The #MeToo and #TimesUp have been extremely powerful movements galvanizing women from all walks of life to come out and share stories about them being harassed at work or personal space. It has created a positive, vibrant environment. Yet, this has not translated to real gains for women in the corporate space. Few places have seen new policies being introduced to tackle any such recurring issues. Corporate training programmes designed to sensitize men have hardly been held. For leaders to create a safe environment where such matters may be discussed out in the open, few steps need to be introduced. A system needs to be devised where leaders are held accountable if the improved measures do not take place. They must first themselves act as public change champions. Beyond the routine information dumps, leaders must go beyond to impart the necessary life skills.

Source:https://hbr.org/2018/07/most-people-are-supportive-of-metoo-but-will-workplaces-actually-change?utm_medium=email&utm_source=newsletter_monthly&utm_campaign=finance_activesubs_dalertnlsubs&utm_content=signinnudge&referral=00209&deliveryName=DM10732

Upload Date:02 August 2018

When a new company gets created or when that one is a spin-off of an existing one, unique challenges come up. One needs to establish its corporate strategy afresh while also searching for a head office. A team has to be assembled, which is why at firms such as Conduent headed by Ashok Vemuri, talent recruitment is given top priority. It always helps if the identity of the company to be set up is strategized before the spin-off takes place. A “discuss and deliberate” method always works in getting the people onside. In a lean startup excess paperwork has to be replaced by action and participation. Revenue metrics and the organization structure set the tone for the new organization. Due diligence has to be carried out with the aid of data centres.

Source:https://www.strategy-business.com/article/Shifting-a-Corporate-Culture-at-Scale-and-with-Speed?gko=7cd61&sf188292484=1

Uploaded Date:28 July 2018

Due to several reasons, companies go through transformations. This is particularly true for the present times due to the constant business disruptions. Most companies approach this in a linear fashion. Better will be to have it more dynamic as rarely will any logical sequence of action actually work out. With such disruptions occurring, new peaks may come up or newer frontiers open up. There are five broad strategies towards such change. The most common one is “planned itinerary” which is linear in nature. The complete opposite spectrum is “river crossing”, fraught with uncertainties. “Escape the swamp” is an approach where the organization simply runs away from its present status where it is decaying even if no solution yet devised. In “hill climbing” style, the mechanism is important and not the final outcome alone. The best means however is “scouting and wandering”. Here, maximum future options are kept open. Since the system is not rigid, it is most fertile ground for business innovations to flourish.

Source:https://bcghendersoninstitute.com/your-change-needs-a-strategy-2510061f51a9?linkId=52135136

Uploaded Date:20 July 2018

Like in life, even at workplaces relationship problems exist. The nature of inter-personal relationships is crucial to any company’s talent management and retention track record. Companies are increasingly becoming conscious of this so implementing mechanisms to cope with. The lack of fruitful work relationships can end up becoming a burden on a company while even creating mental health issues for the employees concerned. A pinball syndrome is common now where some of the better performers are unable to concentrate on their work, as they are busy trouble-shooting others’. This can lead to a vicious circle, a lot like the pinball games. Developing a sense of empathy for others around at the workplace is crucial. A collaborative team can best be coached into such a sense. Human resources needs to evolve to a more people-centric tole to facilitate such a transformation, necessary now.

Source:http://knowledge.wharton.upenn.edu/article/building-better-work-relationships/?utm_source=kw_newsletter&utm_medium=email&utm_campaign=2018-03-29

Uploaded Date:18 July 2018