InSpirente Insights

Climate change and natural disasters: the last call for business leaders’ mobilization to help avoid the worst

Deadly floods in Germany and Belgium, gigantic unstoppable fires in Siberia; North America, Greece, Turkey, Algeria, Spain… Extreme climate phenomenons were at their peak on …

How multi-stakeholder capitalism is reshaping business governance and CEOs accountability

There is a paradigm shift in progress these days in corporate governance. It is going mainstream to the extent that major global business and political …

Purpose in VUCA times : Reviving Maslow hierarchy of needs to engage employees

Each individual experiences a crisis differently. Our research on COVID19 impact on the employer-employee relationships highlights it. How then mobilize teams if the ones see a crisis as a major source of risks, whereas the others perceive in it a bunch of opportunities? What does it mean for companies and managers when it comes to engage or re-engage employees? Aligning teams around the organization’s purpose is a powerful answer to these questions. But diving back into Maslow hierarchy of motivations beforehand is key to avoid any strategic unconsistency or reputation damage.

Why make Diversity & Inclusion a business priority?

Much talk, little action. These words sum up the growing interest in diversity and inclusion in corporate statements, combined with companies’ failure in improving fairness in their governance and structures. As evidenced by statistics, only 15% of companies in Europe treat diversity and inclusion as business and organizational issues. But civil society’s pressing demand towards institutions to better represent it in the decisions that collectively and individually impact citizens, cannot be overlooked. Neither by governments nor by the private sector, which should focus on the proven benefits of diversity and collective intelligence on performance to move forward.