I was recently fortunate enough to attend a round table discussion on Innovation in Reward hosted by Juan Alonso (Head of Reward at EBRD). The BTN holds these sessions from time to time and I have always found them valuable. This particular session was focused on Reward, performance and EVP, and immediately when introductions were over I realised that I seemed to be the only non-reward professional in attendance, myself being an HR Director with a Generalist background. So, I thought as we started thi
We conducted a Q&A interview with Jess Tayel, Global Business and Digital Transformation Coach and Mentor, about business transformation, where it should sit within an organisation and the importance of value-add business transformation to an organisation.
Could you introduce yourself and what you do?
Appreciation goes a long way in motivating, building relationships, and encouraging positive morale. Here are just a few ways you can show coworkers and employees you appreciate them!
Say thank you. Something as simple as a thank you can make all the difference in turning around someone’s day or helping ensure their hard work has not gone unnoticed. Take the time to say thanks! Share a specific example of something they did for you and how it made a difference.
Have you actually ever taken some time to think about “What is change”?
The graph above, too small to read, shows productivity in the OECD 2007 using GDP per hour worked. Source OECD StatExtracts. It shows we in the UK are 11th.
Wikipedia says labour productivity, is used by many as an indicator of economic growth and competitiveness.
The HBR says, “At its most basic, productivity is the amount of value produced divided by the amount of cost (or time) required to do so.”
We conducted a Q&A interview with Martin Kirke, Coach, Non-Exec Director, Consultant on HR, D&I and Change, around leaders, and how they can create a culture of inclusion.
From your experience, what are the attributes required from our leaders to gain their commitment to engaging our community and driving forward the diversity agenda?
The Leadership Development Programme was created after years of successful interventions in many organisations, and in various sectors around the world. Why not view some of the major benefits achieved by some of our clients who have gone through this programme by downloading the case study.
In the past 3-4 weeks, I met some top management executives and 2 CEOs. We were discussing about innovation, culture, mindset and some latest technology stuffs. In one company they wanted to increase innovation competency, in the other they are looking for young genuine leaders to drive new digital initiatives and the next company is looking to hire innovation managers to administer their innovation projects.
For many bosses, the employee’s transition to negativity comes for no apparent reason. However, a common complaint I hear from dissatisfied employees is that they do not get creative freedom. They suggest creative solutions that would yield better results, but get told “No.” They feel caught in the “but we’ve always done it this way” trap. Creativity is essential for your employees’ work to have meaning. With meaning, they are more engaged, which means less absenteeism, better teamwork, better service, and increased productivity. To foster creativity, try the following:
I learned about the concept of Muri at Toyota.
I was surprised to find that many Lean practitioners either never use it or barely pay it lip service. It is one of the most crucial lead productivity measures of all.
Muri means overburden
Muri is a Japanese word used in The Toyota Way. It means the unnecessary and unreasonable struggle in a system. Just as materials should flow seamlessly with minimum fuss and effort, the same should be true for people.