Talking recently to a friend of mine about the mental models of leadership, about adaptability, about navigating today’s “waters” and the mindset required for it, I realized the “work – life balance” concept is totally… stupid. Especially in times when most of us look more and more for meaningfulness in our lives (both at work and outside work).
As wines become excellent or stay mediocre depending significantly on the terroir and on the winemaker, the same way we humans develop successfully or stay mediocre depending significantly also on the ecosystem around and on how we contribute to it.
Despite the fact 99% of the people I meet complain about stress and about feeling often overwhelmed, the majority still focuses on physical fitness to reduce stress – which is great and does a lot in this direction yet not enough.
As we all know, the one big missing piece in the education system is the fact that it hasn’t yet incorporated mind training in the curriculum despite solid research evidence showing its incredible benefits. and despite neuroscientists (and not only) having been writing tons of books about “mental fitness” being critical for a healthy life and better relationships – actually the ultimate goal for most of us.
Why do some executives create value and others destroy value? During our one day executive program we talked about the key traits that companies should look for in order to hire the right people. Check out some of the key components of the benchmark we’ve developed for our clients in the video.
Feedback – a sensitive subject at both ends. A difficult thing to do but among the most efficient in developing a culture of respect and trust.
We all know how important feedback is yet very few of us are actually providing it/asking for it properly and regularly.
In this article I will share some tips on how feedback can be applied in one to one discussions or mediating between members of your team that are in conflict. Continue reading
On May 23rd we hosted and co-delivered a one-day executive development program in Bucharest, the first in a series of programs with top business schools’ faculty on topics addressing our mission: “helping companies live their values”.
The program was facilitated by Frank Cespedes, Senior Lecturer at Harvard Business School and by Radu Manolescu, Managing Partner at K.M.Trust & Partners and focused on strategic choices & value creation. We talked about adaptability and personalization as being the key ingredients in addressing the evolving needs of the stakeholders and how companies who excel at leading a diverse array of generations (motivated by very different drivers) will succeed and flourish.
Two years ago, I wrote an article about “the end of Executive Search as we know it” mentioning the fact that I considered that even the name of the industry was inappropriate while the value for the customer has actually never been just “search” but way more than that.
I was fortunate to get in touch with the Blue Ocean strategy concept in 2006 when at INSEAD. I was so excited by it as I immersed myself for several weeks into thinking about how to apply it for ‘internal customer/employee’ engagement, with benefits for both my firm and clients.
