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Kate

Don’t miss the July 14-15 WE/CREC INNOVATION WORKSHOP – Designing for the Experience (Nike Campus, Portland OR)
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Don’t miss the July 14-15 WE/CREC INNOVATION WORKSHOP – Designing for the Experience (Nike Campus, Portland OR)

Members of the WE and CREC communities are collaborating to design a unique, experiential conference that engages participants around the challenge of: Designing for the Experience.

Source: we.ifma.org

Important Details:
Where: Nike Campus in Portland, OR
When:  July 14 -15 2016
Cost:    $299; limited to 90 attendees

What is the Innovation Workshop?

Members of the WE and CREC communities are collaborating to design a unique, experiential conference that engages participants around the challenge of: Designing for the Experience.

The conference will spark a dialogue on various forms of disruption – digital, customer demands, finance, worker preferences – facing our industry and their impact on how we design to meet evolving demands.

Expect to experience conference disruption in various ways and to interact on how the shake up changes your own perceptions and practices!

Why Attend?

Now is the time for this special event! “WE|RE in a moment of tremendous and diverse disruptions.”  How do we think, interact and react in order to Design for the Experience?

Participants will benefit from a new conversation that talks differently about the impacts of disruptions on how we design for the experience.  Different tracks will enable active, thought-provoking learning to take back and apply in your daily work.

 

 

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11 Jul 2018
A comprehensive and proscriptive report on job loss due to automation from McKinsey
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A comprehensive and proscriptive report on job loss due to automation from McKinsey

Demand for technological, social and emotional, and higher cognitive skills will rise by 2030. How will workers and organizations adapt?

Source: www.mckinsey.com

If you or your clients are worried about how automation will impact the future of jobs, this 84-page report is a must-read. It includes breakdowns by industry, geography (US vs Western Europe), and extent of adoption. 

 

It devotes many pages to what organizations are doing to prepare. Key strategies include:

  • More continuous learning
  • The creation of new business units
  • More cross-functional collaboration
  • More agile ways of working
  • More team-based work

 

Dividing organizations into three buckets: extensive, moderate, and limited adopters of automation, it reveals substantially different views of the future world and in how each group is preparing for it. Of concern, is that the slow adopters will not invest in the preparation strategies outlined above and that, at the macro level, will create significant economic hardship for the most vulnerable.

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10 Jul 2018
A wellness program with bragging rights—It can work, but it has to run deep
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A wellness program with bragging rights—It can work, but it has to run deep

This Palm Beach hotel has some of the happiest employees and guests in America. That's because they've made wellness a business imperative.

Source: slate.com

Wellness programs get mixed reviews, but Breakers Palm Beach, an upscale Florida resort, shows they can work. The bragging rights they've earned with their programs includes:

 

  • A 4:1 return on investment based on healthcare savings
  • Turnover that's 55% lower than peers
  • A 30:1 ratio of applications received to jobs posted
  • 92% of employees calling it a great place to work

 

The difference, according to Leigh Stringer the author of this Slate article, lies in management's deep commitment to the belief that happy employees make for happy customers.

 

Support for its broad-based health and wellness programs comes from the very top of the organization, the family who owns the resort and its top executives. It takes more than just offering gym privileges, flexible hours, and remote work options, reports Stringer. It takes a culture that gives employees permission to take advantage of the offerings.  

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10 Jul 2018
New study establishes link between autonomy, mental health, and turnover2
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New study establishes link between autonomy, mental health, and turnover2

The objectives of this study are to 1) examine the direct effect of psychosocial work characteristics (as measured by job autonomy and work-related pressure) in relation to self-reported psychological morbidity symptoms and early retirement retentions, and 2) to investigate burnout as mediating variable of these postulated associations. The study involved 593 NHS consultants (Male = 63.1%) from hospitals in England, Scotland and Wales. 

The study concluded that high job autonomy negatively predicted anxiety, depression, and intention to retire. While this may be intuitive to those familiar with the link between autonomy and employee engagement, this offers additional fodder for the argument against micromanagement and in favor of performance-based outcomes.

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10 Jul 2018
GSA’s free “Buildings and Health” tool offers a wealth of research
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GSA’s free “Buildings and Health” tool offers a wealth of research

GSA's Sustainable Facilities Tool was designed to help federal agencies and the general public build and buy green.

Source: sftool.gov

GSA's SFTool (Sustainability Facilities) just got better with the addition of four new tools:

  • The Buildings and Health Module highlights the financial benefits and shares best practices in making buildings healthier for their occupants 
  • A synopsis of how biophilia impacts health outcomes
  • A primer on Circadian Light
  • An interactive Health and Wellness Guidance Crosswalk which provides an easy-to-use way to compare sustainability and wellness rating systems across a broad range of criteria

The site also offer a wealth of research citations and additional resources all for free (well, sort of, if you don't count your tax dollars.)

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10 Jul 2018
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