Mindfulness is everywhere these days. At least, many more people talk about it than when I started researching and teaching mindfulness five years ago. But how can you really make it happen at work
Businesses are seen as having a number of genetic start points. Some are seen as lifestyle, others as Unicorns, perhaps as “born global”, perhaps technology based or enabled and some we just don’t know. The great unwashed if you will.
For service operations, innovation is obviously important. It can enable service organisations to raise quality and productivity levels, meet changing customer needs, and overcome superior competitor offerings. But those service organisations looking to develop innovation leadership face a number of challenges—some obvious, some less so.
Sustainability is one of those ubiquitous words, which can also be very slippery, as different people understand the word differently.
Webinars have become a popular way of delivering on-line learning. Here at Cranfield, for instance, our Networked Learning team have used webinars for many years to deliver web-based organisational learning for a wide range of corporate clients. Requiring no travel, and with minimal disruption to the workday, webinars cost-effectively connect participants, a client’s own subject matter experts, and Cranfield’s campus-based faculty, creating a customised on-line organisational learning event.
The rarity of women in senior leadership positions is regularly lamented. It is now well understood that a key problem lies in the so-called feeder pipeline for leadership positions where women often get stuck. However changing this pipeline requires organisational cultures to change. Culture change can only happen if gender change initiatives not only focus on women; they must engage men. Men form the majority of leaders in organisations and as such have a central role to play when it comes...
It is often presumed that the lack of women in senior positions is, at least in part, due to the lack of female role models. While role models are clearly important for women and men aspiring to leadership roles, just arguing for more role models for women is not going to be enough to increase the number of women in leadership roles. Instead we need to ensure that men (as well as women) become role models for gender equality and gender inclusive leadership.
It’s a familiar sight. Time and again, organisations are caught out by the sudden departure of senior leaders, and forced to scrabble to find replacements. In the meantime, of course, the organisation drifts, rudderless, while recruiters and directors struggle to fill the gap. Succession planning? You’d think the concept had never been invented.
There are always difficult times—for the economy as a whole, for individual industries or sectors of the economy, or for individual companies (and not forgetting Brexit). And in such difficult times, concentrating on current business and reducing investments in innovative projects is the natural response. Even so, cutting back or cancelling innovation projects must be a measure of last resort.
Back in 2012, the Office for National Statistics published the results of its first ‘happiness survey’. The—perhaps unsurprising—result: people who are married, have jobs, and own their own homes are the most likely to be satisfied with their lives. Living in an unemployment ‘black spot’, being middle-aged, and being unhealthy, all correlated with being unhappy.