Forbes Business Council’s Post

Check out the latest insights from Amit Mathradas, CEO of Nintex, on how business decision makers can utilize process automation to increase efficiency and productivity in the workplace. #processautomation

In my years in the people and workplace space I’ve learned that tangible takeaways and learnings are the catalyst for behavior change and ultimately the foundation for real change. Which is why I’m very excited to share Charter’s 📘 The New Leadership Playbook, a playbook that synthesizes all of the insights from this year’s #CharterSummit. From inception, the goal of CWS has been to go beyond a day of conversations, and instead create lasting impact. You can download it here: https://lnkd.in/eA_2yekb The CWS Playbook is a unique feature of our Summit, distilling the wisdom and insights from over 1,000 attendees and our stellar lineup of speakers into actionable strategies. Consider it your guide to navigating the most pressing talent-related issues as we head into 2025. Some personal highlights from the playbook: ✨ AI Integration: Paul Griggs of PwC emphasized treating AI-driven productivity gains as investments in transformation, not just cost savings. ✨ Hybrid Work: Prithwiraj Choudhury shared research showing 28% of workdays now take place at home, highlighting the need for effective hybrid management practices. ✨ Women in Leadership: Caroline Fairchild presented findings from Lean In's latest study, showing women now hold 29% of C-suite roles, up from 17% a decade ago. ✨ Burnout Prevention: Daisy Auger-Domínguez (she/her/ella) shared strategies for sustainable high performance, emphasizing the importance of fun and a beginner's mindset in preventing burnout. ✨ Future Skills: Aneesh Raman from LinkedIn revealed that by 2030, nearly 70% of skills required for jobs will have changed, underscoring the need for continuous learning. These are just a few snippets from a playbook packed with insights on AI, flexible work, DEI initiatives, leadership strategies, and more. Whether you're a C-suite executive, an HR professional, or a team leader, this playbook offers valuable guidance for navigating the evolving world of work. 🎉 A super congrats to my colleagues Michelle Peng, Jacob Clemente, Cari Nazeer, and Daniel Lee for whipping together something so stellar, useful, and beautiful in a week's time.

Each week, I delve into the intricate world of organizational effectiveness, sharing frameworks, tools, and studies to empower leaders in navigating workplace dynamics. With a goal of 52 weeks ahead, there's plenty of room to share insights but let's recap what's been covered so far: laid the foundation for the IMPACT (Insights on Motivation, Productivity, And Culture Techniques) Bulletin, I introduced the DEAR MAN framework, explored psychological safety, decoded the Trust Equation (our most-read post yet!), and unlocked the secrets of successful teams through neuroscience. There's so much more to cover so please join me as I continue to explore new horizons, challenge conventional wisdom, and inspire meaningful change in the world of work. Thank you for being part of The IMPACT Bulletin community. Together, we're shaping the future of organizational effectiveness, one insight at a time. Stay tuned for more updates, insights, and practical strategies ahead! #OrganizationalEffectiveness #LeadershipDevelopment #WorkplaceCulture #ImpactBulletin

7 Essential Workplace Culture Trends for C-Suite Executives in 2024: Building Your Thriving Workplace of the Future Ready to supercharge your workplace culture in 2024? Buckle up, C-suite leaders, because the game is changing. Forget ping-pong tables and stale mission statements - today's employees crave something deeper, something meaningful. Here are 7 essential trends to reimagine your organization and unlock peak performance: 1. Mental Wellness Wins: It's not just burnout, it's a revolution. Prioritize genuine well-being, not just benefits. This means open dialogue, flexible schedules, and proactive support - especially during turbulent times. 2. Purpose Fuels Passion, Not Pay: Forget the paycheck, Gen Z wants a mission. Articulate your "why" with crystal clarity and watch engagement soar. They're not just working, they're building a better future. 3. Remote Work Revolution 2.0: The office? Optional. Embrace the Remote Revolution 2.0. Build trust, master asynchronous communication, and invest in tools that bridge the physical gap. Your talent is scattered, your success is global. 4. The Death of Hierarchy: Pyramids are out, ecosystems are in. Empower your people, dismantle hierarchies, and unleash their innovation. Collaboration thrives in flatlands, not silos. 5. Lifelong Learning Craving: Knowledge is the new currency. Invest in your people's growth, not just the senior team's. Upskilling, reskilling, and cross-training - fuel their hunger to learn and grow. 6. DEIB: Action, Not Acronym: Diversity isn't a box to tick, it's a vibrant tapestry. Showcase inclusive leadership, equitable policies, and a culture where belonging isn't just promised, it's lived. 7. AI: Your Smart Partner: Embrace technology, not fear it. Leverage AI to automate the mundane and let your human talent focus on what they do best: creativity, strategy, and connection. These trends are more than just buzzwords, they're a wake-up call. Adapt, evolve, and build a workplace that's resilient, inspiring, and future-proof. Join the conversation! Share this article, visit my blog at https://lnkd.in/e8ji-zZv, and let's build a transformative year for leadership and organizational culture together. #leadership #workplaceculture #futureofwork #mentalwellness #diversity #innovation #AI

Yesterday’s workshop dove deep into the crucial topic of organizational health and resilience. Why does a company need to think about building resiliency? Consider this statistic: 💡 Companies with engaged employees see a 21% increase in profitability (Gallup, 2020). This shows how significant human capital is to the strength and adaptability of a business. It also demonstrates the direct impact of empowered teams on overall financial performance and long-term health. The High Center Best Practices Workshop #LehighValley (on 9/24) was facilitated by Kaitlin Wolfert, Family Business Consultant at #CompassPoint, who focused on the human capital aspects, while Ryan Walter, Managing Director of ProCFO Partners provided insights on the financial factors of organizational health. Together, Kaitlin and Ryan unpacked the challenges and strategies for bolstering resilience. We invite you to reflect on these three questions that attendees discussed: 1️⃣ From a people or financial perspective, what issue is having an impact on performance and, therefore, the resilience of your company? 2️⃣ If you fix that issue, what will it save you in terms of time, money, and frustration OR what opportunities will it open up for you? 3️⃣ On a scale of 1-5, how would you rate your problem? (1 = We're good – 5 = We need a miracle worker!) How are you addressing these challenges in your organization? Let’s continue the conversation > add your comments below! And if you rated your current resiliency a 2.5 or higher, DM Kaitlin or visit our website compasspt.com to learn more about how Compass Point's Leadership Pillar helps family businesses build resiliency through deep and action-oriented leadership programs - virtually or in-person, offsite or onsite. BOTTOMLINE: A COMPANY CANNOT OUTGROW ITS LEADERSHIP! Investing in your people will strengthen your employee retention, company culture, financials, and long-term business health. #OrganizationalResilience #HumanCapital #BusinessGrowth #Strategy #OrganizationalHealth #EmployeeEngagement #LeadershipDevelopment #BusinessResilience

As an Organization Development consultancy company, we invest significant time in assisting leaders in connecting with their teams. This research sheds light on why managers sometimes overlook their employees' ideas. Read more: https://lnkd.in/eK8q3akZ

Proud to be among the 20 members of Forbes Business Council who share ways business leaders can be more intentional, thoughtful, and mindful in their day-to-day work. Check out the insightful article here: https://lnkd.in/dQQgY38h

A message to all HRs, CEOs, COOs, and Directors: Why is there no mandatory online or classroom training, complete with real-life examples within the organization, on how to navigate office politics and favoritism? These issues are pervasive in workplaces, yet employees are left to fend for themselves without any formal guidance or support. Additionally, why isn't there a regular pulse check, conducted every month, to gather feedback from lower-level employees? Skip-level meetings often fail because the information is filtered through intermediaries, who may have their own agendas or are eager to please their immediate superiors. As a result, real concerns from the ground rarely reach the ears of senior management. If there is no effective solution to curb office politics, why not take a democratic approach to leadership? Why can’t people managers or senior leaders be elected by their teams or departments, based on the contributions they’ve made toward improving processes and supporting the team? Just as MPs and MLAs are elected by their constituents, employees could vote for leaders who have demonstrated genuine commitment to the team's success. This would foster a sense of accountability and inspire future leaders to act with integrity and responsibility. Such a system would encourage positive leadership and reduce the prevalence of toxic workplace behaviors. Just a thought...

The secret to organizational success: A culture of inquiry. Although this article was written during COVID with a focus on a board’s team, the topic remains critical to induce innovative ideas and effectively implement change in organizations. Joy Folkedal outlines four key points for building this culture. Check them out here: https://bit.ly/3UX2l22 #inquiry #innovative #change

📣 We talk a lot about leading. We should talk more about following. In this wise column, Michael Skapinker highlights the perennial importance of office politics to getting ahead, specifically who do you 'hitch your wagon to' on your way up? Following that rising star who gives you all the cloud cover and support can be hugely helpful - until, that is, they leave or are moved and you are left both without immediate support and socially branded as 'their person', which is no longer a good thing. So how can you follow better (or survive organizational dynamics better)? First, as Jeffrey Pfeffer continually reminds us, understand the power dynamics in your environement (who is with whom, who detests whom, who tolerates whom, what is valued or not) and keep updating. Others can help you sense-check this; a single question during semi-regular informal coffees with different people across the organization can serve this purpose. Second, avoid following just one person. Spread your wings, your opportunities and your possible allies. All eggs in any one basket is never wise. Third, meaningful power does not just accrue from the top. Be kind to everyone, because it's human, but also because you never know when you might need their support or help. And before you say it, no you cannot just ignore office politics. Skapinker nicely put it in the column: "if this sounds overly instrumental, it is because I too didn’t understand until far too late in my career that you can’t just opt out of office manoeuvres." As I always tell my students in my 'Leadership, Influence and Persuasion' class at IÉSEG School of Management, even if you don't have any interest in climbing the corporate ladder and just want to stay in your comfortable corner (I feel you), shifts in internal power dynamics can still make your life worse. It is better always to be aware and so prepared, than left bewildered by events you did not see coming. You may choose not to do office politics, but they will still do you. Link to the article here (get in touch if you cannot access): https://lnkd.in/ej5-pFBd #leadership #leaders #career #careerdevelopment #hr #officepolitics #gettingahead #management #csuite #executiveleadership #peoplefirst #influence