The pandemic has accelerated digital transformation across work, workforce and workplaces. HR is the function that manages this holy trinity. Five invisible forces have changed everything that we know about HR.
Do you work for a Dreamer, a Unicorn, a Market Shaper or an Incumbent?
You could say the pandemic caught the business world unprepared like deer in the headlight. The Great Resignation is also telling us how unprepared the employers are.
Anthropologists decode unfamiliar cultures. Learning about their tools can be helpful for everyone because the same words can have totally different meanings in a different context or society.
You can get 80,000 varieties of coffee at Starbucks and it will take three human lifetimes to try them all. You still have one lifetime and a limited budget to try it all. It takes a certain superpower to manage it all. Today I will share them with you.
It is not like the hard disk of your laptop that determines the capability of the laptop. Our brain's powers can be extended like the external drives and USB drives we use to improve our laptop.
Grief in the workplace remains invisible. Most of us are unaware of grief that our colleagues may be experiencing. Unresolved grief is dysfunctional.
The best managers go out of their way to help people do work they enjoy—even if it means rotating them out of roles where they're excelling. We do not enjoy doing every job that we CAN do.
Most people have a fairly inaccurate sense of their own talents, especially when the question is how good they are in comparison to other people. It is important to assess leaders because a standardised assessment can tell you where your best talent would stack up against other leaders.
To get the top 1% talent, the candidate experience has to be designed to attract the top 1%. These are people who are chased by head-hunters. You can't hire them. They have to want to work for you. Experiences create a pull that we cannot resist.
