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Employee silence occurs when employees make conscious decisions to not provide information, opinions and feedback, raise issues or make suggestions. It can occur for a number of reasons, such as a...
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Following on from Andrew Fox's recent article about the potential impact HR leaders could be making in their business through becoming "genuine key contributors to organisations".
Back in April 2016, only 15% of UK voters picked Jeremy Corbyn as the best leader for this country, fast forward just over a year and that number has more than doubled to 35%, a 1% lead on Theresa May; making it the first time that a Labour leader has polled ahead of a Tory leader since 2008. What makes this shift even more remarkable is the speed in which Corbyn has won the hearts of many. Labour’s hopeful manifesto inspired young voters across the country, and their turnout was more than 60%.
Martin Blackburn (UK People Director at KPMG) introduces the first in a 4 part series about Diversity and Inclusion by looking at the influence of D&I in the workplace.
Martin brings to light the 4 areas of focus that KPMG aligns their efforts to, which include but are not limited to:
In the latest video from Andrew Fox (Group Head of HR Retail Banking & Wealth Management at HSBC), Andrew looks at the way businesses are thinking about how they need to innovate in their respective markets. He believes that is an organisation fails to transform, they are at real risk. This is often due to the fact they simply aren't very agile.
Many organisations are beginning to create innovation hubs outside of their own traditional organisation due to the belief that innovation may be stifled, if kept within the business.
Employee silence occurs when employees make conscious decisions to not provide information, opinions and feedback, raise issues or make suggestions. It can occur for a number of reasons, such as a belief that providing an idea or feedback is futile as it will be ignored, or a fear that expressing a view differing from that of colleagues or management risks professional relationships, job opportunities and security.
In my previous series of articles, I addressed the urgency and desire for organisations to address enhancing Employee Experience in a bid to rapidly adapt their ability to attract, on-board, train & develop, enable and empower employees to be as collaborative, innovative and productive as possible – in a bid to stay ahead of their competition in the Industry 4.0 era.
The growth and impact of Artificial Intelligence (AI) can be likened to the opening of Pandora’s pithos (which translates to a jar and not a box as it is incorrectly known). The myth describes Pandora (her name meaning ‘all-giving’) being sent with her jar to Epimetheus (the brother of Prometheus) as a gift from the God Zeus.
In this exclusive video for The BTN, Anton Fishman (Digital and Talent Transformation Expert) discusses the potential affect AI may have on the employee engagement in your workplace.
Anton starts with a brief overview of how engagement in the workplace will change with the increasing presence of AI. He then continues to discuss the potential for organisations to overcome these issues.
In this exclusive video for The BTN, Andrew Fox (Group Head of HR Retail Banking and Wealth Management at HSBC Bank Plc) discusses why organisations are not keeping up with changes and how this will affect the potential for success or even survival in the future.
Episode 2/9: Capturing Change Impacts
“It’s more than understanding what the change is, it’s about understanding what it means”
From the job centre through to the career coach, consultants who barely know a candidate write their CV, puff their responsibilities, inflate their achievements, coach psychometric tests. You can even buy qualifications. Forbes believes this is a $1bn industry in the US. Most candidates are not pigs of course. But the pigs now have more resources than the recruiters.