Tag: future

  • The value of companies? The employees

    The value of companies? The employees

    Attention to employees goes further.
    It is also about their health and well-being.

    Imagine a work environment where employees are supported in finding a balance between their professional and personal lives. Imagine wellness programs that encourage them to take care of themselves, stay fit and manage stress.

    Imagine a company that invests in the growth and professional development of its employees, providing opportunities for learning and career progression.

    This genuine employee care not only creates a positive work environment, but generates a driving force for success.

    Employees feel valued, inspired and motivated to give their best. Their productivity reaches stratospheric levels, pushing the company beyond the boundaries of the ordinary.

    Innovation flourishes, leading to breakthrough solutions and competitive advantage.

    But there’s more. When a company takes care of its employees, it gains their loyalty and dedication.
    Employees feel part of something bigger, a shared mission.

    This sense of belonging creates a unique corporate culture where teamwork and cooperation  are the order of the day.

    Employees are not just numbers, but people with a voice that is listened to and respected, which creates a climate of trust and mutual growth.

    Finally, the care of the employees is also reflected on the outside.

    A company that takes care of its employees acquires a reputation for excellence and social responsibility.
    Customers and business partners are attracted to this reputation because they know they are doing business with a company that is committed to the good of people.

    Ultimately, taking care of your employees is much more than a moral duty.

    It’s a winning strategy that generates lasting business success.
    It’s an investment in human power that fuels growth and innovation.

    So take care of your employees and watch as your business reaches new heights of excellence.

     

    Photo by: kelly sikkema

  • Dedicated to educators, coaches, teachers and above all to all parents

    Dedicated to educators, coaches, teachers and above all to all parents

     

    Respected Teacher,

    My son will have to learn I know that all men are not just, all men are not true.

    But teach him also that for ever scoundrel there is a hero; that for every selfish politician, there is a dedicated leader. Teach him that for every enemy there is a friend.

    It will take time, I know; but teach him, if you can, that a dollar earned is far more valuable than five found.

    Teach him to learn to lose and also to enjoy winning.
    Steer him away from envy, if you can.

    Teach him the secret of quite laughter. Let him learn early that the bullies are the easiest to tick.

    Teach him, if you can, the wonder of books.. but also give him quiet time to ponder over the eternal mystery of birds in the sky, bees in the sun, and flowers on a green hill -side.

    In school teach him it is far more honourable to fail than to cheat.

    Teach him to have faith in his own ideas, even if every one tells him they are wrong.

    Teach him to be gentle with gentle people and tough with the tough.

    Try to give my son the strength not to follow the crowd when every one is getting on the bandwagon.

    Teach him to listen to all men but teach him also to filter all he hears on a screen of truth and take only the good that comes through.

    Teach him, if you can, how to laugh when he is sad. Teach him there is no shame in tears. Teach him to scoff at cynics and to beware of too much sweetness.

    Teach him to sell his brawn and brain to the highest bidders; but never to put a price tag on his heart and soul.

    Teach him to close his ears to a howling mob… and to stand and fight if he thinks he’s right.

    Treat him gently; but do not cuddle him because only the test of fire makes fine steel.

    Let him have the courage to be impatient, let him have the patience to be brave.

    Teach him always to have sublime faith in himself because then he will always have sublime faith in mankind.

    This is a big order; but see what you can do. He is such a fine little fellow, my son.

    Abraham Lincoln.

     

    Photo by: Ante Hamersmit

  • Social Innovation & Cultural Growth

    Social Innovation & Cultural Growth

     

    We are already talking about this for some time and the COVID emergency has given the last push necessary to make a need evident: it is time to leave the economy of profit, to enter the economy of  Social Innovation & Cultural Growth  Yes, profit must be pursued, but through new models where (healthy) human development shall aim at cultural growth and social innovation.

    Social innovation is an innovation that focuses on the individual and the improvement of their living, working, social and environmental conditions.

     

    This is an economy which does not aim at creating new needs but to solve problems that have not yet been solved, or to find better solutions than those implemented so far.

    It is an economy that shall not create new products to sell and consume quickly, but focus on services.

    All this through new models designed with innovative social schemes in mind which are not simply focusing on the goal, but above all how to achieve it.

     

    People must become central, strategic, protagonists. Not only those who receive a service or product but also the individual who produces that product or service.

    A friendly work environment where enthusiasm, creativity and talent of each individual shall be released and the flexibility shall become the status quo.

     

    An example of this approach to economics and productivity are, for example, Design Thinking, ATE (accelerated talent experience) or the Circle. Approaches that, specifically focus on creative solutions, on solving a problem by observing it from an unusual point of view, thus developing lateral thinking, but above all by circulating and sharing knowledge and talent of people through the creativity.

