This isn an encroachment on management rights, rather, it is essential, to ensure directors are in step with rapid change, understand risk/reward options and protect and enhance value creation.Corporate boards still mostly white males and getting even olderWorkplace friendships: As a leader, should you be a social matchmaker?We need more women business leaders, for everybody’s goodAt a minimum, boards can ensure they have the right experience and competencies at their table. They can also ensure board and committee agendas are structured to focus regularly and more purposefully on tapping the full potential of people within the organization.For many boards, this shifts the focus away from check the box fiduciary responsibility for traditional HR policies and procedures to working closely with the organization leadership to align the right people to do the right things, at all levels.So in order to lead with the board governance required today, here are the seven questions board members must be able to address:How are future leaders being developed, mentored and sponsored to infuse new thinking into the business? Are considerations about people core to corporate strategy? Does the organizational structure encourage agility, cross functional collaboration and decisions that keep people focused on the company’s purpose? Is the work meaningful to people? Are processes designed to leverage automation and technology while supporting people through change? Is there a learning culture so that employees can build their career in a way that creates long term value for the organization? Does every employee deeply understand the existing business and the opportunity to disrupt or be disrupted? Is there visibility on the linkage between financial results, strategy and people? Simply put, organizations must deploy a people centric corporate strategy supported and embraced by their board. This means creating opportunities for high potential people to learn from senior leaders and vice versa, as well as exploring the leadership traits, competencies and skills required in the next generation of leaders.
32 points submitted 9 months agoI was always pro euthanasia for more or less the reasons you describe. But I remember on our mental health rotation our coordinator mentioned how palliative care services are often anti euthanasia and it really stuck with me.It very easy to convert people to being pro euthanasia with stories like yours and stories that I have too but that the problem. You said at the end If we think euthanasia in unethical I beg you to tell me how forcing someone to suffer is a more ethical decision.But these aren the only two solutions are they? Euthanasia is ultimately a failure of palliative care.