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02/08/2016

28/07/2016

24/05/2016

The current reality is that HR comes with a legacy of being an administrative role. While there is still an important place for an administrative function, in reality (as this article advocates) HR (or Experience Architects as I prefer to see them) need to be a strategic partner for any business that holds as much weight as Executives and Finance in making big business decisions. I would love to hear your views?

The CEO should make the human resources leader a true partner.

20/05/2016

It is essential that a company understands the difference between propose and strategy. In this article from HBR.com, they unpack the essentials of understanding the difference between the two and reasons why it is so important that they are aligned - A company’s strategy not aligned with its overall purpose is, as the article suggests ‘Boldly going nowhere’. How does your company fair when measuring assessing the alignment (or misalignment) between the two? An interesting read, but also some every interesting comments which test this theory. Lets us know your thoughts.

Are you winning, or boldly going nowhere?

25/04/2016

No company, regardless of size, product line or service offered, can embark on a change of culture without first understanding their current reality. There are various ways to get to that point (online tools, surveys, focus groups, etc), but even being equipped with this understanding isn’t good enough to turn a dysfunctional culture around. The change takes time, day in and day out with consistent efforts directed towards the ideal change for trust to be gained and the dial to move towards a more desirable organisational culture. Here’s a great article by Arnuad Hennville about the realities of building a culture of openness. A good read!

You want a Culture of Openness in your organization? Go build it, dammit! Here's how to eliminate the fear and get started

21/04/2016

Perks that aren’t implemented with proper thought are usually worse for the company, culture, and yourself than no perks at all! Be mindful of why perks are offered, and if they are there to benefit the employee or just sugar-coated to seem attractive, but benefit only the company!

Company perks aren't always what they seem. Many are nefarious in nature. Just how well IS your company treating you? Find out inside...

07/04/2016

'People don't buy what you do, they buy why you do it' - Michael Baretta, CEO of (dot)GOOD

07/04/2016

"Real entrepreneurs don't go go conferences like this. They are too busy working!" - Stephan Ekbergh, CEO of Travelstart

18/03/2016

Most businesses understand the need for flexibility when facing turbulent and often uncertain market conditions. Failure to be flexible could have catastrophic consequences and lead to an uncertain future for any organisation. The reality is that while most organisations understand this need, they do nothing to adapt their existing strategies, portfolios and operational models to have that agility necessary to ensure future readiness! Different organisations are set up in different ways - Some would seem to be obvious success set up, while others would seem so left field that they couldn’t possibly survive for very long!

Regardless of how an organisation is set up; flexibility and adaptability across a number of areas is key. A great articles by McKinsey & Company (McKinsey Quarterly, Dec 2009) addresses the three types of organisational agility which help companies compete in challenging times

Over the next few weeks we will be looking at different organisational designs and how well they are set up to adapt to changing economic and market conditions which would ensure future success.

Three distinct types of agility strategic, portfolio, and operational help companies compete. Each of them has its own sources and dangers.

14/03/2016

An interesting concept by Jacob Morgan which would essentially allow business (using applicable software) to 'drag and drop' resource on demand. That resource would be automatically sent all the necessary info to complete the job. This ties nicely into an idea I've been playing with around designing teams on demand depending on the requirements of the job or service (using applicable software to desing youe own team). But no matter which way you look at it, resource on demand is where business needs to go. Would love to get your thoughts?

I wanted to introduce a concept which I think is starting to gain more momentum and will continue to do so over the coming years, especially as the freelancer economy continues to grow. It’s this concept of the drag and drop employee. If you have ever used any type of marketing automation software b…

07/03/2016

Global Human Capital Trends 2016 (Credit dupress.com)

06/03/2016

As we head into the new work week, some of you may be asking yourself what you can do differently in effort to become a more effective manager? Here are a few tips that can help you start changing your micromanaging ways (Credit: hbr.org)

You don't have to do everything yourself.