For anyone who's ever suffered from an inefficient work meeting – 1-on-1 meetings may just be what you've been looking for.
When Intel CEO Andy Grove gave objectives a boost in the 1970s, it hailed the beginning of OKRs.
We were thrilled to have such engaging speakers at our spring event! Here are some of the key learnings we took home with us.
We've packed everything you need to know about running great performance reviews in this quickfire overview.
Bias is part of human nature. But it doesn't have to be part of your performance review.
Giving feedback is great for engagement, but it’s requesting feedback that really lays the groundwork for engaged teams.
Rather than waiting for millennials to ask, managers and HR departments need to be proactive in giving continuous, regular feedback.
Bringing change into the workplace can feel daunting, but it doesn't have to be.
Feedback culture might seem like a nice idea, but what is it really worth? And how can you figure out what it means for your business?
Pascal Finette is the founder of numerous startups and advisor to others, particularly in the impact space. Based in San Francisco Bay Area, he is the Executive Director at Fastrack institute and Chair of Entrepreneurship and Open Innovation at Singularity University. His main aim is to enable and support leaders to build what matters. His latest endeavor is called Radical.
Claudia Braun is a partner at Return on Meaning GmbH, a boutique consultancy providing consulting, trainings, and workshops on culture and change management, leadership, and mindfulness. Her passion is to help find a sweet spot where meaningful work is an advantage for both employee and the company. Claudia previously worked at McKinsey & Company, consulting companies on subjects including organizational change and leadership. To learn directly from her experience, you can also book our regular feedback masterclass.