Innovation In The Workplace

Leaders, if you're going ahead with mass layoffs, you can't seriously be thinking that your #diversity, #equity, or #inclusion work will have any credibility left after the fact. Fundamentally, DEI work is about showing people that they matter by building a workplace where they can thrive. And fundamentally, mass layoffs communicate the exact opposite: that no matter a person's skill, experience, productivity, contribution, passion, or loyalty, they ultimately are just another cost to be cut. That people mean nothing in the face of short-term profit. The consequences of mass layoffs on your people, your biggest assets, are immediate and catastrophic. 📉 One study found a 41% decline in job satisfaction among survivors of a layoff, leading to a 36% decline in their desire to stay with the workplace. 📉 Another study found that a 1% workforce layoff resulted in a 31% increase in voluntary turnover. 📉 One study found a 20% decline in job performance, with another finding that 77% of layoff survivors see more errors and mistakes made. 📉 Another study found that layoffs tanked the quality of products, the safety of the workplace, and the quality of layoff survivor mental health and wellbeing. 📉 A bevy of other studies find a cascading set of issues triggered by layoffs that create a vicious cycle: worse morale and wellbeing leads to poorer job performance, overwork and forced productivity drives mass exoduses of skilled workers; reputational damage and loss of trust dampens the ability to hire fresh talent. Trying to achieve any sort of DEI impact amid this kind of avoidable chaos is like trying to renovate your house after setting it on fire. It's downright offensive to employees, especially those with marginalized identities, to be asked to continue their unpaid, voluntary efforts to benefit the business after you've destroyed any reason for them to undertake this extra work. It's a moot point—they're far too busy applying to your competitors, anyways. This is the point in time when those workplaces and leaders with empty promises and performative actions will be weeded out from those that get ahead by doing right by their people, their customers, and the world. There are many ways for a workplace to earn a spot in the latter group, but in case it wasn't clear? Mass layoffs aren't one of them.

You don’t have to log in to the workstation — because your phone 𝗜𝗦 the workstation. That’s the headline that knocked me sideways at this year’s UGM. Epic is famously tight-lipped and private, but one of the things they do really well is listen, and understand healthcare's problems. I’ll often think "I wish Epic did X" — and a year later, they've added it. So UGM usually feels like déjà vu: things I’ve wanted, and now they're delivering. Useful, but not always surprising to me. 𝘛𝘩𝘪𝘴 𝘰𝘯𝘦 𝘴𝘶𝘳𝘱𝘳𝘪𝘴𝘦𝘥 𝘮𝘦. Demo’d inside Epic’s “Hospital Room of the Future,” the concept is so simple it feels obvious in hindsight (which is a sign of great innovation): 1️⃣ Take your Android phone (they said Apple support is in the works). 2️⃣ Plug it into a monitor with a keyboard and mouse — but no computer. 3️⃣ Full Epic Hyperspace appears on the monitor. You’re logged in. It’s your exact session. It's not running on the cloud. The phone isn’t just a phone. It’s THE workstation. No generic logins. No typing passwords with sweaty gloves. No hijacking someone else’s session. You plug in, you chart, you unplug, you go. This is what real innovation looks like: not just shiny tech, but reimagined workflows. And that’s rare for companies this big. It’s built for nursing right now. But I want it for the ER, too. (If anyone knows the tech behind this, I'd love to hear details)

🌱 Sustainable UX Toolkits & Resources (https://lnkd.in/eT6ZR3qz), a large (!) repository of toolkits, Figma templates, books, case studies, articles on sustainable UX — throughout the entire product design process. Kindly put together by the SUX - The Sustainable UX Network, via Thorsten Jonas. Sustainable UX Database (Notion) https://lnkd.in/eyZjigBx As designers, we often are left wondering how to integrate sustainable practices into our design work. Most environmental impact happens on our user’s devices, so we can help our users by reducing waste. Typically, when we speak about sustainability, we mean at least 4 facets of it: 🌱 Reducing waste ← In publishing, heavy visuals, animation, PDFs, 🌻 Deleting content ← Un-publishing outdated, misleading content/flows, 🐝 Maximize reusability ← UI components, flows, processes, templates, 🌳 Sustainable defaults ← Help people make more sustainable choices. In practice, we could use simple but impactful design patterns: 1. Always prefer the lightest mode of communication. 2. Aim to reduce session duration instead of increasing it. 3. Encourage the reuse of existing templates and presets. 4. Auto-delete after 365 days what hasn’t been used once. 5. Discourage users from PDF exports in favor of URLs. 6. Always provide audio-only and transcript for videos. 7. Be intentional with default settings for your users. 8. Highlight key insights to create understanding faster. 9. Skip unnecessary pages: drive users to results faster. 10. Show filters/presets in autocomplete, not just keywords. 11. Nudge users to delete old files for 10% off that month. 12. Establish an archiving, deletion and clean-up policies. 13. Encourage and reward users for trying out dark mode. 14. Question font weights, stock photos, parallax, 4K-videos. 15. Question collected data, if it’s used and when it’s deleted. Individual actions can drive changes at scale. But they need a momentum. And momentum often comes through small changes: better defaults, reused filters and templates, reduced time on task. That’s also just good usability — and can have tangible impact for users and businesses at scale. Useful resources: Sustainable UX Toolkits, by yours truly https://lnkd.in/ePya82v3 Designing For Planet Knowledge Hub (Notion) https://lnkd.in/eiHtpkJH Product Design for Sustainability (+ Google Doc template), by Artiom Dashinsky ↳ https://lnkd.in/dDnujb-t ↳ https://lnkd.in/d95FWb4r *HUGE* thanks to Thorsten Jonas, Isabel Pettinato, Christoph Stark, Alice M., Bavo Lodewyckx, Poppe G., Stine Ramsing and all wonderful contributors to the project. Your effort doesn’t go unnoticed! 👏🏼👏🏽👏🏾 #ux #design

In the world of leadership, there's a crucial distinction that often goes unnoticed: The peril posed by leaders who are neither competent nor inspiring. False leadership is a type of leadership that is characterized by: ↳ mediocrity ↳ lack of vision ↳ incompetence False leaders often make decisions based on personal gain, rather than the good of their organization. These individuals, though they might seem harmless or even well-meaning, carry the potential to steer teams and organizations into the abyss of mediocrity and stagnation. Why does this happen? Here are a few reasons: 1️⃣ Lack of Vision: → Without a clear and inspiring vision, there's no direction. → Teams wander aimlessly, doing what's always been done, but never reaching new heights. 2️⃣ Poor Decision-Making: → Competency in leadership isn't just about skills; it's about making sound, strategic decisions. → Ineffective leaders can make choices that hinder growth and innovation. 3️⃣ Low Morale: → Inspiration fuels motivation. → When leaders lack the charisma or ability to inspire, team members may feel undervalued, unmotivated, and disconnected from their work. 4️⃣ Resistance to Change: → Great leaders embrace change and guide their teams through it. → Incompetent leaders resist it, often due to fear or lack of understanding, resulting in stagnation. 5️⃣ Failure to Develop Talent: → Leaders should nurture and develop their team's potential. → Those who are neither competent nor inspiring often fail to recognize and cultivate talent, leading to a loss of valuable human resources. False leaders can quickly create a toxic environment. And can hinder the success of any organization. After all, the future depends on the quality of our leadership today.

Wheel for Sustainable Business Innovation 🌎 The sustainability landscape is evolving rapidly, and businesses are increasingly expected to integrate environmental and social considerations into their innovation processes. However, traditional innovation frameworks often fall short by focusing solely on customer needs, financial returns, and technical feasibility, leaving critical planetary challenges unaddressed. A more comprehensive approach is needed—one that embeds sustainability at the core of value creation. The 130+ Value Proposition Types Wheel is a practical tool that helps organizations frame innovation efforts across four key dimensions: People, Planet, Profit, and Progress. It provides over 130 value types that businesses can leverage to ensure their projects contribute meaningful solutions to global challenges such as climate action, resource efficiency, social inclusion, and technological advancement. This approach shifts the focus beyond immediate customer needs to include long-term sustainability impacts across entire ecosystems. By using structured frameworks like this, companies can link their innovation projects directly to UN Sustainable Development Goals (SDGs), addressing critical issues such as climate resilience, biodiversity, and social equity. The tool also encourages the use of metrics to track progress, making sustainability-driven innovation more actionable and measurable across industries. It helps businesses unlock new forms of value while addressing both environmental risks and opportunities. The tool is adaptable to different phases of the innovation process, from identifying unmet needs to scaling solutions in the market. It guides organizations in understanding how their innovations create value in areas such as climate action, circularity, supply chain management, and stakeholder engagement. This makes it relevant for both B2B and B2C companies aiming to enhance their impact while future-proofing their operations. Originally developed by Explorer Labs, this tool has been referenced in the past and continues to remain highly useful as businesses advance their sustainability journeys. As 2025 begins, leveraging tools like this can help organizations move from incremental improvements to transformative solutions, embedding sustainability into innovation processes that deliver lasting value. #sustainability #sustainable #business #esg #climatechange #innovation #SDGs

