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Google, SAP, and others are using mindfulness to ease digital disruption woes
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Google, SAP, and others are using mindfulness to ease digital disruption woes

SAP and Google have adopted workplace mindfulness programs that address job disruption caused by artificial intelligence and other emerging tech. Are they on to something CIOs should know?

Source: searchcio.techtarget.com

Not long ago the concept of mindfulness would have brought a round of giggles and guffaws in the boardroom. Those days are gone. SAP has delivered mindfulness training to over 6,000 employees, another 5,000+ are patiently waiting for their turn.

While the concept bombed with senior leadership when it was termed 'mindfulness training', 'attention training' was an instant hit. Google uses it to help employees prepare for new roles as AI replaces jobs.

Takeaways:

  • Watch your language. 'Stress training,' for example, may turn off those who aren't stressed.
  • Make it your own. It's not necessarily about incense and sitting cross-legged. 
  • Lead with knowledge. Hard research will dissuade naysayers.


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.


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