Elizabeth Lenihan (Ireland)has been pondering work culture and employee engagement. She asked:
As a job seeker, are CSR, employee engagement initiatives and company culture important to you?
Martin Remle (US) said he’d been searching for “the place that fits me and where I fit best. Because of that, I have learned that the ‘organizational climate’ aspect of a company is just as important as what my actual function would be”. Ethics concernedSteve Preston (UK), who stated: “If a company or organisation is ethical in the way they treat their people and externally, then this will have a big impact on employee engagement and also create good PR.” “My preference”, saidKelly Moller (UK) “is to know that the triple bottom line is intact (people, planet and profit, although not necessarily in that order).”
Meanwhile, Helen Attridge (US) garnered enthusiastic responses to her question:Do you think embracing a coaching culture within your organization is important?
The short answer is yes, said Mariam Nazarudin (UK). “It is a journey that indeed takes years as organisations infuse and revise their DNA to not just focus on bottom line and HSE performance, but real development.”
“Definitively!”, concluded Randall Vickerson (Canada) “Especially as Millennials are added to the ranks and will soon be the largest segment of the workforce.” Lynda Byrne (Australia), too, was thinking overall: “Coaching allows for the true meaning of support. The more coaching they do, the better able their team members are to make thoughtful decisions, which in turn allows the manager to get on with looking after the bigger picture….” Kelly Burris (US), however, sounded a note of caution: “This depends whether there are measurable outcomes. I simply cannot be moved to embrace anything without a little science behind it.”
Other threads include:
Matt Barney (US):
Can we avoid future FIFA scandals with bioinspiration?
Monika B Levinson (US):
Learning from enormous leadership and system failure