Recent TRG blog posts

During the implementation of OKR (Objectives and Key Results) in your company, it is crucial the framework is well-maintained and consistently integrated into the company culture. Therefore, every company adopting OKRs should have OKR champions whose primary responsibility is to advocating for a successful OKR implementation.

Feedforward, a concept introduced by business educator and coach Marshall Goldsmith, is rapidly gaining traction, and for good reason. Properly used, feedforward can help create a better workplace by aiding individuals in moving beyond the invisible barriers that hinder their productivity and performance.

Getting coached today is no longer associated with the stigma "there must be something broken. Why else are you hiring a coach?"

For many, the "Can we maintain the same quality of work and productivity without any supervision, colleagues, and while working from home?" used to be the biggest concern pre-pandemic. Today, after an extended period of experimenting, we have finally found the answer to the question above: "Of course, we can." And for many, remote work is the norm due to its flexibility and agility.

Coaching is a powerful tool to empower employees. However, it is often underutilised. When implemented effectively, coaching can make an impact on an individual's life and career. Leaders that apply coaching techniques can unlock individuals' potential and maximise their capabilities, thus, creating a more productive, engaged, and satisfied workforce.

It's been a century since efficiency expert Frank Bunker Gilbreth discovered in 1920 that it's best to hire a lazy worker to do a hard job because they will find an easy way to do it. (And no, it's not Bill Gates who said it first.) But the philosophy of "working smarter, not harder" has not fully caught on among managers themselves. 

In an article published on FastCompany, Matt Casey, author of The Management Delusion—The Easy Way to Do a Hard Job, shared his thoughts on "the lazy management approach", a term which he coined during his time at Moonfruit (UK). The name is a clever take on the nature of his management position, and it has nothing with being lazy.

If you think employers that offer employees the ability to work from home any day of the week are progressive enough, think again. COVID-19 has accelerated an endless number of transformative initiatives that are otherwise put on hold indefinitely. Among these, work-from-home (WFH) was the one that witnessed the strongest growth due to increasing health concerns.

Read more: 5 questions for leaders to ensure business continuity post-COVID

To create a positive work environment, your company needs a strong employer brand, an inspiring organisational culture, a clear vision, a well put together strategic plan, and competitive perks and benefits. It is hard work, but worthwhile.  

Job interviews are arguably the most beloved employee selection tool. They are so widely used that interviews are synonymous with the hiring process. However, most job interviews are unstructured and prove to be unreliable and ineffective. That is, they fail to predict actual employee performance.

After several months of remote work from the office, many organisations and their employees have completely adjusted to business as unusual and found ways to maintain productivity from home.