Articles

Does life happen to us or do we drive our own future? Nathan Iverson, PhD shows how to build personal agency for career growth and job satisfaction.

You may have an online network. But here’s how to build a smart network.

People have similar needs at each life stage. So, as we identify employees’ needs and desires, we should pay more attention to life stage than generation.

There’s an emerging HR competency on the block – paradox navigator. The ability to manage a long-term vs. short-term focus, centralised vs. decentralised operations, and an internal vs. external perspective may be desired, but it's hard in practice.

When managers give feedback, the ratio of positive to negative statements in high performing organisations is 5.6 to 1 (Kim S. Cameron, Positive Leadership). In poor performing, struggling organisations, the ratio was as low as 0.36 to 1.

Many people fear that automation of work will decrease the number of roles, but displacement to new roles is more likely.

We pay a lot of attention to employee engagement while they are with us. But the (potential) employee experience starts before a person applies for a role, and doesn’t end when they become an alumnus.  

Algorithms that predict stock-price movements have transformed Wall Street. Algorithms that chomp through our web histories have transformed marketing. Now this data-driven approach is set to transform HR practices.