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We have four major institutions around the world—NGOs, business, media, and government—and we don’t trust any of them. It’s our responsibility, as leaders, to step up and commit to creating trust. Here are four ways to start addressing this daunting topic with your team—to help you create a healthier environment.
Sponsorship has become more than just a buzzword for creating workplaces that are inclusive of women, minorities, different generations, and a global workforce—it is a powerful tool that can help us foster workplace equality. And it’s a tool we can leverage starting now.
The reality is this: from 2012 to 2015, the number of women in the C-suite increased by only 1%. Sponsorship is an essential (and often overlooked) component necessary to reverse this trend. But first, we must break the cycle.
Any company that’s looking to improve employee engagement—and bottom-line results—must first understand that work-life balance is a myth. There’s no such thing. Instead, employees have choices, and those choices affect how they engage with their work and their personal lives.
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We encourage the leaders we work with to look at the highs and lows of their life, diagram them, and look for themes and insights to emerge. The objective is to strengthen their leadership by understanding what makes them a leader (and the person) they are.
“Rookies,” whether they’re freshly minted university graduates or experienced professionals can be an asset for companies looking to improve organizational resilience and innovation.
We all know there is no “I” in team, but it can be equally difficult to find the “we” or the “us” too. I’ve found that successful team formation at every stage boils down to establishing a team identity.
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