Leadership

Large organisations are in danger of responding to new world changes and pace with old world traditional thinking, models and answers. This won’t work.

We conducted a Q&A interview with Jardena London, Transformation Leader and Blogtoon Publisher at Rosetta Technology Group, around work-life balance, how employees embrace change and leadership.

Could you introduce yourself and what you do?
I like to say that I help work not suck, or said more politically correctly; I help organizations become healthy, productive and fun. Most of my work is in the space of Business Agility, but I also publish a daily blogtoon and I’m doing some work on increasing the Gender Quotient in the workplace.

How often do you think about your employees in respects to the experience they have from the beginning to the end of their employment with your organisation, from the moment they hear about your company to the time they walk away? We're launching a series of blogs that focus on the elements within the employee lifecycle and as we've covered a lot about attraction in the past, we're moving on to onboarding.

Large corporates are, at best, 30% efficient in delivering change. From launching a loan product to landing a new bakery range on a supermarket shelf, big organisations are failing to deliver change at pace and realise value from it.

One leading credit card provider told us they’d last delivered a major new product eight years ago. ‘We were the leader in the market,' said the project manager. 'However, others have caught up and now we’re struggling to respond.’

'It takes us two years to do what our competitors can do in two months.' MD - FTSE100 organisation

We conducted a Q&A interview with Shea Heaver, Founder at OptimaWork, around employee engagement and business transformation.

Could you introduce yourself and what you do?

We are seeing an exciting trend in recent months as more client organisations structure their people vision alongside innovative and practical deployment plans that are very specifically matched to their business goals. 

Over recent years, businesses have been focused on cost utilisation and spend, understandably given the economic environment we've been in. 

Although most organizations and management understand the need for Employee Engagement, most still struggle to create it.

Why is that?

Well in most cases it is simply down to the fact that it is still viewed as a Management and/or Human Resources function....or burden depending on where you stand.  

The old (and very time-consuming) method of seeking staff feedback via a lengthy opinion survey and then digging through all the data looking for a golden nugget is still widely used and seen as the only option in many circles.

Hijackers are those people who try to take over your meeting and change the direction.  Let’s unpack why people hijack, take a look at the different types of hijackers, and then get some tips on what we can do about it.

Why do people hijack?  The most important thing I’ve learned is that people aren’t hijacking your meeting to piss you off.  They really aren’t. They also aren’t doing it because they are control freaks who want to be in charge, or want to make you look bad.   

There are a lot of reasons someone might hijack your meeting.  Here are a few: