Articles

Over the past year, we’ve immersed ourselves in the GenAI space and learned an incredible amount. Based on our research, soon running GPTs and AI Agents will be as essential as using the Internet is today.

So, what have we discovered so far?

Feedback loops exist everywhere around us; in our bodies, in our relationships, and in our businesses. In this article, we will look at the types of feedback loops we encounter, relate those types to the feedback loops that we leverage in our everyday environments, and, finally, look at how we can ensure that the feedback loops we create and use in our work (and other) environments are as healthy as possible.

Agile methodologies have become a cornerstone of modern software development and a vehicle for team and organizational transformation, revolutionizing how teams collaborate, adapt, and deliver value to customers. However, despite its universal appeal, the implementation of Agile practices can vary significantly across different geographical regions. From the bustling tech hubs of Silicon Valley to the innovation centers of Europe and the emerging markets of Asia, cultural, organizational, and societal factors influence how Agile is embraced and executed.

By highlighting the strengths of both Live Online and Face-to-Face course delivery methods, we aim to help prospective students make informed decisions that align with their learning preferences and lifestyle.

Agile is the ability to move quickly and easily, in the professional context it has come to be equated with an approach to work that is about rapidly responding to changing customer and stakeholder needs in an environment that puts people first. The approach has been increasingly adopted by national, regional and local governments around the world. Along with the adoption of agile thinking and practices, there has been a proliferation of “doing agile” rather than ”being agile”. This has resulted in the proliferation of myths about what agile approaches are. Let's explore.

Many organisations adopt an agile way of working to help foster better innovation, improved efficiency, and deliver value to customers quicker. However, embarking on an agile journey can be daunting, requiring significant investment in culture, processes, and mindset. While it's tempting to focus on large-scale initiatives, it is often that small changes can have a more profound impact on the success of an organisation’s agile journey.

We all want to be part of a high performing team, and organisations are looking to create the elusive environment where high performing teams are the norm. So, what does a high performing team look like and what behaviours should we expect to see?

Accountability is a critical component of organisational success, but it must be approached with care and consideration from both the leadership and team perspectives. Leaders must set the tone by establishing clear expectations, providing the proper support, and holding people responsible. Teams, in turn, must take ownership of their work and hold each other accountable while feeling empowered to hold their leaders accountable. 

Just as a village provides diverse role models, teachers, and mentors for a child, a company must create a supportive ecosystem for reskilling and development. Each member of this corporate "village" — from executives to entry-level employees — plays a critical role in fostering a culture of continuous learning and growth. Let's explore...

Imagine a world where change is the only constant, and disruption is the name of the game. Welcome to the future business landscape, where success belongs to organisations that can adapt, evolve, and innovate at lightning speed. In this world, the key to thriving isn't just having the right products or services but a future-fit organisation.

In an era of paradigm shift to skills-based organisations – the core fundamentals of capability haven’t really altered that much, but the way we are approaching it has.

We take a quick look at why the big shift is occurring, and some tried and true practical approaches that can support that shift – without causing even more disruption in the organisation or investing huge volumes of time and energy.

As Leaders and Management professionals, we understand the importance of building a skilled and engaged workforce. However, in our quest to equip our teams, we can sometimes fall into the trap of pigeonholing them by focusing solely on closing perceived skills gaps and neglecting their unique strengths. This one-size-fits-all approach, although more straightforward for the Leader or Manager to classify and assess, can stifle creativity, hinder engagement, and ultimately limit organisational growth.

Here are some tips to help you delve into the art of recognising strengths, expanding skills, and avoiding the trap of pigeon-holing employees.