Great insights, Robbie! Your emphasis on structured career development frameworks and continuous learning is spot on. I particularly appreciate how you highlight the importance of clear paths for growth and employee engagement.
Building on this, I recently came across the concept of “jootsing” (Jumping Out Of The System) by Douglas Hofstadter, which emphasizes stepping outside conventional boundaries to foster creativity. It got me thinking about how we can integrate such innovative thinking into career development frameworks.
How do you see the balance between structured career paths and the need for employees to break out of their routines to spur creativity and innovation? Could incorporating elements of jootsing, such as encouraging risk-taking and valuing unconventional approaches, enhance the effectiveness of these frameworks?
Regarding your upcoming follow-up on measuring performance, it would be interesting to explore how we can measure the impact of such innovative practices on employee performance and engagement. What metrics or indicators would you suggest for assessing both the structured growth and the creative contributions of employees?
Looking forward to your thoughts and the next part of your series!
Great insights, Robbie! Your emphasis on structured career development frameworks and continuous learning is spot on. I particularly appreciate how you highlight the importance of clear paths for growth and employee engagement.
Building on this, I recently came across the concept of “jootsing” (Jumping Out Of The System) by Douglas Hofstadter, which emphasizes stepping outside conventional boundaries to foster creativity. It got me thinking about how we can integrate such innovative thinking into career development frameworks.
How do you see the balance between structured career paths and the need for employees to break out of their routines to spur creativity and innovation? Could incorporating elements of jootsing, such as encouraging risk-taking and valuing unconventional approaches, enhance the effectiveness of these frameworks?
Regarding your upcoming follow-up on measuring performance, it would be interesting to explore how we can measure the impact of such innovative practices on employee performance and engagement. What metrics or indicators would you suggest for assessing both the structured growth and the creative contributions of employees?
Looking forward to your thoughts and the next part of your series!