EMCC Global’s Post

Should Professional Managers take a "Managerial Oath" upon completion of advanced studies in the field? This is the rather intriguing discussion posed during our Corporate Policy and Ethics Class at the European Business Institute of Luxembourg. The concept of oath-taking has its roots in ancient traditions and serves as a solemn promise to uphold universal moral principles. An oath signifies an understanding and commitment to the responsibilities of the position undertaken, binding individuals to principles such as integrity, respect for human rights and diversity, fairness, accountability, transparency, and environmental and social responsibility. My Thoughts in the Spirit of Hope 😊 . Implementing a Managerial Oath primarily aimed at affirming adherence to universal moral values. These values encompass integrity, respect for human rights and diversity, well-being, justice, fairness, accountability, transparency, as well as environmental and social responsibility within the scope of managerial roles could instill a culture of accountability and responsibility, ensuring that organizations through managers/leaders prioritize the well-being of people, profits, and the planet.  In this envisioned world, organizations would invest in training and mentoring ethical managers, recognizing the profound impact of managerial conduct on overall organizational success. This collective commitment to ethical leadership promises a brighter, more sustainable future for all. By holding managers to ethical standards, organizations can safeguard their brand reputation and foster trust with stakeholders. What are your thoughts on this? #hopeforchange #CorporatePolicy #Ethics #ManagerialOath #UniversalMoralPrinciples #Professionalism

Spur Creativity by Setting the Right Constraints "Conventional wisdom holds that the best way to make a team more creative is to unshackle them from constraints. But you don’t need to remove all creative limitations – instead impose only those that move you toward clarity of purpose. Focus on the vitals. What is the one thing you want your customers to know or do? If you could only communicate with them via a business card or a very short video, what would you say? Once you’ve determined that, you may be surprised by the superfluous pieces that once seemed critical. Get uncomfortable. Challenge habitual assumptions and apply a different set of limitations to how you think about problems. A service company, for instance, could consider what would happen if it started offering the service the way a well-known brand in a very different industry would." Adapted from “Boosting Creativity Through Constraints,” by Adam Richardson. Be a PSQ Member today! For inquiries, please contact the PSQ Secretariat at Tel.: 02(7) 957-3420 Mobile: 0917-320-7774 Email secretariat@psq.org.ph Philippine Society for Quality, Inc. (PSQ) National Quality Forum by the Philippine Society for Quality PSQ Foundation #PSQNation #quality #innovation #excellence #continuousimprovement #benchmarking #analytics #datadriven #digitaltransformation #transformation #performanceexcellence #businessexcellence #creativity #collaboration #ugnayan #QualityInnovation #PSQ #PSQInnovation #QualityExcellence #PSQLeadership #FutureLeaders #Creativity

Research Insights 💭 💭 💭 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻: What job level in the private sector holds a less favourable perception of #ethicalculture? 𝗔𝗻𝘀𝘄𝗲𝗿: Our research reveals that there is indeed a disparity in the perception of ethical culture maturity among different job levels, particularly in #privateorganisations. The perception of ethical culture maturity significantly increases from non-managerial employees to middle management and then to senior management. However, organisations can bridge this gap by fostering #opencommunication, providing #training and #education, leading by example, involving employees in decision-making, and ensuring #whistleblowerprotection. Click here to read more 👉 https://lnkd.in/exTcXa7Z

Raising the bar: How GCCC certification enhances credibility and workplace respect. A recent study about the value of communication credentials highlights their undeniable influence in shaping the trajectory of communication professionals' careers. The study shows how communication credentials not only bolster professionals' expertise but also amplify their standing in the profession, paving the way for career growth and personal development. Engaging more than 350 respondents across 28 countries, the study explores the perceptions and significance of communication credentials in the workplace. The research particularly explores the experiences of those who have achieved a CMP or SCMP certification through the Global Communication Certification Council (GCCC), shedding light on its tangible benefits. Survey participants were asked several questions about the value of communication credentials and GCCC certificants appear to reap the benefits of their credentials. The findings suggest GCCC certificants are more likely to experience higher levels of respect in the workplace, compared to their non-certified counterparts. Read about the study in Catalyst – the official publication of the International Association of Business Communicators (IABC) and discover how GCCC certification is reshaping the landscape of the communication profession, setting new standards, and empowering experts to claim the recognition and opportunities they rightfully deserve. Read the article: https://hubs.li/Q01_7nCK0 #StrategicCommunication #PersonalDevelopment #Career

