“Strategy shouldn’t be for the present only but must address how you can take, or better still, build the future. When planning leadership succession, a crucial question that must be answered is “Who should be in charge for where we are headed?”
Preparing the next generation of leaders has become more imminent than ever. Companies who methodically follow procedures of choosing new leadership are at a disadvantage. This is because the ‘new’ leaders are often incompetent and end-up being mannequins or corporate placeholders, in the centre of chaos. The economic-business-digital evolution highlights the perils of neglecting Leadership succession.
A recent Central Bank of Nigeria policy served a buffet of operating guidelines that could make or mar microfinance banks and cause corporate indigestion if they don’t act fast. Microfinance institutions have been instrumental in alleviating poverty and widening SME access to financial support.
…
It is the year 2019, and the report from Clayton Christensen, the Harvard Business School professor and inventor of the term Disruptive Innovation explains that the concept of Disruption has become a buzz word in the business world. Every executive is looking for a way to disrupt their market but very few people really understand what “disruption” means.
Disruptive innovation is often misconstrued to mean innovation that focuses on changing an existing market and growing the said market into a multi-million-dollar empire. …
It is not news anymore that a lot of companies have shut down amidst the Coronavirus pandemic that has affected nations. As countries work to contain the epidemic and limit its impact, organisations face uncertainties on the future of their businesses. If you’ve looked through social media recently, chances are you’ve seen friends publicising about working from home on their various social media platforms. Few companies have adopted remote working to keep their business operating.
These are unclear times for businesses, and crucial measures are to be put in place to ensure business continuity. As it seems that remote working…
A lot of organisations are starting to experiment with remote work. Many have balanced the new work culture in line with their business peculiarities. However, while the focus is on “work”, let’s not lose sight of the customer and the experience. Hmm, yes off course! survival first. But guess what! The quest for survival births innovation and innovation is the key to survival.
This is a trying period for everyone, but it also offers a rare opportunity to experiment with new business models. For example, designing new digital products, identifying new value-adding activities, and building new business capabilities underpinned by…
Even without the challenge of COVID-19, remote working is fast becoming the norm for companies of all types around the world. While many consider remote working to be positive, or even a workplace benefit, it is something that is also viewed with some degree of skepticism by others. Some individuals thrive in a remote working environment, whilst others seem to struggle to stay motivated. Understanding individual differences can help managers and team members keep each other engaged, enthusiastic and focused when working from home.
So how does Emotional Intelligence help with this challenge?
Not everyone is a natural remote worker. To give your employees great performance management out of the office, you need to understand their personality style.
It’s no secret that the number of remote workers is on the rise due to better technology, globalisation, and changing workplace culture. Add to this the recent changes to global health guidelines, it’s safe to say the number of remote workers is likely to accelerate even further. But with the scale of remote working we’ll likely see in the coming weeks and months, it’s never been more important to consider the impact it can have on your employees’ performance, development and wellbeing. Good remote performance management is essential, not only to help your people achieve their best work, but also…
The evolution of digital learning is changing everything from our personal to work lives, and this has rapidly impacted corporate learning. As the business environment becomes more competitive, organisations can no longer afford to drive their capacity development initiatives using a single approach — conventional classroom learning.
With the Outbreak of COVID-19, organisations are forced to adjust their business operations to the current realities quickly, and many are in crisis mode. No one can forecast with any confidence how the economy will evolve over the medium term, but the question remains are organisations reacting effectively?
It is essential to respond…
In today’s ever-changing business environment, there is a lot of pressure on employees’ time. Focus constantly weighs in favour of work priorities, challenging the time available for self-development of employees. A big challenge that affects some organisations is the ability to determine what employees should learn, given the limited time available at work.
However, as a result of the COVID-19 pandemic, a lot of businesses have transitioned to remote working, leaving employees with a bit more time for personal development. …
These are uncertain times all over the globe; the COVID-19 outbreak has now officially been declared a global pandemic by the World Health Organisation. Daily reports of increasing infections and deaths across the world raise our anxiety and, in cases of personal loss, plunge us into grief. At the time of writing, the total number of confirmed cases in Nigeria as reported by the Nigeria Center for Disease Control (NCDC) was two hundred and thirty-eight (238), with five (5) confirmed deaths.
Asides the known threats induced by the novel Coronavirus outbreak, there is another unseen threat rising in the Nigerian…
As the coronavirus (COVID-19) continues to spread worldwide, Heads of governments have imposed nation-wide lockdowns to enforce social distancing and curb the spread of the virus. HR executives have been thrust in the spotlight and asked to advise on how to handle staff safety and engagement amid current realities.
Gartner surveyed HR executives to assess how various organisations are handling the pandemic. Results show that 88% of employees have been mandated to work remotely, while 97% have cancelled work-related travel. …
Insights by pcl.
Phillips Consulting Limited (pcl.) is a leading business and management consulting firm serving clients across Africa. www.phillipsconsulting.net/
