Archive for the ‘Jenrick IT’ Category

‘Resistance (to change) is useful’ – by Cliff Moyce (Independent Management Consultant)

Tuesday, June 2nd, 2015

Many words have been written on the subject of ‘overcoming’ and ‘dealing with’ resistance to change.  Much of the literature takes the view that
change is good and resistance to change is bad (Huy and Mintzberg, 2003), with those who resist change being described in a way that suggests they are self-serving or dysfunctional (Huy at al, 2014).

But perhaps we should take a different perspective on resistance to change?  

Rather than treating it as a problem to be solved (by fair means or foul), maybe we should instead welcome it as a blessing in disguise?

Perhaps those who are brave enough to speak up and challenge the groupthink should be respected and listened to rather than being manipulated or ignored? 

In this article I want to argue that resistance to change is a useful –  sometimes essential –  part of achieving the best possible outcomes for an organisation.

Useful because the challenges being levelled against the change are a fantastic opportunity to further inform and validate what is being proposed, both in terms of the change outcome and in terms of the approach to implementation.  Only when all possible inputs are received into the change process can you be confident that the best outcomes will be achieved; and that is what resistance to change really is – a part of all the required inputs.

Articles on change management often assume that arguments being presented against change are driven by self-interest or emotion rather than the broader interests of the organisation and those that it serves.  But to assume that someone else’s argument is invalid is both risky and hubristic.

What if the arguments against the change are driven in greater measure by the interest of the organisation than the arguments of those proposing the change?

What if the people proposing the change are less well informed, less well connected to customers, and more self-serving than ‘the resistance’?  That must happen sometimes.

Eg if someone is paid to only do change then they will only do change.  If a consultancy only gets paid if it delivers the change project then it will do everything it can to deliver the change project – including ‘overcoming’ resistance by whatever means possible.

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Dave Sissens – Paris to London marathon challenge for the Children with Cancer UK Charity

Tuesday, April 14th, 2015

Dave Sissens is no stranger to extreme challenges for charity having successfully completed a solo unsupported walk to the North Pole in 2012. However, in line with Dave’s motto to continually Dave Sissens marathon‘raise the bar’ he set himself another monumental challenge for 2015:

“In April 2015, I intend to run the London marathon again. This time however, after completing the Paris Marathon, I intend to continue my run from underneath the Eiffel Tower, Paris. From there, I will run EVERY mile to London (including the channel) and be the first person to do so. Many have travelled the distance from Pairs to London, but nobody has run EVERY mile – (yet). The following day, myself and a fantastic team will aim to complete the Virgin London Marathon 2015.

This will be a run of duration circa 300 miles and most days will require me to run at least a marathon in duration. After 13 days of running every day, I will be finished.

I am doing this to raise money for the Children with Cancer UK charity and EVERY penny pledged will go direct to the charity.

Many, many thanks for your interest, support and donations.”

We have a great relationship with Dave, having featured his incredible North Pole achievements on our award-winning podcast Maximise Your Potential, so it was no surprise that he turned to us to help raise awareness for his latest challenge. (more…)

Are you Emotionally Intelligent? Here’s how to check.

Tuesday, March 24th, 2015

Studies unveiled at the EQSummit on Friday 20th March suggested that organisations and teams that have higher EQ (emotional intelligence) outperform competitors by up to 60%.

EQ is fast becoming one of the key talking points in the board room of companies across the globe. Have you ever wondered how to measure your EQ? Here is an article from Dr Travis Bradberry that may help you shed some light on your EQ and your EQ potential.

ARE YOU EMOTIONALLY INTELLIGENT? HERE’S HOW TO CHECK.

When emotional intelligence (EQ) first appeared to the masses, it served as the missing link in a peculiar finding: people with average IQs outperform those with the highest IQs 70% of the time. This anomaly threw a massive wrench into the broadly held assumption that IQ was the sole source of success. 

Decades of research now point to emotional intelligence as being the critical factor that sets star performers apart from the rest of the pack. The connection is so strong that 90% of top performers have high emotional intelligence.

To read the complete article – CLICK HERE

FURTHER INFORMATION

If you would like more information on the subject of how the Jenrick Team consider emotional intelligence and team performance within their recruitment process, please call the office and ask to speak to Philip Fanthom, Managing Director, on 01932 245 500.

Ever wonder where ‘Internet of Things’ started? …or where it’s going?

Tuesday, March 10th, 2015

The ‘Internet of things’ – as one of the most hyped, emerging technological concepts around, Jenrick IT wants to share this fascinating You Tube video called ‘Internet of things as fast as possible‘, that gives a quick 5 minute overview of how the ‘Internet of things’ started, which believe it or not, was a coca cola drinks vending machine in 1999.

What is the Internet of Things, and how will it affect our lives moving forward?

There is also a speculation of where it is going – the good and the threats…

CLICK HERE TO WATCH THE VIDEO OR CLICK ON THE PLAY BUTTON BELOW.

The Internet World of Things – A Map of Every Device in the World That’s Connected to the Internet

Tuesday, March 10th, 2015

internet-de-las-cosas2

Gone are the days when it was just your computer that was connected to the internet. Now, many more devices are able to access the internet and exchange data, creating what’s known as the ‘Internet of things’.

With the continuing growth of the ‘internet of things’, Jenrick IT found this article from gizmodo featuring a map that shows where in the world the devices are situated and was compiled by simply sending a ‘ping’ to each device.

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The Jenrick Recruitment Group excels at the 2015 Sunday Times Top 100 Awards, placing 4th!

Thursday, February 26th, 2015

The Jenrick Recruitment Group was immensely proud to attend the 2015 Sunday Times Top 100 Companies to Work For award ceremony last night. Jenrick Sunday Times Top 100 2015

As always, the event held at the Battersea Evolution venue in London and was attended by over 1,200 people. 