Earlier this month, I had the opportunity to discuss one of the most critical shifts in today’s workplace with Sharon S. from The Straits Times - the urgent need for companies to transition their talent focus from ‘employment’ to ‘employability’. Fostering employability means giving every colleague the ability to stay relevant, adaptable, and future-ready throughout their career.    In today’s landscape where people seek purpose and growth, leaders must rethink how we attract, retain, and engage our people. A key part of our approach towards skills-based roles at Standard Chartered has been through Talent Marketplace – an internal gigs portal that we launched in 2019. This platform democratises opportunity, allowing employees to explore internal gigs, build new skills and follow their passions while solving real business needs. This flexibility is fundamental to the modern employee experience.     The pivot from traditional jobs to more holistic skills-based roles has been further accelerated by technology such as AI. Providing employees with the right tools is also a catalyst for upskilling. To date, over 23,000 colleagues have used our AI academy, and 45% of our technology and operations teams have been upskilled in Generative AI, enabling them to deliver greater experience for our clients and colleagues.     As leaders, our roles have now evolved from creating employment, to actively generating employability. This means investing in our colleague's development, providing the tools for continuous learning, and creating ecosystems where people can continue to build their skillsets.     It is through this skills-first, human-centric approach that we continue to build resilient organisations and empower peoples’ career progression and growth.    Check out the full article linked below 👇

AI systems built without women's voices miss half the world and actively distort reality for everyone. On International Women's Day - and every day - this truth demands our attention. After more than two decades working at the intersection of technological innovation and human rights, I've observed a consistent pattern: systems designed without inclusive input inevitably encode the inequalities of the world we have today, incorporating biases in data, algorithms, and even policy. Building technology that works requires our shared participation as the foundation of effective innovation. The data is sobering: women represent only 30% of the AI workforce and a mere 12% of AI research and development positions according to UNESCO's Gender and AI Outlook. This absence shapes the technology itself. And a UNESCO study on Large Language Models (LLMs) found persistent gender biases - where female names were disproportionately linked to domestic roles, while male names were associated with leadership and executive careers. UNESCO's @women4EthicalAI initiative, led by the visionary and inspiring Gabriela Ramos and Dr. Alessandra Sala, is fighting this pattern by developing frameworks for non-discriminatory AI and pushing for gender equity in technology leadership. Their work extends the UNESCO Recommendation on the Ethics of AI, a powerful global standard centering human rights in AI governance. Today's decision is whether AI will transform our world into one that replicates today's inequities or helps us build something better. Examine your AI teams and processes today. Where are the gaps in representation affecting your outcomes? Document these blind spots, set measurable inclusion targets, and build accountability systems that outlast good intentions. The technology we create reflects who creates it - and gives us a path to a better world. #InternationalWomensDay #AI #GenderBias #EthicalAI #WomenInAI #UNESCO #ArtificialIntelligence The Patrick J. McGovern Foundation Mariagrazia Squicciarini Miriam Vogel Vivian Schiller Karen Gill Mary Rodriguez, MBA Erika Quada Mathilde Barge Gwen Hotaling Yolanda Botti-Lodovico

Stop leading like it's 1995. Modern vs. outdated leadership: Most managers want to "lead modern teams." But no one describes what that actually looks like. It's not a motivational speech or a new app - It's the small choices you make about: ↳How work gets done ↳How people grow ↳How decisions get made. Here are 11 shifts that separate outdated from modern leadership: 1. Performance Reviews ↳Old Style: Sitting down once a year for a formal review ↳New Style: Having short weekly check-ins to ask "What's working? What's stuck?" 2. Healthy Work Pace ↳Old Style: Sending late-night emails and expecting quick replies ↳New Style: Blocking off recharge time and encouraging people to log off 3. Productive Meetings ↳Old Style: Weekly status meetings for every project ↳New Style: Meeting only to decide or unblock 4. Tools and Automation ↳Old Style: Blocking new tools to keep control ↳New Style: Approving safe tools and automating repetitive work 5. Sharing Information ↳Old Style: Keeping updates in private meetings or email chains ↳New Style: Posting decisions and notes in a shared document or channel 6. Developing People ↳Old Style: Giving quick answers when someone brings a problem ↳New Style: Asking "What do you think we should try first?" 7. Everyday Recognition ↳Old Style: Saving praise for annual awards or big launches ↳New Style: Giving frequent, specific recognition in the moment 8. Scaling Leadership ↳Old Style: Requiring every small decision to come through the leader ↳New Style: Creating checklists or playbooks so others can decide without waiting 9. Planning and Strategy ↳Old Style: Writing a detailed annual plan and sticking to it relentlessly ↳New Style: Testing a small pilot, then expanding if it works 10. Hiring Talent ↳Old Style: Choosing candidates from well-known schools or companies ↳New Style: Choosing candidates who show they can learn quickly and adapt 11. Career Growth Paths ↳Old Style: Expecting employees to climb a single ladder ↳New Style: Supporting lateral moves, new skills, and trial roles None of these changes require a new budget or a new title. They just require managers willing to trade control for clarity - And old habits for better systems. Which one of these shifts feels most relevant to you right now? --- ♻️ Share this to help inspire more modern leaders. And follow me George Stern for more leadership content.

