There’s a good deal of commentary and discussion about the impostor phenomenon appearing in social media and the popular press recently. However, there’s an absence of appropriate scrutiny of how workplace structures and leadership behaviours impact and exacerbate the experience of intellectual fraudulence.
My work aims to change the perception that the impostor phenomenon be considered an individual experience, dealt with in isolation from the workplace and structures we all encounter as part of our usual work activity.
Digital disruption has overhauled the rules of employee engagement amongst many other aspects in the employee and talent space. Businesses understand the importance of engaged employees and its effect on their productivity and commitment levels. They now need to leverage AI based digital advancements to help their employees collaborate, connect and communicate with a prime focus on keeping them happy and lowering the attrition rate.
Would you rather have an employee move internally or move out of the organization?
I attended the most recent DisruptHR event in London, which always has the most amazing speakers, and was encouraged to hear the talk by Antony Sloan, HR Director of Legal.
Engaging employees is one of the most critical components of building successful businesses, yet how to achieve it remains elusive. Some approaches focus on the reasons for change and appeal to employees critical thinking. Yet without also incorporating a ‘why’ to change, that is the emotional connection to the work, employee engagement is less.
Recently we did a straw poll of delegates at the CIPD conference and the results showed that Wellbeing was the number one priority going forward for many organisations.