The key to conducting a best practice consultation lies in the period beforehand. Meaningful engagement of citizens and stakeholder organisations in the pre-consultation phase is crucial to laying the foundations for a successful, legally-sound consultation. Preparing for a public consultation is full of challenges and pitfalls, prone to causing problems once you engage people in formal dialogue. Enrol onto our upcoming course on Wednesday 4th October to ensure you and your team are fully prepared to deliver to the highest standards, whilst networking with peers from different industries. Delivered by Senior Associate, Kathy Graham, you will achieve an understanding of: 🔵 Appropriate pre-consultation activities in delivering a robust public consultation 🔵 Effective stakeholder identification and analysis 🔵 Pre-consultation engagement 🔵 Approaches for involving stakeholders in best practice options development 🔵 The institute’s consultation mandate and its benefits Scoping a public consultation Learn more ➡ https://lnkd.in/eKRwCCC4 #learninganddevelopment #training #preconsultation #publicconsultation

This publication issued by the Canadian Audit and Accountability Foundation provides a comprehensive examination of the emerging trend in auditing organizational culture and its significance for contemporary public sector auditors. It addresses three key inquiries: ֎𝓦𝓱𝓪𝓽 𝓬𝓸𝓷𝓼𝓽𝓲𝓽𝓾𝓽𝓮𝓼 𝓸𝓻𝓰𝓪𝓷𝓲𝔃𝓪𝓽𝓲𝓸𝓷𝓪𝓵 𝓬𝓾𝓵𝓽𝓾𝓻𝓮❓ ֎𝓦𝓱𝔂 𝓲𝓼 𝓽𝓱𝓮 𝓪𝓾𝓭𝓲𝓽 𝓸𝓯 𝓸𝓻𝓰𝓪𝓷𝓲𝔃𝓪𝓽𝓲𝓸𝓷𝓪𝓵 𝓬𝓾𝓵𝓽𝓾𝓻𝓮 𝓬𝓻𝓾𝓬𝓲𝓪𝓵❓ ֎𝓦𝓱𝓪𝓽 𝓶𝓮𝓽𝓱𝓸𝓭𝓸𝓵𝓸𝓰𝓲𝓮𝓼 𝓬𝓪𝓷 𝓫𝓮 𝓮𝓶𝓹𝓵𝓸𝔂𝓮𝓭 𝓽𝓸 𝓬𝓸𝓷𝓭𝓾𝓬𝓽 𝓪𝓷 𝓪𝓾𝓭𝓲𝓽 𝓸𝓯 𝓸𝓻𝓰𝓪𝓷𝓲𝔃𝓪𝓽𝓲𝓸𝓷𝓪𝓵 𝓬𝓾𝓵𝓽𝓾𝓻𝓮❓ If you would like to learn more about culture and how to change an organization's culture, 𝘁𝗮𝗸𝗲 𝗮 𝗹𝗼𝗼𝗸 𝗮𝘁 𝘁𝗵𝗲𝘀𝗲 𝗼𝗻-𝗱𝗲𝗺𝗮𝗻𝗱 𝗰𝗼𝘂𝗿𝘀𝗲𝘀 and earn CPEs: 1. 𝙉𝙪𝙙𝙜𝙞𝙣𝙜 𝙩𝙤 𝙙𝙧𝙞𝙫𝙚 𝙘𝙪𝙡𝙩𝙪𝙧𝙚 𝙖𝙣𝙙 𝙚𝙩𝙝𝙞𝙘𝙨: https://lnkd.in/emTgVapG 2. 𝟮𝟬𝟮𝟯 𝗕𝗮𝗻𝗸𝗶𝗻𝗴 𝗖𝗿𝗶𝘀𝗶𝘀 - 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗮𝗻𝗱 𝗘𝘁𝗵𝗶𝗰𝘀: 𝗪𝗵𝗮𝘁 𝘄𝗲𝗻𝘁 𝘄𝗿𝗼𝗻𝗴 - 𝘁𝗵𝗲 𝗰𝗼𝗹𝗹𝗮𝗽𝘀𝗲 𝗼𝗳 𝗦𝗶𝗹𝗶𝗰𝗼𝗻 𝗩𝗮𝗹𝗹𝗲𝘆 𝗕𝗮𝗻𝗸 𝗮𝗻𝗱 𝗖𝗿𝗲𝗱𝗶𝘁 𝗦𝘂𝗶𝘀𝘀𝗲: https://lnkd.in/exSWvzFh www.cpetrainer.com #course #CPE #culture #ethics

“Four of the most pervasive management practices — performance evaluations, diversity and harassment training, grievance procedures, and job tests for managers (standardized reading and writing tests or assessments of work-related skills) — are each counterproductive for attaining diverse managerial representation. While these practices may reduce legal trouble, they fail to increase managerial diversity” The article is an interesting read. The situation in Europe is very similar to that in the US and in many organizations having DEI practices is not among the top priorities. #diversityequityinclusion #inclusiveleadership #companyculture

