Every person in your business has different career development wants and needs. As such, it's helpful to look more broadly at the career development options you provide your people. This will not only mean you better retain your people but it supports you to build the skills you need for the future. In this video, you'll find out more about the 3Ps, that explore career development for: ⭐ Performance ⭐ Potential ⭐ the (Whole of) Person What type of development is most attractive to you? What are some of the neat ways you've bought the 3Ps to life? Video with Viren Thakrar, Co-Founder In The Game and Creator of Quinks

Have you ever heard the phrase "our values are more than just words on a wall" and felt a little bit suspicious? In this video, I explore this phrase, focusing on the value of collaboration as an example. According to a recent MIT Sloan Review, collaboration is the 2nd most common business value. So what does living the value of collaboration look like in practice? Video with Viren Thakrar, Co-Founder In The Game and Creator of Quinks It turns out that living our business values is not that easy to do. I also share some practical tips about how businesses can buck the trend, and start to better live their values: 🧪 conduct a values litmus test 🎭 infuse more personality into your values 📏 systematically update your people practices to better align with your values

As a business leader, you may think "I've got really good, talented, capable people, but whenever I ask for new ideas I don't get back very much". Why is this the case? In this video I go through a simple scenario which helps get to the cause of why this happens: "Imagine one of your team members, someone on the frontline, has come up with an idea to improve one of your business practices or processes. Let's say this idea would cost your business a couple of thousand dollars to put in place. Now, what happens from the moment that person has come up with that idea before it can be put into action? " Also, find out how to flip the script and stop this from being a problem. Video with Viren Thakrar, Co-Founder In The Game and Creator of Quinks

There's a little bit of a push-pull when it comes to operating in a hybrid environment and getting people to come into the office. It becomes even more of a push if what someone's doing in the office can easily be achieved and completed at home. You can make it more attractive and pull people to want to come into the in-person environment by dialling up the amount of time and space people get to invest in the four Cs: ⭐ Connection ⭐ Collaboration ⭐ Creativity ⭐ Celebration When it comes to building a winning culture in the hybrid environment it's less about force and more about incentive and choice. This together with the right frameworks and guidelines in place, is a more effective approach than having to be heavy-handed and mandate everything in policy.

Many businesses are grappling with the question "should we force people back to the office?" Forcing people back in the office is a pretty bad idea (in most cases). People have had a taste of the benefits of flexibility and aren't keen to come back to the office permanently. Most surveys indicate people want a blend. The risk of forcing people back is that it demotivates them (not great for performance) or your people will have an eye on the exit for somewhere that gives them the flexibility they've tasted. One of the biggest concerns businesses seem to have is the difficulty in "seeing" or "managing" performance remotely. Here are two considerations that might help: Create a clear sense of alignment together with your people. Look at creating alignment against the long-term (vision and strategy), mid-term (team goals) and short-term (actions) Establish a good coaching rhythm in your business. A series of regular, informal, structured conversations your people leaders have with every one of their team members. These conversations are perfect to create connection, keep aligned and provide space for two-way feedback conversations. To create a winning culture, we need to enable autonomy (and choice) within a clear framework. Forcing people back to the office doesn't do this. Video with Viren Thakrar, Co-Founder In The Game and Creator of Quinks

Wellness programs and meditation alone won't fix the underlying issues behind the exhaustion and overwork you and your people are feeling. To fix the underlying issues you need to make top-down changes. This video covers five examples of top-down changes that you can make. Changes that will help increase the energy you and your people can invest in your business. ⭐ Better prioritisation - do less and do it better ⭐ Manage peak workloads more effectively by using freelancers ⭐ Clarify what meetings are for, and then reduce the overall amount of them ⭐ Fix those crappy processes once and for all ⭐ Provide greater clarity and freedom around decision making These types of top-down changes will then help you get the most of any bottom-up initiatives you then put in place. Video with Viren Thakrar, Co-Founder In The Game and Creator of Quinks

How do you bring your values to life in a way that's not boring or dull? One way is to frequently capture and share the great stories that are happening in your business right now. Shared values which are lived by everyone are an essential way to shape your culture. But values are pointless if people can't remember them or if they don't know what they look like. In this video, I share a simple technique you can use in team meetings to capture and share stories about your values. The bonus, this technique is also a great way to provide more recognition to your team members. Video with Viren Thakrar, Co-Founder In The Game and Creator of Quinks

People crave career development. And if they don't get it? They tend to leave. Looking beyond vertical progression is a great way to increase the career development you can provide someone. One of the best tricks a business can tap into is moving people around internally. This can be more permanent in nature, like switching roles into another team/function, all the way through to smaller commitments, say a couple of hours per week in a different team. The benefits of doing this are not just limited to increased retention. By moving people around internally, you will also: ⭐ Reduce the impact of silos by creating stronger interconnections through your business ⭐ Foster better ideas and fresher thinking by increasing diversity of thought within teams Video with Viren Thakrar, Co-Founder In The Game and Creator of Quinks