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Organisations can be agile without implementing Agile delivery and work models, and why agility doesn't equal adaptiveness.
Adaptiveness is about the overall...
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Latest Forum Topics
Yesterday we hosted an event with Anton Fishman on "Fourth Industrial Revolution Series: The Impact of AI and Deep Learning on Organisations and The Future of Work".
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".
It doesn’t matter how great the strategy is if the leadership can’t execute it…
I have had a few requests from people asking to contribute to this blog. This is the first time that I have accepted though. I think JB (who wishes to remain anonymous) has a strong understanding of what is required to be a great leader and I am happy to have her contribute. Enjoy.
In episode 3, Martin Blackburn (UK People Director at KPMG) uses his expertise to discuss ‘hot topics’ in HR; engagement and trust and how the two link.
He considers how the working population mistrust large organisations following the financial crisis, and how millennials view working differently, potentially further decreasing trust levels. Trust links to engagement, and engagement is integral to success. With 5 generations in the workforce, engagement is a top priority for organisations.
“You can’t do this on your own”
With the clock ticking, time to take GDPR seriously and put 'consumers and citizens first'
“Why it's simply impassible!
Alice: Why, don't you mean impossible?
Door: No, I do mean impassible. (chuckles) Nothing's impossible!”
― Lewis Carroll, Alice's Adventures in Wonderland & Through the Looking-Glass
In this exclusive video for The BTN, Andrew Fox (Group Head of HR, Retail Banking and Wealth Management at HSBC) discusses why HR needs to transform and what it should be doing to transform itself successfully. Andrew considers the required pace of change that HR needs, to demonstrate its flexibility and adaptability to the changing business environment.
We never cease to be amazed by how many mid-large organisations we engage with that do not have effective tools and processes in place to forecast, plan, measure and report work. Yet these same companies expect their managers to drive improvements, to continue increasing revenue and profitability.
You may have realised by now how much I treasure my time-off and how little of it ever gets carried over to the next year. It should thus come as no surprise that I’m a big fan of the concept of ‘unlimited’ time-off. I think it is a fantastic idea and I derive great joy every time I hear of yet another organization adopting this trend.
In the 5 Change Blocks of Digital Transformation, we highlight the ‘process of innovation’ as a key element. But what do we mean by “innovation”?
In the 2nd video with Martin Blackburn (UK People Director at KPMG), Martin looks at the implementation process of a diversity and inclusion programme in the workplace.
Martin looks at how to run diversity through your people processes and the importance of diversity being part of the DNA of the employee lifecycle.
Martin digs deeper into the way KPMG write interview questions, for example, and also exit interviews, to see if there are areas of focus that KPMG is looking at or not looking at diversity in a specific way.