Career Guidance and Development

Approaches to career guidance and development tend to be based on two theoretical frameworks:
1. The relationship between individual social actors and the social structures in which they live as it applies to the actor making decisions regarding employment, education and training within this structure.
2. The interventions of a third party in the above with the intention of helping the actor make these decisions and planning for the future.

Both of these frameworks have been too narrowly defined, and therefore need broadening out. They fail to take into account the complexity of these relationships.

You can read the whole of this blog here.

Dr. Kelvin Clayton

Revive the Forty Five

This blog is basically the same message as ‘The Decline and Fall of the Corporate Empire’, but it takes a more positive view of the same issue. Much of the text is similar, but it depends if you are a glass half full or empty sort of person. Here’s the abstract: ‘Now think about what the performance level of your organisation could achieve if you could ‘revive the forty five’, by adding an extra 16% of your people to those who are already engaged. Revival of the forty five depends on educating them in ways to develop their character for improved decision making and judging which actions to take when facing ethical dilemmas. These benefits positively impact on business growth and the delivery of public services as more people learn how to become more effective decision makers.

Read the full pdf here and call me, Andrew Hill (07985 803587) to discuss how we can help develop your people’s character for improved performance.

Thank you.

The Decline and Fall of the Corporate Empire

Your corporate organisation, whether in the private, public or third sector, is under threat. The threat is within. A malaise, an uneasiness felt by your employees – the 71% of your people who are not engaged in achieving the objectives of the organisation. This startling statistic comes from the Gallup Management Journal, “Feedback for Real”, John Thackray 2005. And using empirical data gained from observing employees in many organisations this finding is a fact for many working people today. So for a leader, you have a problem. How do you achieve your targets if your people aren’t working with you, but still taking the money?

Read the full pdf here and call me, Andrew Hill (07985 803587) to discuss how we can help develop your people’s character for improved performance.

Thank you.

Most Misconduct Committed by Managers

Here’s an interesting picture of the state of corporate managerial behaviour in the US.

NBES 2013: Copyright 2014 Ethics Resource Centre

NBES 2013: Copyright 2014 Ethics Resource Centre

The research and report, from which this graphic was copied is The National Business Ethics Survey 2013, Copyright 2014, The Ethics Resource Centre. I have found this and the 2011 survey very interesting when discussing ethical issues and behaviours with business people. My take on it is that this worrying statistic is not unknown, but remains deliberately unmanaged by the leaders of organisations. Most leaders think they have dealt with ethics if they implement more governance initiatives and call them ethics, but we really know that rules alone are part of the problem not the solution. What I talk about below is not an appeal for more rules, but for people to recognise that it’s their individual behaviour they are responsible for and that is ETHICS.

Competition between individuals driven by a ‘survive at the top’ mentality causes much of this poor conduct. It really is time for some ethics education. The reason is powerful, but may not be obvious to those of you unfamiliar with the original meanings of words used in ethics. Personal ethics is about trying to answer the question, ‘how should we live our life’? How we live our life can only be determined by how we behave – what we actually do. So, if we act poorly at work, for example, then for a large and important part of our life we are habitualising a weak personal character. People should remember these wise words, ‘it’s not what we acquire through our life that is the measure of our happiness, but the quality with which we live our life’. If your character is strong you will perform better and enjoy work more, that’s good for you and your employer.

I would love to talk to your about the ethical performance of your organisation. Please give me a call and see if we at Memeology can help.

Creativity and Ethics

Here’s a link the the About Us page of a great company.  http://businessplayground.com/about/

Business Playground, run by Dave Stewart and Mark Simmons.  They really make creativity a differentiator and it really works, but I would add ethics as a way of making great ideas stick for good.  Get creative and we’ll help you make it stick.  Ask us a question or let us know what you thoughts are on this and, well, anything really!

Personal Ethics

At Memeology we start all our work with clients by positioning these thoughts.  Does you organization enable you to pursue excellence?  Share your thoughts.

Excellence is an art won by training.  We do not act rightly because we have virtue or excellence, but rather have these because we have acted rightly.

We are what we repeatedly do [well].  Excellence, then, is not an act but a habit.
— A summary of Aristotle’s virtue ethics, specifically excellence, by Will Durrant (1976)