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Research Summary June 2022

June 28, 2022

This month Andy (our head of design & research) and Juliet (our research & data analytics lead) have chosen to discuss the following articles

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McKinsey reminds us that the goal of digital transformation is not to become digital but to generate value for the business and companies need a clear integrated roadmap to ensure an aligned understanding of what it is and how it will work to change the company

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Two Accenture technology leaders predict a once-in-a-lifetime inflection point where businesses can become ‘radically human’. Up to now technology has enabled humans to do more, now humans can teach AI to become more human, to learn, adapt and become more trustworthy

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Josh Bersin and Nomadic’s report on Talent suggests that we are in a talent crisis, yet most organisations are still slow to hire internally or leverage L&D to develop the skills they urgently need. Employees want career opportunities so this should be a win-win.

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Ken Blanchard offers 3 mindset shifts to support leaders of hybrid teams. Think virtual-first – prioritise those not in the office, resist proximity bias – give everyone equal opportunities to grow, and experiment and learn to optimise your team ways of working

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Average employees spend 2.1 hours dealing with disagreements, 54% of employees think managers could handle disputes better.  Organisations that fight too much are distracted, those that fight to little are avoiding issues – healthy conflict yields innovation and progress conflict

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Pre-pandemic McKinsey research found work/life flex was the No 1 issue for employees. Hybrid work could be the answer and its great for diversity & inclusion but it requires a focus on work/life support, team building through creating psych safety, and mutual respect

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Research from Udemy finds a massive gap between employee expectations and reality in D&I. They propose implementing D&I in recruitment and career planning, to build engagement in work and to improve product design to meet customer needs. Effective D&I pays back!

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3 simple ideas to improve inclusivity – assume positive intent from anyone who challenges an idea, swap speaking up for writing down so that quieter voices feel more comfortable to contribute, and create the conditions for speaking up in every meeting – build a habit

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