We all know of inspirational leaders. We might not know them personally; we might not have worked with them or under them. But we have seen them on the TV, read about them in newspapers and online. Some of these inspirational leaders have emerged as truly successful businessmen - successful over a lengthy time period.
Being introduced to one of the new AI services (ChatGPT, Gemini, Claude, etc.) is like meeting a genie who offers you three wishes. What should you ask for? The power of AI seems so immense that it is difficult to think of the prompts to give your AI or the questions to ask it. So,
Long-term planning can be difficult for CEOs. A company is only as good as its latest quarterly report (according to many investors), so today's results are crucial. Yet, real change— especially culture change— can take years to bring about. Workforce planning needs to be undertaken alongside strategic change, technology change, and process change—all of which are long-term
Physical and mental stress are all too common as more people seem to find the pressures of completing expected work tasks and expected in-office time too much to bear. As firms shed labour to cut costs, the problems become worse. Work-life balance is not merely about cutting working hours or simply dividing hours between WORK and HOME life'
Times are tough for both commercial organisations and governments in terms of recruiting the labour needed for economic growth. Employment is high in most developed countries and there is a trend towards disengagement and ’quiet quitting’. This means that firms have to look further afield (than traditional labour markets) to find new staff. This ‘distance’ brings into
Engaged employees are more productive. This is not surprising. If employees feel they have a significant part to play in the organisation they work for, they are much more likely to share the goals of the organisation and to contribute fully to those goals. The culture of the organisation is a major determinant of the nature and level of
Over the last two decades and especially since the pandemic - the workplace has undergone significant transformations. The rise of technology-driven companies brought flat hierarchies, attractive employee perks, and open-office concepts. Meanwhile, the integration of productivity tools like Slack, Trello, and generative AI has aimed to make workflows more efficient. However, despite these advancements, more employees
Last week, I asked “What should we measure?” And talked about the need to measure outputs/outcomes rather than inputs - in terms of workers’ contributions. Working long hours is not a key to success. Those hours have to make a contribution to strategic goals. Now, I read that Google co-founder Sergey Brin has called the
There is an old management adage… “If we can measure it, we can understand it”. This is broadly true. Certainly if we don’t measure, we find it hard to assess or judge. So. if we want to improve effectiveness and productivity, what should we measure? There is one basic answer to this. We should measure what is important
I have written before about my belief that WFH imposes a brake on productivity. There are all sorts of reasons - big and small. The other day I thought of another reason which I thought I should bring to your attention. When working from home, employees obviously (well it’s obvious to me anyway), have less engagement with