While it must be recognized that there are systematic barriers and HR policies that formally contribute (or don't contribute) to gender equality, here are three practical tips that managers can employ if they want to start removing gender bias from their organizations
As leaders we must ask ourselves, with the pace of technology and information growing exponentially, have we considered the implications for humanity? And if knowledge has doubled every 11 hours, will our sense of responsibility keep up?
From all this, it becomes obvious that, based on empirical evidence, the definitions of emotion must be questioned along with current ideas regarding their role in our behavior and our ability to recognize, change and manipulate them.
Ever heard the phrase "there's method in their madness"? Well, what is being referred to here, is something which looked absolutely crazy to start with, but that might actually not be such bad idea after all.
Larry Lawson assumed his current leadership role of Chief Executive Officer and President for Spirit AeroSystems, Inc. in 2013. In this role, Mr. Lawson leads an organization of roughly 15,000 employees across the globe through his eight direct-reports.
As someone who's regularly involved in the valuation of intangible assets, I'm often asked which intangible asset is the most valuable to a company. I've always believed that it's the people. Sometimes it's just hard to quantify.
I am continuously dumbfounded that fear-based managers think shutting down employees is going to improve anything. It's counter-productive. Fear-based management results in disengaged, resentful, low productivity employees.