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Senior Executive Service Is Meant to Be Mobile, according to Lawmaker
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Senior Executive Service Is Meant to Be Mobile, according to Lawmaker

Rep. Jeff Miller, R-Fla., has introduced legislation that would require senior executives at VA to be reassigned every five years. Wait, mobile mean change jobs every five years?  Old school, man, old school. The head of the House #veterans’ Affairs Committee on Tuesday defended his legislative proposal to reassign VA senior executives to new posts every five years and limit the number of bonuses the...

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What’s Good for People? Moving from Wellness to Well-Being

Our latest paper, commissioned by Knoll Download Key Take-Aways The bottom line impact is clear, wellness needs to be a strategic priority. Stockholders would demand it, if they understood. Most organizations invest in wellness, but few address broader well-being. The indirect costs of poor health and well-being trump direct costs by a wide margin. There is a direct relationship between well-being and healthcare costs, productivity and...

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ReWork: Rethinking Work and Well-being | Arianna Huffington
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ReWork: Rethinking Work and Well-being | Arianna Huffington

“Well-being has migrated from marginal to mainstream, finally coming to be seen for what it is: the best way, indeed the only way, to maximize not just happiness and fulfillment but productivity, creativity and, yes, profit. It’s the only sustainable way forward, not just for individuals but for companies, communities and the planet.” Read the full article at huffingtonpost.com


Upcoming WE events…Find one near you
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Upcoming WE events…Find one near you

From its inception, WE has desired to be a truly global community to expand our collective workplace intelligence and build a network of workplace strategist throughout the world. More than a dozen WE HUBs already exist in Sweden, Australia, and in cities across North America. 

Source: we.ifma.org

WE'd love to see you at one of these upcoming WE events:

 

  • April 16 & 17, Pollinator & WE PDX, Portland OR
  • April 19 WEbinar: Mobility in the Workplace 
  • May 15-17, WE at WorldWorkplace Europe, Barcelona
  • June 18-22, NYC WE:HUB, Workplace Week, New York NY
  • June 19-20, WE at Facility Fusion, Québec City
  • June 20, WE:HUB Smartworking Summit, London

 

Stay tuned to http://we.ifma.org/events/ for updates!

 

Don't see an event near you? Maybe you should start a HUB in your city! Message Kati Barklund (Europe) or Eric Johnson for details.


Study quantifies the impact of diversity in leadership on innovation revenue and margins
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Study quantifies the impact of diversity in leadership on innovation revenue and margins

Want to generate inventive new ideas that can win in the market? Build management teams comprising people with the widest possible range of backgrounds and perspectives.

Source: www.bcg.com

A new study from Boston Consulting Group quantifies the benefit of diversity on innovation and financial performance.

The report points to the fact that people with different backgrounds and experiences often see the problem in new ways. Specific findings included:

  • Companies with above average diversity scores averaged 45% income from products and services launched in the past three years. Those with below-average scores averaged just 26% innovation income.
  • Margins for the above-average group were 9 percentage points higher than the low diversity group.
  • The biggest payoff came from diversity in national origin, industry backgrounds, gender and career path. Age and educational focus showed impact too, but to a lesser extent.

There's lot's more to read here, so if innovation is important to you (and it should be), take the time to read the whole thing.


1 in 5 young UK millennials have said “no thanks” to poor office design.
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1 in 5 young UK millennials have said “no thanks” to poor office design.

Over a fifth of millennials have turned their back on a job because of the poor design of an office: 16%t of 18-24 year olds said that they have left a job because of how poorly designed the office was, while 31% of UK workers said their working environment makes is uninspired.

Source: www.independent.co.uk

Amenities Checklist:

  • Kitchen - check
  • Meeting rooms - check
  • Free coffee - check
  • Ability to attract young talent - uncheck

What do they really care about?

  • Natural light
  • Air conditioning
  • Interior lighting
  • Doggie daycare
  • Breakout areas that offer privacy

Admittedly, Mindspace has skin in the game, but this isn't the first study that shows what employers think their people want and what they really want is pretty darn different.

The bottom line:  Ask them (the people you're trying to attract) what matters to them.


What Neuroscience is Telling Us about Designing for Creativity and Innovation
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What Neuroscience is Telling Us about Designing for Creativity and Innovation

"It seems two very different behaviors optimize creative thinking for innovation processes...If we never rest, can’t focus, or don't work with each other, we miss out on finding new ideas and fail to execute them."

Source: www.haworth.com

This new paper from Haworth gets at the brain science behind creativity and innovation. Though the terms are often used in close proximity or even interchangeably, they are completely different. Importantly, the kind of physical environment that supports one, is all wrong for the other.

Key takeaways:

  • There's a sweet spot that's ‘just right’ for creativity to flourish. It's where distractions, stress, and emotions are not high enough to sabotage our ability to focus, but not so low that we’re bored.
  • Innovation occurs when people create together. It requires both group focus and periods of socializing.
  • Serendipitous interactions—particularly among people with diverse backgrounds—fuel innovation, but ‘protected areas’ where teams can feel safe amongst themselves are important too.

  • A supportive work culture is equally, if not more important than the physical environment. People need to be psychologically empowered to move between spaces as they choose. They need to feel valued, appreciated, and supported by their colleagues and by leadership. They need to feel psychologically safe to stare out the window, take a walk, share what they know, offer a different point of view, or fail.


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