Category Archives: Leadership and Talent

The fourth industrial revolution and being fair by design

As we move through the fourth industrial revolution, a few things stand out. Among them, that the ongoing discrimination against women — a shameful cultural and historical legacy — has no place in this century. I find it scandalous that … Continue reading →

Adjusting career-stage jobs and rewards

Today one in five the employees in the U.S. are 55 years old or older. According to the Bureau of Labor Statistics this number will rise to one in four by 2022, outpacing employment growth by 500%. This is not … Continue reading →

Control your company’s destiny with a work strategy

In many ways Brexit news hit like a splash of cold water – a shocking surprise. In the weeks that have followed, many organizations are now experiencing a constant, sprinkler-like flow of information and activities needed to manage internal and … Continue reading →

Talent: a long-term risk for tech firms

Firms need to consider the impact of talent on their ability to enter new markets, and respond to new sources of competition. Continue reading →

Work segmentation? The new .01 percent?

Recently Walt Disney World started offering special access to visitors to avoid the crowds. For the elite traveler, cruise ships have premier packages with separate pools and lounge decks visible through glass partitions from the common deck. Airlines have stratified … Continue reading →

Rethinking reputational and talent risk — Where say on pay fits in

The balance of reputational and talent risk is playing out in unexpected ways and is something that more companies will want to take into account when determining their own say-on-pay approach. Continue reading →

Creating a cyber-smart workforce starts with culture

Organizations experiencing data breaches are judged by their employees as lacking in two key areas of workforce culture: employee training and pay for performance. Continue reading →

The sharing economy and the forgotten man

The golden pin that holds together and supercharges the shared economy is the classification of workers as independent contractors. Continue reading →

The fourth industrial revolution: The “uberization” of the workforce

In a session called Talent, Culture and Risk: the Next Frontier, John Bremen, Human Capital & Benefits Leader for North America, talked about the fourth industrial revolution: the change to workforce dynamics that he described as the “uberization of the … Continue reading →

Banks of the future: Millennials and risk culture

From employees, to consumers, banks need to affect true cultural and behavioural change, restore trust and ethics and ensure consumers are placed at the heart of business. Continue reading →