I'm not a chef and I certainly don't play one on TV. What I can do though, is cook up one unappetizing recipe for terrible managers, expertly crafted using a mix of stale culture, self-serving behaviors, and undercooked training. Bon Appétit!
Generational shifts in leadership are coming, with Gen X taking over from Boomers and Millennials rising quickly. With each group having its quirks and strengths, the future of work and corporate culture will be unlike anything we have seen before.
The CAUSE model just got a boost with a new Talent Agency block that helps employees with career paths and role matching. By continuing to build upon the CAUSE model, we can make corporate structures more people-focused and less about old-school management styles.
“Human in the loop” is just a fancy way of saying “we're all in a mess together, and by 'we', I mean you, human”. Here are a three cringe catchphrases often used by polished experts when discussing AI and the future of work.
Down with the hierarchy! While traditional corporate hierarchies have big challenges, there hasn't been many changes. I propose a Co-equal, Aligned, United, Self-directed and Empowered (CAUSE) model. This will enhance agility, transparency, and employee engagement while finally addressing cultural issues like silos and self-preservation.
Have you seen that Ryan Reynolds movie? The one where he’s a snarky, sarcastic protagonist that always has a quick comeback? Just like in the movies, you run the risk of being typecast at work. Here’s some signs it’s happening and ways to get out of it.
Successful mobility programs require the alignment of skills, competencies, and proficiencies, as well as a supportive culture. There are also economic principles that influence job openings and mobility demand. These principles are driven through the integration of people and business strategies.
Job mobility helps companies fill roles and lets employees explore careers. Yet, internal mobility faces cultural, managerial, and cost-related barriers. Employees should actively build skills and pursue growth, aligning with supportive organizational environments to maximize opportunities and career development.
Today’s workforce has internal career mobility on the mind, but are there myths mixed in with truths? Risks exist with taking action too soon or too late, so both need additional study. This is an exploration of what this means and its implications on workforce planning strategies.
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