     

    An aspect also recognized by Murray, Caulier Grice and Mulgan in their “White Paper on social innovation“, where they write:

    “We define social innovations as new ideas (products, services and models) which satisfy social needs (more effectively than existing alternatives) and which at the same time create new relationships and new collaborations. In other words, innovations that are good for society and that increase the possibilities for action for society itself.“

     

    As we know, the state is responsible for responding to the needs and demands of citizens, but if it is not the case, each individual has the moral responsibility to fill this gap.

    In fact, individuals can be the engines of the useful economy, of the useful development, which can find its maximum expression in various sectors, including health care, social assistance, social integration and training.

     

    A reality capable of “revolutionizing” the market through a paradigm change.

     

    Company such as the Japanese multinational Hitachi focused on its Social Innovation Business, which combines information technology (IT), operational technology (OT) and products.

    Siropack, a high-tech company from Cesenatico, Italy,  that has made employee well-being and attention to the environment its business philosophy

    Or the nascent Piedmontese, from Torino,  startup xScoreInsight, which supports business organizations to improve the information potential of data, promoting new models of cultural growth and social innovation, using big data and artificial intelligence. A disruptive startup that we will hear a lot about

     

    These are some of the examples where through new technologies and embracing disruptive changes, different types of organizations have the opportunity to optimize the use of resources, including the human resource, by having an effective impact on the society.

     

    Photo by: Tim Marshall

  • ”Sport & Future”, come riconoscere e gestire un talento

    ”Sport & Future”, come riconoscere e gestire un talento

    Se come è, tutti alla nascita abbiamo un talento, allora varrebbe la pena rispondere ad alcune domande.Come si riconosce un talento? E, una volta individuato, come va gestito? Sono interrogativi a cui è chiamato a rispondere sia un allenatore, nello sport, sia un manager nell’ambito delle organizzazioni aziendali. Perché il talento è in ogni ambito della vita ma per liberarlo e fargli spiccare il volo è necessario un percorso di crescita da parte di un individuo di riferimento, un ispiratore.

    I talenti vanno individuati

    La scorsa settimana  ho lanciato “Sport & Future” – la prima tappa si è tenuta il 2 dicembre al Toolbox di Torino – una serie di eventi dedicati agli allenatori delle società sportive dilettantistiche, alle prese quotidianamente con migliaia di ragazzi da gestire, allenare e per chi, avendo a che fare con il talento, è preposto alla sua crescita e al suo successo. Successo, però, che non deve essere misurato in termini quantitativi: non servono soltanto i numeri, i gol segnati – se parliamo di calcio – o le presenze fatte. Bisogna considerare il benessere del talento: la sua crescita dipende dall’avere di fronte a sé una visione, un obiettivo che lo stimoli a performare. L’allenatore è la figura fondamentale. Spetta a lui il compito di individuare il talento, una merce preziosa e distribuita in modo squilibrato se si pensa che solo il 10% delle persone che noi reputiamo talentuose è il vero responsabile del successo di un determinato dominio. Sapevate che, ad esempio, il 50% di tutta la musica classica ascoltata nel mondo si deve al genio di soli 16 compositori? È un dato emblematico della condizione di emarginato in cui spesso viene relegato il
    talento. E anche qui gli esempi si sprecano dal compositore Bach fino a Van Gogh per arrivare a Gregor Mendel. Dove sono gli errori? Innanzitutto nel valutatore, vittima di un pregiudizio cognitivo: il suo parere nella considerazione delle potenzialità di uno sportivo – o di una personalità con spiccate capacità in qualsiasi settore – è ostacolato da condizioni pregresse che distorcono la reale percezione. Ad esempio questo avviene nei Dratf. Il draft NBA è un evento annuale della National Basketball Association (NBA) nel quale le trenta squadre possono scegliere
    nuovi giocatori. Questi devono avere almeno diciotto anni e di solito provengono dai college, nonostante fossero frequenti anche le scelte di giocatori internazionali o provenienti direttamente dalle high school, opzione divenuta impossibile dal draft del 2006 In questa selezione dei nuovi giocatori per la più importante competizione di basket americana, spesso le loro prestazioni sono inferiori alle aspettative che si sono create durante la scelta, ma i cestisti selezionati e considerati talentuosi vivono nella maggior parte dei casi di rendita. Guadagnano di più, vengono sostituiti di meno e difficilmente cambiano squadra. Ecco un pregiudizio cognitivo.

    Stimoliamo l’entusiasmo

    Una componente fondamentale di un talento è il suo entusiasmo. E un allenatore e ispiratore deve infondere nel giovane questa “essenza di Dio” così come da etimologia del termine. Attrarre, suscitare interesse, spiegare al talento le cause finali del progetto: ecco i doveri di un allenatore. Che è anche un ispiratore: un personaggio unico, che ci trascina via dal quotidiano, dall’apatia e ci porge le chiavi per entrare nello straordinario. Stimola passione, coraggio, entusiasmo e voglia di ripartire. Anche dopo una sconfitta e un fallimento. Una regola che vale per lo sport, per le organizzazioni aziendali. Per la vita.