The ongoing pandemic has further highlighted the importance of being an agile and resilient enterprise. In many cases, a successful transition to the cloud is among the most critical factors in building agility and resilience. Still, many enterprises are wondering where to start with their cloud strategy.

One would think that, compared to earlier generations like Gen X and Baby Boomers, younger generations – Gen Z and Millennials – are more likely to ditch the physical office altogether if given a chance. Interestingly, the opposite might be true.

Despite being the largest group in the workforce, 2.7 billion in 2018¹, “deskless workers” seem to be overlooked by the sweeping digital transformation at their workplaces. As we are slowly going back to work in a business-as-unusual world, this is the perfect opportunity for organisations to address this once-forgotten issue.

Versatility, scalability, cost-savings, and deep analytics capability – those benefits have made data lakes an indispensable component of a modern enterprise’s technology infrastructure. But just like everything else in life, there are trade-offs that, without proper precautions, can turn your data lake into a ‘data swamp’ – a digital mess of unmanageable and unusable raw data.

Our current workforce is being filled with young fresh graduates, individuals that belong to a completely new generation, Generation Z (Gen Z). But did you know, including Gen Z, we are having four vastly different generations working under one roof? The gaping diversity in age, experiences, skill sets, technological understanding, and behaviours have definitely contributed to the already complex HR landscape we are facing today.

Data Management is extremely critical. As your business grows, it is only natural that the amount of data you generate daily, such as customer data, employee data, internal process data, product data, etc. also increases.

Our mindsets, the indicator of our belief and attitude towards our own abilities, are the key factor that affects how we behave and influence those around us. Researchers have concluded that one’s mindset can have a significant impact on their future success. In other words, one’s belief can either make or break them. 

One’s mindset is defined as the perception of achieving goals in both the professional and personal lives. In other words, a mindset helps define one’s personality. It reflects the way an individual views and acts toward life, how they perceive success and failure, as well as determining their emotional, cognitive, behavioural and neural responses to these experiences.

Gallup’s data in 2020¹ depicted a troubling reality of employees’ dissatisfaction. Approximately 85% of employees worldwide are still not engaged or are actively disengaged at work despite more effort from companies. Sadly, not many leaders attentively concern about this subject.

Have you ever pondered upon the thought: “What makes a great leader?” Some of us are naturally born leaders, while others might not do as great.