In part 2 of this fascinating series around ‘Future Leadership’ in partnership with PeopleSmart SAS, Shwetal Randive (Global Sr. Director, L&D & employer Branding at Radisson Hotel Group) looks at ‘Bold Leadership’ and whether she has seen the correlation between bold leadership and employee engagement.
What is now required is political acumen, managerial experience and personal gravitas, more than raw technology skills.
In spite of being widely used, the role of the Chief Information Security Officer (CISO) has only had a few decades of existence and is still evolving.
Transformational leaders, bosses, coaches, and teachers empower others to seek leadership opportunities, regardless of their role or title. While some people are innately drawn to leadership positions, many aren’t born great leaders and need to develop skills through opportunity and experience. Identifying potential — and nurturing future leaders along their journey — is modern succession planning at its core.
Companies change faster when they can build momentum and leverage great teamwork
For over a decade I supported many leaders in SMEs & large companies to reinvent themselves and evolve their businesses
The consulting sector has done wonders to help companies evolve by providing the latest strategies, industry best practices, and know-how. This advice is helpful because it typically compares what you do to what others are doing and points you in the right direction.
The power of advice comes to fruition when leaders and teams work in perfect synergy.
"Complexity is the enemy of execution"
I heard this quote for the first time from Tony Robbins; an American author, coach, speaker, and philanthropist.
I took it to mean that the more we try planning and anticipating everything upfront, the more likely we are to procrastinate and get paralysed into inaction, or partial completion. Information overload feeds procrastination and can lead to overwhelm.
This is a challenge both for companies and individuals. Even more so now, where access to information abounds and is easily accessible.
Welcome to the new era of hyper-personalisation.
In this report, written by Jon Ingham, Director of the Strategic HR Academy, and brought to you by HRZone in association with UKG, we explore everything you need to know about hyper-personalisation and how companies can succeed in this new climate.
Customisation and personalisation are no longer enough in the shift towards more people-centric organisations. We need to uncover new ways of bolstering the employee experience while becoming much more attuned to the needs and lives of individual workers.
When some people say they don’t know what to do around cyber, you may want to ask them where they have been for the last 10 years…
For a number of years, I have been puzzled by the high idea some cyber security professionals seem to have that their job is about convincing other people: Convincing users that they need to do certain things to protect themselves and their data; Convincing the Board that they need to invest more to protect the business, etc…
Stop buying more tech for the sake of it and start focusing on the decluttering of your cyber security landscape.
For the past two decades, most large organizations have kept addressing cyber security as a purely technical problem.
Within part 2 of this discussion around ‘QA and Digital Transformation’ in partnership with a1qa, James Vignoles (Director of QA - Labs at Sophos Ltd), discusses what an optimised testing infrastructure looks like.
According to James, an optimised testing infrastructure needs to be easy and frictionless. There are 3 key areas that organisations need to look at: