検索キーワード： 職場文化

La palabra mágica de hoy es empleabilidad pero ¿qué significará dentro de cinco o diez años? Inteligencia artificial, machine learning, robots, big data, internet de las cosas... Todas estas cosas al parecer marcarán nuestra vida muy pronto, si no la determinan ya, y evidentemente impactarán la manera en la que trabajaremos, nuestra vida profesional.

Marcus Aurelius's timeless insights into human behaviour show that 2000 years on, not much has changed in the workplace and we could all do well if we focus on what we can control and worry less about things we can't. As head of the Roman empire, he encountered his fair share of difficult people, frustrating situations and political infighting. In Meditations, Marcus Aurelius encouraged us to accept other people's inevitable shortcomings, make the most of our short life, resist the temptations of fame and flattery and, when things get too much, take a cosmic perspective of our existence.

The way we currently do business is undermining the environment, our mental health, and our future as a species. Gadfly has a dream: to change the world, together. We have worked as board-level advisors to some of the biggest companies in the world, and are offering our experience of leading large scale change, so that you can create change in your own spheres of influence.

From small indignities to unconscious slights, women experience situations at work every day that may seem small or unimportant but that effectively differentiate and exclude them. These are micro-offenses; the small, awkward, or uncomfortable moments that slow-build until the unwelcome environment takes hold and women disengage.

Not all leaders have fancy titles or high-paying jobs. Every human has the power to influence, and, therefore, is primed to be a leader. By coming to terms with our ability to affect others with our energies, words, and actions, we begin to grow in claiming this responsibility instead of remaining blind. Smith and Griffin continue the “I” in Team series journey by helping all humans (all leaders) consider how they will build themselves and others with the power of influence. Through real-life stories and summarized key takeaways, the authors promote out-of-the-box learning.

Paola Cecchi-Dimeglio offers a fresh, detailed look at how to realize gender and racial equity along the company-employee pathway—from attracting and interviewing applicants to onboarding, promoting, and sustaining hires—and how to remove systemic barriers at the organizational level that prevent women and underrepresented groups from advancing.

A cultura de uma organização pode significar a diferença entre sucesso e fracasso. Líderes deixam longas sombras culturais por onde passam, e se você quer mudar a cultura corporativa para melhor, você deve ser o exemplo a ser seguido. Neste audiolivro, Carolyn Taylor fornece um guia inovador para a construção de uma cultura eficaz em todos os seus aspectos, demonstrando ao ouvinte como liderar, definir, planejar, analisar e capitalizar sobre aspectos culturais, e como transformar a si mesmo e sua respectiva organização.

Thousands of books have been written about leadership and workplace culture, but many rely too much on abstract philosophy and head-scratching jargon. In Jumpstart Your Workplace Culture, Eric Stone breaks through the noise to give listeners a practical road map for fostering a culture that yields results year in and year out. Influenced by his quarter-century of experience with one of America's most beloved brands, the book is loaded with interviews from senior corporate executives as well as real-life examples and anecdotes.

Larson looks carefully into the challenges and opportunities that people and companies face today as work changes. Chapters address the issues that vital stakeholders experience in remote-work environments, including the remote worker, remote teams, managers of remote workers, and companies with remote workforces. Larson also incorporates real-world examples to illustrate key points and demonstrate best practices.

Read by the author. A leadership playbook for making customer experience a core aspect of your business. In a rapidly changing world filled with uncertainties, one thing remains crystal clear: customers are increasingly fickle and no longer care about loyalty to any particular company. In...

Read by the author. Learn a new model for understanding how organizations really operate and implement changes that get real results. With so many forces of change buffeting the business world today, a scary state of flux has replaced any sense of certainty, stability, and familiarity...

As our workplaces become increasingly global and diverse, being a culturally intelligent leader isn't just a bonus—it's essential. Whether you're negotiating a contract with a supplier on the other side of the world, managing an increasingly diverse workforce, expanding your business across...

Vertrauen ist der Treibstoff für Erfolg: So leben Sie positive Fehlerkultur. Weil rechts ranfahren nicht geht: Faktor Mensch statt Autopilot. Ziele erreichen heißt Menschen erreichen: Das Team macht den Unterschied.

Veteran DEI leader Mita Mallick debunks thirteen myths that hold us back from transforming our workplaces. She delivers powerful storytelling combined with practical and hands-on ways for us to be more inclusive leaders. She teaches us that when we show up as more inclusive leaders, we have the power to change our organizations, ultimately creating a ripple effect across our ecosystem.

Accountability Hazlosencillo es la virtuosa conjunción de dos filosofías y dos metodologías enfocadas en el empoderamiento de las personas sobre sus propias decisiones y acciones. El método, que ha sido probado y aprobado mediante cursos y conferencias en una docena de países y desde las empresas más prestigiosas hasta en organizaciones pequeñas y medianas, pretende conseguir una transformación de fondo en la cultura organizacional desde su mismo núcleo: las personas que trabajan en ellas.

In Championing Authentic Inclusion: The Executive's Guide to DEI&B in the Corporate World, by Kyle Kalloo, these questions are the gateway to a transformative journey that will empower you to drive change and elevate your organization to new heights. In today's corporate landscape, disparities, pay gaps, and systemic biases still persist. These are not just statistics, but real barriers that hinder progress and innovation.

Most American corporations invest money, time, and energy in diversity, equity, and inclusion, popular terms that realistically bear little weight. Companies say they want to hire people from a wide array of backgrounds, but do they even know what a diverse workforce looks like? Why do so many companies fail in creating and cultivating an environment that truly embraces diversity and its benefits?

We find ourselves at an inflection point in the relationship between brands and their audiences, where customers and employees are demanding better and more valuable experiences. Companies must keep up with this demand in order to remain competitive. This includes competition for both customers as well as employees. More importantly, while many organizations have traditionally focused on external-facing initiatives first, it is the ones which start internally that have the greatest potential to provide long-term positive benefits.

Todos hemos tenido o tendremos un jefe en la vida pero ¿quien nos enseña a manejarlo y tener éxito? A veces ni lo conocemos pero ya en nuestra mente lo vemos como un adversario y creamos conflictos e historias para protegernos cuando en realidad no tenemos idea de quien es. ¿No te parece más inteligente usar esa energía en prepararte? Queremos ganar en la vida pero perdemos foco cuando pasamos hora elucubrando batallas que solo ocurren en nuestra mente.

Wie wollen und werden wir zukünftig arbeiten? Die tradierten Modelle funktionieren nicht mehr: Während die einen von ihrer Erwerbsarbeit kaum leben können, leiden viele Bereiche unter Arbeits- und Fachkräftemangel. Arbeit ist zudem eine Frage der Solidarität: Der Applaus für "systemrelevante Berufe" war von kurzer Dauer, die Care-Arbeit - vor allem von Frauen - hält das System am Laufen, wird aber weder angemessen entlohnt noch gesellschaftlich gewürdigt. Für die "Generation Z" zählt Work-Life-Balance mehr als die 40-Stunden-Woche.