August 24, 2022

As Europe endures a heat wave, employers are feeling the heat too with the Great Resignation continuing to shift control to employees. In response, companies are looking for new ways to attract and keep staff. This is producing a new wave of ideas and lateral thinking about the relationship employees have with work. This might look like opportunities to develop skills, filling those talent gaps, and exploring how employees can bring more of themselves and their passions into the workplace. It’s a more human approach to organisational culture and that applies to the physical workspace too – think community, co-working and conversation. There’s also a new book on the power of silence and slowing down, a timely reflection on our always-on world. And finally, there’s an interesting read on how we can reframe stress in a positive way to drive curiosity and how we can use our strengths to add value to our businesses.

Enjoy, Juliet

Andy & Juliet’s Leadership news and research chat

In this month’s research chat, Andy and Juliet spend 20-minutes chatting about:

 

Watch Andy & Juliet’s leadership chat below

 

Redefining the Great Resignation as the Great Exploration has enabled businesses to take advantage of the potential created by the pandemic. If employees are questioning why they work, make work purposeful, develop them, unlock passion and create brand ambassadors.

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Thoughts on leadership and collaboration in film-making from Ron Howard. Traditionally, the Director is the keeper of the story but if you allow others to contribute to that story they will bring new energy, and saying yes gives space for saying no too when you need to.

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A new book Golden: The Power of Silence explores the value of silence in a noisy world; not always auditory silence but a moment of pure focus. These silences allow for reflection, for empathy and fresh thinking. Its essential in our always-on world to reduce stress.

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Many employers want a return to the office, while staff are enjoying the flexibility of hybrid models. Offices need to change from Dilbert cube farms to spaces that inspire connection and learning. But staff can spot a gimmick – beware the community manager/Taco Tuesday.

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Fossway/Nomadic’s report on learning for transformation highlights the importance of human aspects of transformation. Implementing new technology is easy compared to supporting humans to feel confident and teams to be mutually supportive to learn and to thrive.

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Deloitte identify 5 business discontinuities which leaders can embrace. They all shift power back to employees and communities and balance the recent extreme financial drivers. Its time for humanity to return to work and leaders should enthusiastically drive this!

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A Strengths-based approach has been heralded as the best way to motivate employees but Tom Rath, author of StrengthsFinder 2.0 says to leverage your strengths you need to look outwards and meet a need, and use your strengths to build relationships with others.

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Stress – too much is exhausting, too little is boring, but just the right amount can stretch your thinking and performance. Stay curious, trust yourself and engage with others to broaden perspectives and learn. Then support others to leverage stress for everyone’s benefit.

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