Bits and Pieces of the 8th People Management Executive Seminar

To inspire, and to be inspired… 

During the 8th People Management Executive Seminar, which took place in Athens on October the 24th, unreasonable wishful thinking and magic recipes for the cure of business mistakes were not the issue. World famous HR thinkers like Stephen Bevan, Dr Finian Buckley, Linda Holbeche and Chris Roebuck  addressed the audience at the Seminar underlining that it is never too late for leaders to switch way of thinking and follow other successful examples when things turn difficult and “riders on the storm” are urgent, using Chris Roebuck’s quote.

Facing the current HR challenges, organizations nowadays seem to invest even more on investigating leadership mistakes.

The focus is on mistakes that create direct or indirect cost and reduce productivity. Words like stress, doubt, psychological problems, concern usually come together with figures that are closely related with today’s world unsafe economic reality.

Wishful thinking is never enough.

It also became clear among executives during the seminar that shifting to more sustainable “human friendly” solutions in order to avoid critical mistakes in the future is inevitable. Thus, it is easy to realize that this kind of shift can be easily justified with two major practices. One is to invest more on further educating human capital of all levels within the organization. The second is to help enterprise employees and management act in a moral way that can actually be an interesting variation of what was a common practice until today.

Under this circumstances, it is clear that psychometric testing technology offered worldwide by Psycholate (member of StartTech Ventures), apply with great success on the modern HR challenges; timing is perfect for Psycholate with  Ethicability ® framework  and Moral DNA. This is why Pavlos, Psychometrics Solution Director of Psycholate,  managed to create a huge impact on the audience during his speech, “Ethicability®: A Tool To Return to True Values”.

People Management is definitely not an easy task, especially within a such turbulent environment of the “new normal”; leaders should make their managers  “entepreneuers” (Roebuck’s input), principles of  “good” work should be sustained ( Bevan’s proposition), trust should be re-built (Buckley’s key message) and employees should be re-engaged (Holbeche’s point). This critical balance also importantly dictates that  being Good is also Good for the business…