The buzz: “Allow people to be themselves. People want to be GREAT, great companies let them be GREAT" {Arte Nathan). In a world where everything that can be automated, will be automated, business organizations need to become more ‘human’ than ever. Why? Our human abilities to create with passion, empathize, collaborate and innovate, give us a competitive edge over machines. Is your organization elevating human capabilities over obedience, diligence, and expertise? The experts speak. Lars...

The buzz: “Allow people to be themselves. People want to be GREAT, great companies let them be GREAT" {Arte Nathan). In a world where everything that can be automated, will be automated, business organizations need to become more ‘human’ than ever.

The buzz: “Business Week recently reported that self-directed work teams are, on average, 30 to 50 percent more productive than their conventional counterparts” (Jim Cody). The definition of work is changing in ways you may not expect. Steep, rigid work hierarchies will no longer sustain your business in our digital economy. The answer? Self-organizing teams can have a positive impact on worker productivity and job satisfaction, as well as customer experience and loyalty management, and even...

The buzz: “Business Week recently reported that self-directed work teams are, on average, 30 to 50 percent more productive than their conventional counterparts” (Jim Cody). The definition of work is changing in ways you may not expect.

The buzz: “…the human being is a lazy creature…paradoxically this is a good thing, because laziness is… the engine of progress!... if a job’s considered too hard…certain lazy (but conscientious) humans…give the job to a machine!” (Eugene Kaspersky).

The buzz: “…the human being is a lazy creature…paradoxically this is a good thing, because laziness is… the engine of progress!... if a job’s considered too hard…certain lazy (but conscientious) humans…give the job to a machine!” (Eugene Kaspersky). We often find ourselves overwhelmed, yet inspired by the speed of change and technological innovations that are shaping, enhancing and improving our daily lives and how we work. How do we define and shape new strategies of New Work? Are we ready...

The buzz: “Workforce agility will become the most critical concept in HCM… tapping into people’s innate capacity for learning, growth, and innovation” (Steven Hunt, SAP). Most companies have always hired workers from two or three generations.

The buzz: “Workforce agility will become the most critical concept in HCM… tapping into people’s innate capacity for learning, growth, and innovation” (Steven Hunt, SAP). Most companies have always hired workers from two or three generations. Today, it is common for organizations to employ five demographic cohorts – ages 20–70 with diverse abilities and learning styles. Are your human capital assets sharing information, collaborating, mentoring each other – or is your workplace a battleground...

The buzz: “…the human being is a lazy creature…paradoxically this is a good thing, because laziness is… the engine of progress!... if a job’s considered too hard…certain lazy (but conscientious) humans…give the job to a machine!” (Eugene Kaspersky).

The buzz: “…the human being is a lazy creature…paradoxically this is a good thing, because laziness is… the engine of progress!... if a job’s considered too hard…certain lazy (but conscientious) humans…give the job to a machine!” (Eugene Kaspersky). We often find ourselves overwhelmed, yet inspired by the speed of change and technological innovations that are shaping, enhancing and improving our daily lives and how we work. How do we define and shape new strategies of New Work? Are we ready...

The buzz: “Workforce agility will become the most critical concept in HCM… tapping into people’s innate capacity for learning, growth, and innovation” (Steven Hunt, SAP). Most companies have always hired workers from two or three generations.

The buzz: “Workforce agility will become the most critical concept in HCM… tapping into people’s innate capacity for learning, growth, and innovation” (Steven Hunt, SAP). Most companies have always hired workers from two or three generations. Today, it is common for organizations to employ five demographic cohorts – ages 20–70 with diverse abilities and learning styles. Are your human capital assets sharing information, collaborating, mentoring each other – or is your workplace a battleground...