Time spent in passive mode in a meeting – quietly, not contributing, listening – highlights the reason why synchronous work like meetings can feel so wasteful.
The messaging we send to young girls at an early age, that a career will be at odds with their ability to be the best mother, impacts their self-belief, dreams, and values and will clip their wings before they fly.
A critical step required to overcome the inertia for change is to tap into employees’ psyche to understand what some of the blockers under the surface could be. Individually, people may have personal concerns, such as their fear that they will lose their job to someone else or that the organisational culture will change. Collectively, the corporate culture may lead people to resist change as the new initiative is not how ‘we do things here’.
To build 21st century-worthy organisations that meet the needs of our time, every organisation needs to unleash the potential of their people.
Deadlines are useful, but it’s your capacity that will drive your success.
Inclusion is not a natural outcome of a diverse human experience. What comes more swiftly is to withdraw into the safety of similarities and distance oneself from the unknown. Which is why, a room full of diversity is not necessarily one brimming with inclusion.
Whether eCommerce businesses are B2C, B2B, DTC, or a combination of all three, they will need to prioritise a cloud-native approach in order to stay ahead of the competition.
Listening, responding and validating people’s situations, stories and concerns continue to be some of the most powerful leadership capabilities. Having a solid and respectful leader in times that are tough is often what employees value most of all.
While you might be thinking it’s too impossible to change a culture that is already established, here’s why you should
Leaders have a vital role to play in setting an example for others, and inspiring the team to sustain a work culture of psychological safety.