Are we nurturing critical thinkers or fostering conformity? 🤔 In a world that's becoming increasingly complex, our approach to problems is of paramount importance. Do we prefer associates who simply offer the answers we expect, or should we encourage a society that values diverse perspectives and alternative solutions? 🕰️ Take this photo as an example: In Singapore, exams often have fixed solutions. This clock question, meant to teach a child to read a clock face, seems straightforward. But what if a child interprets it differently and still arrives at the right answer? How do we handle such situations? 🧠 When we don't actively promote critical thinking, we risk blindly following policies, rules, and laws without understanding their rationale. "It's company policy" or "I was given this instruction" can become our default responses, leaving us disconnected from the 'why' behind our actions. 🏢 Is this happening in your corporation? Have you ever found yourself in a senior position but not known why certain policies are in place, how long they've been there, or if they remain relevant? Let's pause and reflect on the value of encouraging a culture that nurtures not just the 'what' but also the 'why' of our actions. It's in these alternative solutions and critical perspectives that innovation and progress often find their roots. 🌱 #CriticalThinking #Innovation #CorporateCulture #QuestionTheNorms #AlternativeSolutions

Yesterday the National Fire Chiefs Council (NFCC) published their long awaited Culture action plan for UK Fire and Rescue Services. It is clear that there have been cultural problems in the Fire Service with many stories making the press in recent times. This document now provides a clear vision of what the NFCC are expecting when it comes to #culturalchange. In summary, the areas the NFCC are planning to deliver on include the following: ✅ Embedding Fire Standards ✅ Core Code of Ethics ✅ Safeguarding ✅ NFCC Organisational Culture Statement ✅ Independent reporting lines ✅ HMICFRS Spotlight Report Response ✅ Support HMICFRS ✅ Professional Leadership Development ✅ Online interactive career pathway ✅ Educational and Behavioural Programmes ✅ Establish support to the College of Fire ✅ Culture and EDI Data ✅ National Employee survey ✅ Culture Performance Dashboard The NFCC are also keen to promote a more diverse workforce. The UKFRS had been saying this for the 20 years I was in there, and I concluded that while we had some pockets of "Internal diversity", the reality was that "Organisational and External diversity" has always existed in the Fire Service, it's just not always supported as people tend to blend into the culture that pre-exists for an easy life. The greater challenge will be changing the culture. This will continue to take time, however I remain hopeful that it will change through effective and supportive leadership displayed from all levels of the organisation. A copy of the full document can be found via this link. https://lnkd.in/dfD7HVJj #culture #culturechange #culturematters #leadership #leadershipdevelopment

𝗛𝗼𝘄 𝘁𝗼 𝗥𝗲𝘁𝗮𝗶𝗻 𝗮𝗻𝗱 𝗥𝗲𝘄𝗮𝗿𝗱 𝗬𝗼𝘂𝗿 𝗚𝗖𝘀 𝗳𝗼𝗿 𝗧𝗵𝗲𝗶𝗿 𝗩𝗮𝗹𝘂𝗲 𝘁𝗼 𝗬𝗼𝘂𝗿 𝗣𝗘 𝗣𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 Following our discussion on onboarding and integrating GCs, today's post focuses on practical strategies for retaining and rewarding your GCs for their contributions to your portfolio company's performance and value. 𝗪𝗵𝘆 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗥𝗲𝘄𝗮𝗿𝗱 𝗔𝗿𝗲 𝗞𝗲𝘆 The best GCs are invaluable and in high demand. They often face high expectations, limited recognition, and opportunities elsewhere. To ensure their happiness and loyalty, a company needs to show appreciation for its GC’s contributions and support their professional growth. 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗥𝗲𝘄𝗮𝗿𝗱 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 1. 𝗜𝗻𝗰𝗲𝗻𝘁𝗶𝘃𝗲𝘀: Provide competitive salaries and equity reflecting the GC's impact. Options include bonuses, equity/stock options, and profit-sharing. 2. 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗚𝗿𝗼𝘄𝘁𝗵: Promote executive education, mentorship, and networking opportunities through conferences and workshops. 3. 𝗔𝗰𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗩𝗲𝗿𝘀𝗮𝘁𝗶𝗹𝗶𝘁𝘆 𝗮𝗻𝗱 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗜𝗺𝗽𝗮𝗰𝘁: Recognize their diverse role, including their strategic contribution in areas like value optimization, regulatory navigation, and PE sponsor relationship management. 4. 𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗶𝗼𝗻 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴: Ensure continuity and future transitions by identifying potential successors, involving incumbent GCs in the process, and communicating plans clearly. 𝗡𝗲𝘅𝘁 𝗦𝘁𝗲𝗽𝘀 Valuing and rewarding your GC is a strategic investment in your company's future. Tomorrow, in our final post, we'll explore how to leverage your GC as a strategic asset within your portco's leadership team. 🤝 Concerned about how to reward and hold on to your exceptional GC? Reach out for advice on how you can retain your top legal talent and enhance your portfolio company's success. #PrivateEquity #GeneralCounsel #LeadershipDevelopment #TalentAcquisition #mlaglobal