Latest news with #seniorleadership
Zawya
15-07-2025
- Business
- Zawya
Initial actions that help organisations stay afloat
Last week, my article revolved around the common strategy, steps or approaches that many organisations usually follow in order to save themselves from sinking. The typical steps include appointing a new CEO, reshuffling the senior executive leadership team, cutting costs from every corner and finally pushing the sales team with and for aggressive revenue targets. While these moves are intended to restore confidence and improve the financial performance as a result, they often only produce short-term optimism and consequently fail to address deeper issues (the main problems per se). New leaders normally surround themselves with loyalists (or friends, family and past colleagues) rather than capable challengers. Cost-cutting measures can harm innovation and morale; and finally, aggressive sales tactics often ignore root causes like outdated products or customer dissatisfaction, to name a few. Without a strategic and evidence-based plan, these reactive measures rarely produce fruitful results. True transformation requires more than just surface-level change. My article this week focuses on some of the initial actions that can be followed in order to recover and stay afloat (based on research from renowned institutions that experienced the same). Irrespective of whether it's a new or an existing leader and/or senior leadership team in place, listening deeply, widely and carefully is the number one action that needs to be done. Taking time to understand the problems is crucial before doing anything else. Listening to employees on the ground, frontline staff, long-time customers, old clients and even past employees will surely help find out the problem being faced. Unfortunately, this is rarely the case and as a result, problems will remain one way or another. Secondly, the leader and their senior executive team need to ensure trust is rebuilt internally. This can be in ensuring they are visible and approachable (by repetitive communicating and keeping an open door policy), acknowledging what's shared (be it in the form of comments and feedback), consistently sharing a clear vision, mission, strategy and related road map (of where they are going, how and when); and finally keeping employees and various stakeholders engaged throughout the journey. Trust doesn't come from promises. It comes from transparency and consistency. It is important for the leadership team to carefully identify employees internally who still believe, still perform and still care for the success of the organisation. Loyal employees are valuable for the organisation. What they only need is someone to listen to them and give them a room to lead and grow. Some of these employees may not have the loudest voice, but they carry the culture. They are the internal champions who will drive the recovery from within. Do not ignore but empower them. Treating all the employees the same is a mistake that needs to be avoided. Action speaks louder. The new team in place needs to take decisive action immediately upon joining, listening and empowering the right team and employees in place, for this will send a message that things are happening. Urgency is important, but random, reactive decisions only create more confusion. Leaders need to continue communicating regularly and tracking progress transparently and should not be afraid to take action for changes when necessary. Leaders with clear, transparent and fair action are respected dearly. In conclusion, loud announcements and mass layoffs may result in a short-term win. However, truth be told, these moves are unsustainable in the long term. Clarity, humility and trust, followed by a focused execution, is what would not only save but also sustain the growth of the organisation in question. People need to understand that fixing a business starts by understanding the people, the purpose and the pain points. Thoughtful but not flashy turnaround is the name of the game and only those who know and play the game win. Until we catch up again next week, be positive and stay alert. 2022 © All right reserved for Oman Establishment for Press, Publication and Advertising (OEPPA) Provided by SyndiGate Media Inc. (
Yahoo
14-07-2025
- Business
- Yahoo
Some Acadia University staff working 4 days a week after successful pilot program
Some Acadia University staff are working four days a week instead of five this summer after a pilot program showed positive results. The university says about 90 per cent of full-time administrative employees participated in the pilot program last summer. They received the same pay for their work and did not have to work longer hours to make up for the day off. A group of researchers then surveyed staff satisfaction. The group found that the participants reported higher job satisfaction and a surge in leisure activities, from community involvement to new hobbies. "Ninety-seven per cent said it had a positive impact on their mental health and also their emotional well-being, and it also impacted their quality of life," said Rebecca Casey, a sociology professor at Acadia University and one of the researchers. This four-day work week is only back for the summer when there are fewer students, said the university in a statement, because it will be "all hands on deck" during the fall and winter semesters. The university said it allowed teams to choose their days off since each office has different workloads, deadlines and needs. In addition to faculty, senior leadership was excluded from the model, meaning the president and vice-presidents continued to work five days a week. Casey said a handful of people did have issues implementing the four-day work week, although the overwhelming majority found it positive. The researchers say the implementation of a shorter work week can also lead to higher recruitment and retention, as more people would like to work fewer days for the same pay and use that extra time for leisure. "Organizations are increasingly tasked with designing work structures prioritizing employee well-being while sustaining their daily operations and mandate," the report states. Casey says the results of the pilot program will be shown at a presentation in the United Kingdom this summer to further discuss what shorter work weeks could look like in the field. MORE TOP STORIES
CBC
14-07-2025
- Business
- CBC
Some Acadia University staff working 4 days a week after successful pilot program
Social Sharing Some Acadia University staff are working four days a week instead of five this summer after a pilot program showed positive results. The university says about 90 per cent of full-time administrative employees participated in the pilot program last summer. They received the same pay for their work and did not have to work longer hours to make up for the day off. A group of researchers then surveyed staff satisfaction. The group found that the participants reported higher job satisfaction and a surge in leisure activities, from community involvement to new hobbies. "Ninety-seven per cent said it had a positive impact on their mental health and also their emotional well-being, and it also impacted their quality of life," said Rebecca Casey, a sociology professor at Acadia University and one of the researchers. This four-day work week is only back for the summer when there are fewer students, said the university in a statement, because it will be "all hands on deck" during the fall and winter semesters. The university said it allowed teams to choose their days off since each office has different workloads, deadlines and needs. In addition to faculty, senior leadership was excluded from the model, meaning the president and vice-presidents continued to work five days a week. Casey said a handful of people did have issues implementing the four-day work week, although the overwhelming majority found it positive. The researchers say the implementation of a shorter work week can also lead to higher recruitment and retention, as more people would like to work fewer days for the same pay and use that extra time for leisure. "Organizations are increasingly tasked with designing work structures prioritizing employee well-being while sustaining their daily operations and mandate," the report states. Casey says the results of the pilot program will be shown at a presentation in the United Kingdom this summer to further discuss what shorter work weeks could look like in the field.
