From kids to kilos, do you carry the heaviest load? And I don't mean your body weight!
Miklos Szilagyi's insight:
(One of the) story teller queen, Lisa Bloom is raising the question whether are we enough ready to ask for help, info, etc. when it's needed? It's an adage that men are not asking for traffic information, rather they make circles around the blocks because the sole act of asking might be regarded by themselves as a clear sign of weakness... is it really so? What if we are ready to ask when appropriate when there is somebody around us who is an expert of the thing we are just fighting with? And what about to be ready to help or answer for others' asking in a way that they should not feel that "Jesus I'd better not asked him..."? Might be the tow go hand in hand: capability of asking for help and helping in an encouraging way... start to explore these new endless opportunities...
Work-life balance is dead. Strong statement? Yes. Given that for most of the last few decades we have been fighting for the elusive balance. 8 hours office. 9 to 5. Compartmentalized personal and
Miklos Szilagyi's insight:
Well, interesting & important point, though it's not so clear-cut... in every generation there are those for whom work and life is harmonious because they love what they do... also, it's true that earlier generations were more conceding if that was not the case ("No problem, I will find my fun after work...") and here are - already in the workplaces - new generations who want also fun in the work as well... it's very nice and a good direction but are we really sure that all will also find this? If not then a perhaps different life-balance issue might emerge... we are not on an ideal world, it's good (and as youngsters, it was so e.g. for the baby-boomers too, think about the late '60s and the early '70s) to have ideals and try to make them happen but it's not too bad to think about those who will not find - after lots of searching - fun&work together and still they must survive... so, I would still not bury completely the work-life balance but the reminder is very OK...:-)))
Focusing on a group of corporate employees, whether it is a small company, a department within a company or a large enterprise, I would like to argue that a reputable culture of Lifelong Learning can be established and maintained.
There is an innovator brain drain going on. The drain is away from larger established firms, which desperately need more innovators, and toward startup firms, which are successfully recruiting a disproportionately high percentage of these prized innovators.
Yeah, startup is in... while 90% of them are failure... but it's a fun during... so, balance... I pretty believe in the balance and the clearing function of the market (even it's more lacklustre now)... he really good startup ideas will win and those "widows and orphans" who just joined the train for joining will (?) find their way back to the corporation...
Of course, there is a deeper push-pull factor dynamics than simply the hoarding attitude... there is something irresistible to be pulled toward "to be on your own boss" and there is a strong push factor from the corporates through their internal obscure dynamism, the sort of "Herr K. factor" (The castle - Franz Kafka)...
Much attention is paid to the tactics of ethics – the ethics codes, compliance plans and such. We can easily begin to think that ethics is something we can see and touch. Something finite. Something written in stone. Something outside of ourselves.
Renaissance thinkers combined art and science in novel ways; the boundaries between the disciplines more fluid than they are today. It was from such voluminous expertise that the ideal of The Renaissance Man arose: an individual with many creative gifts who cultivated a wide range of scholarly interests.
Yeahhh... a little bit (or a lot) of renaissance, reborn, rejuvenation strategically, tactically what you want would be a good point on our (planetary...) agenda... both individually as socially... Not all of us, of course... those being perfect, go elsewhere... only those who think that it would be a good thing...:-)))
In a workplace infused with top down, hierarchical, departmental silos, change management is the new requirement for leadership success. With a market comprised of fickle consumers and workplaces brimming with employee identity crises, leadership success requires more patience, poise, and time-to-think – and the ability to seamlessly connect the dots of opportunity. The marketplace requirements to compete are evolving so quickly that leadership is struggling to stay ahead of the course; unsuccessful efforts to be proactive and sustain organizational readiness will come at an extremely high cost. As such, the demand for leadership that is willing and capable of tackling change management head-on – already in short supply – is at a premium. Leadership in the 21st century not only requires the ability to continuously manage crisis and change – but also the circular vision to see around, beneath and beyond the obvious in order to anticipate the unexpected before circumstances force your hand. As you embark upon your change management journey, here are ten things that will challenge your capabilities as a change agent and potentially become defining moments along your leadership success path.
Well, I think, it's obvious and might even be frightening... the "only" somewhat plan-able part is the development of your team (meaning the smaller ones and the company-wide). By development I mean their involvement, their engagement and commitment, their alignment and also their carrier... because they will be with you and will follow you and be willing - if involved properly - to align with your/the company's plan if their needs are also taken into account - in the measure of possibility... if they handled as partners in the chaotic jungle of today's business world and who can count on you and who in turn you can count on...
“Do we need a revolution?” ask Clayton Christensen and Derek van Bever in the June 2014 Harvard Business Review (HBR). “The orthodoxies governing finance are so entrenched that we almost need a modern-day Martin Luther to articulate the need for change.”
When “the world’s most influential business thinker” calls for a revolution, maybe we should pay attention. The “revolution”, says the article, would have three parts. (1) “New ways to assess investments in innovation… (2) We should no longer husband capital. It is abundant and cheap… and (3) …new tools for managing the resources that are scarce and costly.”
One immediate question: is the needed revolution about acquiring new tools or new management mindsets? New tools applied with existing mindsets risk leading to more of the same. In fact, could applying new mindsets to the existing tools go a long way to the revolution that the HBR article is talking about?
Executing change takes the direct involvement of senior leaders.
Miklos Szilagyi's insight:
Agree... it's the "skin in the game" rule... the CEO and top-management level should show their real commitment to the change... basics...:-))) (but sometimes (?) forgotten and they do one more delegation too much...)
HR Projekt-Consulting steht für qualifizierte Beratung in der gesamten Palette der Personalarbeit als externer Berater, Interim-Manager oder externe Personalabteilung
Miklos Szilagyi's insight:
That's one of the l'ordre du jour... there are different views but one thing is sure, things are dramatically changing... already right now... and we will know it approximatively what has happened retrospectively... in both the bad and the good scenario... still not planning, not preparing yourself at least for what you already feeling as an increasing pressure but the comfort zone yet comforts, well... read the Black swan... (and the Antifragile...)