Blogs

Innovation continues to be a topic of ongoing interest among HR and L&D professionals, because the ability to inspire it is crucial to a leader’s—and an organisation’s—success.

The term innovation is one of those corporate buzzwords we’ve all heard so much that it can fly right over our heads. But it’s worth focusing on—because, like oxygen to human beings, innovation is required to keep businesses alive.

Everyone recognises that in today’s rapidly changing work environment an organisation’s ability to constantly reinvent itself, pivot, and be agile in the face of disruption is essential.

“The beating heart of every company is made up of the combined beating hearts of all the people within that company. People’s heads and hands—their thinking and skills—are important, but what really differentiates a highly motivated and purposeful organisation are people’s hearts. It’s the team with heart that wins. Heart is at the center of human achievement, individually and collectively.”

“Organisations are still launching large, strategic change initiatives aimed at moving the business forward and helping the business grow—but what’s new in this space is the need to build agility and change-readiness into the fabric of the organisation,”

What are the keys to unlocking and sustaining employee engagement? Growth, communication, and trust. These fundamental elements not only empower employees but also contribute to the overall success of any organization.

Advances in technology and communication have speeded up the pace of change. These days we’re likely to be adapting to some kind of change at least monthly, rather than once every year or two. Organizations must adapt to change, or else they risk becoming obsolete and failing.

In looking at the some of the ways organisations can support an innovative culture, Campbell points to four leadership focus areas.

Many organisations and their leaders are struggling to develop engaged employees who will stick around for the long haul. The causes of low engagement and high turnover are many—and the impact on organisations is tremendous. So what can you do, as an individual leader, to develop and retain engaged team members?

Dear Madeleine, I am really worried that my company is going to replace my entire team of graphic artists with AI...

Senior leadership teams rise and fall with trust.

Everyone in today’s work environment agrees—we all need more time, more resources, and clear priorities...

People are struggling with time, priorities, and resource issues, say Britney Cole and Betty Dannewitz in an article for the August issue of Blanchard’s Ignite! newsletter.

Sharing your leadership point of view with your direct reports is the ultimate indication that leadership is a partnership—something you do with people, not to people.