Discover a practical, science-backed approach to holistic health and wellness. Learn actionable strategies for improving nutrition, sleep, stress management, exercise, and personal well-being through personalized tracking and lifestyle interventions.
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Explore innovative solutions for scaling educational excellence in Romania through public-private partnerships, from recognizing outstanding teachers to simplifying private sector involvement in education.
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A few days ago, I had a very interesting discussion about wellbeing and more precisely – about corporate wellbeing, with a global executive from one of the well-known corporate giants. About the changes he’s made in his lifestyle and the benefits he’s seen since. An amazing accomplishment once understanding where from he’d left health wise and where he was 2 years down the road…
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We have put together a selection of books, movies, tv shows and documentaries to inspire you.
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My last article about happiness emphasizes the fact that many of us measure success simply by how happy we are most of the time. How others see our success (and I mean here „ours” in general not related to me or my colleagues), is a different story. How the current (mainly Western) society measures success at large, that’s another story too.
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The happiness subject has been fascinating me for a long time but more and more lately, realizing how differently wired we are and how differently we interpret it. Of course, I know happiness means something else for each of us however I have found three very interesting angles and thought of sharing them with you.
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I strongly believe prolonged fear and anxiety (caused nowadays by the COVID-19 virus) might be more damaging than the virus itself. No one says not to think about it, ignore it or not to stay vigilant, but over-stressing about it does not help anyone.
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Many of us feel we are at a point in our lives when the presence of meaning at work has become essential. Not that it didn’t matter earlier, but as we have “grown up” a bit more, especially since many of us have achieved a decent level of financial well-being, we’ve come to realize happiness and non-financial well-being haven’t always come in the same “package”.
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One of the topics introduced at our last leadership development program in June was self-awareness. Research shows that it is among the top 5 executive coaching topics (and often the first of interest).
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Join us between June 6-8, in Bucharest, for our 3-day executive development program with Dr. Srini Pillay, Harvard Medical School, Adam Leonard, Google and Radu Manolescu, K.M.Trust & Partners.
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December is usually a good month to put thoughts and things in order, to analyze the year that has passed and reflect on the next one and on its challenges. While running on a weekend, I had some revelations on what would a compassion & kindness training would actually imply. So this is one of them. It is related to teambuildings and why I believe teambuildings done as they are done in most cases, is a waste of time and money.
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As recruiters, both in K.M.Trust (our executive search & leadership consulting firm) and Key2Success (our mid-management recruitment firm), we receive almost daily requests from people considering a career move or in need of career advice.
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Despite the fact 99% of the people I meet complain about stress and about feeling often overwhelmed, the majority still focuses on physical fitness to reduce stress - which is great and does a lot in this direction yet not enough.
Read moreWhy do some executives create value and others destroy value? During our one day executive program we talked about the key traits that companies should look for in order to hire the right people. Check out some of the key components of the benchmark we’ve developed for our clients in the video below.
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Feedback – a sensitive subject at both ends. A difficult thing to do but among the most efficient in developing a culture of respect and trust.
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A while ago, during an introspective discussion with my coach, I realized once more that time is among the very few things that cannot be bought. And more precisely quality time…
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On May 23rd we hosted a one-day executive program in Bucharest, the first in a series of events with top business schools executives centered on our mission: helping companies live their values.
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Two years ago, I wrote an article about “the end of Executive Search as we know it” mentioning the fact that I considered that even the name of the industry was inappropriate while the value for the customer has actually never been just “search” but way more than that.
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In the first part of our article we talked about how you can generate a development program that is tailored to the strengths and areas for leadership growth with the help of a thorough assessment of an individual. Let’s now look at how to develop this plan further.
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In our January newsletter we talked about the importance of a “Customized Retention” methodology. This month we will discuss about another key adaptability feature of the employers of choice or of those soon to become one - “Customized Individual Development”.
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I was fortunate to get in touch with the Blue Ocean strategy concept in 2006 when at INSEAD and was so excited by it as I immersed myself for several weeks into thinking about how to apply it for ‘internal customer/employee’ engagement, with benefits for both my firm and my clients.
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It was only a while ago no one could imagine google would compete with the major car makers, Waze would disrupt other major traffic management businesses, Uber would partner with NASA for the soon to appear flying cars and so on…
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Research shows that 80+% of the people who apply to executive recruiters when looking for a new job receive no response, whether by phone call or even email. Of course, there are reasons for this and just a few people outside of the industry know them.
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Last year in October during a valuation executive programme with prof. Kevin Kaiser from INSEAD we had the chance to discuss about leadership teams behaviors and long term value creation, my “obsession” for many years.
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It was October 2009 when we had our Global Shareholders Meeting of IIC Partners in Beijing. During a debate I challenged some of my colleagues’ views about the future of our industry and even about its name: Executive Search - which I have to admit I find to be completely obsolete in our times.
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