In 2021, I was diagnosed with ADHD. No surprise. Mental health differences run in my family. So, when I talk about workplace culture, leadership, and their impact on mental health, it’s not just from managing 80+ people. It’s personal. My brain works differently, and I've had to find my own way of getting results. But leaders, you don’t need ADHD or dyslexia to want to support those who do. Great workplaces don’t just tolerate neurodivergent talent, they create spaces where everyone thrives. Here’s how: 1️⃣ Fix your hiring process. Rigid interviews and generic assessments filter out neurodiverse talent. Try work trials, skills-based tasks, or flexible interviews. You’ll uncover hidden potential. 2️⃣ Overcommunication is never a bad thing. Vague instructions = confusion = wasted time. Be specific. Break down tasks. Set clear priorities. It’s simple but it works! 3️⃣ Design for focus, not distraction. Loud open offices? Harsh lighting? Sensory overload kills productivity. Offer quiet spaces, noise-canceling options, and adjustable lighting. Or go hybrid. 4️⃣ Provide support and mentorship. Hiring neurodivergent talent isn’t enough. Set them up to succeed. Mentors, advocates, and tailored support systems make all the difference. 5️⃣ Lead with inclusion, not just awareness. Hire diverse leaders. Normalise different ways of working. Inclusion isn’t a checkbox. It’s a culture. And great leadership isn’t about hiring people who think like you. It’s about building an environment where different thinkers thrive. For the exact strategies and occasional stories on my hiring failures and wins subscribe to my newsletter, CheatCodes: https://lnkd.in/e96t-RkW

🌍 𝗦𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀 𝗮𝘁 𝗮 𝗰𝗿𝗼𝘀𝘀𝗿𝗼𝗮𝗱𝘀. 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗿𝗲𝗮𝗱𝘆 𝘁𝗼 𝗹𝗲𝗮𝗱 𝘁𝗵𝗲 𝘄𝗮𝘆 𝗳𝗼𝗿𝘄𝗮𝗿𝗱? I’m excited to share that our whitepaper “𝘓𝘦𝘢𝘥 𝘵𝘩𝘦 𝘊𝘩𝘢𝘯𝘨𝘦: 𝘗𝘶𝘴𝘩𝘪𝘯𝘨 𝘱𝘢𝘴𝘵 𝘳𝘰𝘢𝘥𝘣𝘭𝘰𝘤𝘬𝘴 𝘵𝘰 𝘥𝘳𝘪𝘷𝘦 𝘴𝘶𝘴𝘵𝘢𝘪𝘯𝘢𝘣𝘭𝘦 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴 𝘵𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘢𝘵𝘪𝘰𝘯 𝘪𝘯 𝘌𝘶𝘳𝘰𝘱𝘦” co-authored by IMD and Capgemini Invent is now available! 🤓 🎉 In this research we’ve uncovered a powerful framework to guide organizations through the complexities of sustainable business transformation: the 𝗦𝗕𝗧 𝗙𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸. It consists of 5 Foundational Drivers and 3 Transformational Accelerators - a highly impactful combination that can reshape the way businesses approach sustainability. Here’s where it gets interesting: The three Transformational Accelerators are the breakthrough insights that can drive real, lasting change in your business: 1️⃣ Digital Leverage – Use digital technologies to optimize operations, reduce emissions, and scale sustainability efforts across your organization. 2️⃣ Innovation – Adopt circular, regenerative business models that disrupt traditional thinking and create new opportunities. 3️⃣ Ecosystem Play – Rethink your organization’s role within key systems across the entire value chain, building resilience and stronger partnerships. While the foundational drivers are essential for overcoming the roadblocks many businesses face in their sustainability journeys, the transformational accelerators are key to driving sustainability beyond the harmful 'business-as-usual' path. Curious how these play out in practice? Download the whitepaper here_ https://bit.ly/3DIovyr to learn more about how leading companies like Decathlon , Wärtsilä, and Siemens are pushing the boundaries. Big thanks to Florent Andrillon and the Capgemini team, my IMD team Mahwesh Khan, Esther Salvi and Divya Bhatia, and the many business leaders who have shared their unfiltered experience about the challenges and opportunities of driving sustainability in their organizations including Dr. Eva Riesenhuber, Anna Turrell, Håkan Agnevall, Antje Kanngiesser, Jennifer Motles, Kati Pallasaho, Ebba Lepage, Daniel Schneiders and many many more!! Stay tuned for more insights and our global comparative report, which is coming soon! #IMD #IMDImpact #Sustainability #Leadership