Telegraph
01-07-2025
- Telegraph
Three Lucy Letby hospital bosses arrested over ‘manslaughter'
Three hospital bosses have been arrested on suspicion of gross negligence manslaughter in connection with the case of Lucy Letby. The individuals, who were all in senior leadership roles from 2015 to 2016 at the Countess of Chester Hospital, are being investigated in connection with the 'increased fatalities' at the time the neonatal nurse carried out her crimes. The three bosses were arrested on Monday following an 18-month investigation, Cheshire police said. They have all been bailed pending further enquiries. Detective Superintendent Paul Hughes said: 'In October 2023, following the lengthy trial and subsequent conviction of Lucy Letby, Cheshire Constabulary launched an investigation into corporate manslaughter at the Countess of Chester Hospital. 'This focuses on senior leadership and their decision-making to determine whether any criminality has taken place concerning the response to the increased levels of fatalities. 'In March 2025, the scope of the investigation widened to also include gross negligence manslaughter. 'This is a separate offence to corporate manslaughter and focuses on the grossly negligent action or inaction of individuals. 'It is important to note that this does not impact on the convictions of Lucy Letby for multiple offences of murder and attempted murder.' DS Hughes added: 'As part of our ongoing enquiries, on Monday 30 June, three individuals who were part of the senior leadership team at the CoCH in 2015-2016, were arrested on suspicion of gross negligence manslaughter. 'All three have subsequently been bailed pending further enquiries. 'Both the corporate manslaughter and gross negligence manslaughter elements of the investigation are continuing and there are no set timescales for these. 'Our investigation into the deaths and non-fatal collapses of babies at the neonatal units of both the Countess of Chester Hospital and the Liverpool Women's Hospital between the period of 2012 to 2016 is also ongoing.'
Yahoo
01-07-2025
- Yahoo
Three arrested on suspicion of manslaughter in Lucy Letby hospital investigation
Three people who were part of the senior leadership team at Countess of Chester Hospital between 2015 and 2016 have been arrested on suspicion of gross negligence manslaughter after an investigation prompted by the murder convictions of Lucy Letby, Cheshire Constabulary has said. Detective Superintendent Paul Hughes, Senior Investigating Officer for Operation Duet, said: 'In October 2023 following the lengthy trial and subsequent conviction of Lucy Letby, Cheshire Constabulary launched an investigation into corporate manslaughter at the Countess of Chester Hospital. 'This focuses on senior leadership and their decision making to determine whether any criminality has taken place concerning the response to the increased levels of fatalities 'In March 2025, the scope of the investigation widened to also include gross negligence manslaughter. 'This is a separate offence to corporate manslaughter and focuses on the grossly negligent action or inaction of individuals. 'It is important to note that this does not impact on the convictions of Lucy Letby for multiple offences of murder and attempted murder. 'As part of our ongoing enquiries, on Monday 30th June three individuals who were part of the senior leadership team at the CoCH in 2015-2016, were arrested on suspicion of gross negligence manslaughter. 'All three have subsequently been bailed pending further enquiries. 'Both the corporate manslaughter and gross negligence manslaughter elements of the investigation are continuing and there are no set timescales for these. 'Our investigation into the deaths and non-fatal collapses of babies at the neo-natal units of both the Countess of Chester Hospital and the Liverpool Women's Hospital between the period of 2012 to 2016 is also ongoing.'
