slash:comments>
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