The Best Companies awards, now in their 15th year, attracted over 1,000 entries from companies throughout the UK, all vying to be recognised as one the top 100 companies to work for within the UK.

The assessment period commenced over 6 months ago and combined a range of detailed statistical data plus individual surveys to every member of the Jenrick Team.

Jenrick took a party of 30 to the event to enjoy a variety of inspirational talks from special guests; Ben Shephard and Richard Curtis.

Then it was time for the awards…

“and in 4th place for the 2015 Top 100 Companies to Work For is The Jenrick Recruitment Group.”

I think it’s fair to say that 30 jaws dropped simultaneously at that point and there was a second or two of stunned silence, before we all genuinely absorbed the fact that Jenrick was officially the 4th best company to work for in the UK… then there was a mass eruption of hugs, screams, shouts and high-fives.

Then, just as we did in 2009, we hit the stage en-mass to collect the award, whilst also giving the photographer his biggest headache of the evening as he tried to work out how he’d fit all of us into the official photo.

We walked back to our seats in a blur as our achievement began to sink in. (more…)

Every Company needs a Chief Digital Officer

Tuesday, February 24th, 2015

Over the last couple of years Jenrick IT has seen the role of Chief Digital Officer (CDO) evolve quite considerably as many organisationscdo are seeking to digitalise all areas of their business.

CDOs have become a valuable asset for many companies and the article below from techcrunch.com explains how and why a CDO can really help to add value and drive digital strategy within an organisation.

EVERY COMPANY NEEDS A CHIEF DIGITAL OFFICER

In an increasingly digital world, where everything from marketing to R&D and customer service is becoming digital, the Chief Digital Officer (CDO) is more important than ever in helping drive company growth and a better connection with customers.

Recently Gartner released its top 10 strategic technology trends for 2015 citing the impact of the digital business shift as a driving force behind these trends. With that, the number of CDO jobs has doubled since 2013 and continues to grow.

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Management in a Digital Economy

Tuesday, February 24th, 2015

From the many large and small companies that Jenrick IT work with it is clear that nearly every organisation is already or rapidly becoming, a digital business. 

management

The fundamental question is, as raised in an article from nytimes, what are the right skills, training and mind-set needed for leaders to succeed in what’s now a Digital Economy?

MANAGEMENT IN A DIGITAL ECONOMY

“Business schools are a legacy industry that is trying to adapt to a digital world.”

That is a quotation from Douglas M. Stayman, associate dean of Cornell Tech in New York, summing up an article published today.

The challenge business schools face is a sign of the broader test of leadership and management across industry. It’s certainly taken time; technology transforms the economy less like a tidal wave than like a steadily rising tide. Yet by now, nearly every business is in good part a digital business. Take your pick — retailing, advertising, media, health care, finance, even farming. A modern car is a chip-filled, sensor-laden, Internet-connected computer on wheels. And the human driver, it seems, is becoming optional.

So in reporting the M.B.A. article I asked some bright people about the larger question:

What are the right skills, training and mind-set needed for business leaders who are most likely to succeed in the future?

A common theme was the need for “balance,” though how they defined that balance varied.

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A New Model: Gamevy and Employee Ownership

Tuesday, February 10th, 2015

Zero salary might sound like some sort of joke dreamed up by a ruthless big business mogul. However, theemployee-ownershipre is a new type of company ownership salary emerging in the tech space that could create a more committed and enjoyable workforce.

Helen Walton (one of the founders of Gamevy) explains how this new model is working out for them and where they plan to go next. It sounds like an exciting and fun journey.

Having recently met the team at ICE Expo – their energy and enjoyment for what they do is very apparent.

 

A NEW MODEL: GAMEVY AND EMPLOYEE OWNERSHIP

When we set up Gamevy about 18 months ago, we wanted to fix some of the problems we saw in other companies.

Most companies try to maximise the return for somebody else – normally a few concentrated shareholders – and those returns often happen at the expense of other stakeholders. Employees are expected to maximise their own return by battling their way through ranks of hierarchy to reach the Board. Here they can vote themselves large amounts of pay and share options (often at the expense of the shareholders and those lower down the hierarchy). The result is wasteful, damaging and – we believe – inherently flawed.

We wanted to do something different – employee ownership.

Well OK. What’s so new about that? Several companies do it.

That’s true, but either they tend to continue the rigid hierarchy of a traditional company and over-reward shares to those at the top; or over time, it becomes difficult for new and dynamic employees to make much impression or be rewarded proportionately for their work.

We needed a model that rewarded those who risked most – the people who worked for Gamevy at the start, who invested their time and money when there seemed little chance of success… but which also evened out over time so that eventually rewards would be shared out more equally.

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What Factors Make a Company a Great Place to Work?

Tuesday, February 10th, 2015

Commitment to people is the foundation of our business which is why Jenrick is a four time winner of the ‘Sundayarbejdsglæde Times Top 100 Companies to Work For’ awards.

We firmly believe in the importance of creating a positive, motivating and supportive environment for our employees in which to work, and as a result they find their job both enjoyable and rewarding. 

We found this excellent article from stringcaninteractive.com that highlights the four main factors that  contribute towards making a company a great place in which to work.

WHAT MAKES A COMPANY A GREAT PLACE TO WORK? HERE ARE 4 THINGS TO LOOK FOR:

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I have experienced a wide array of work environments, ranging from awesome to awful. These experiences have taught me that the type of work environment I’m in directly impacts both my personal and professional life. When looking for a company to work for, it’s not all about salary and vacation time anymore. People want to know about the culture, the opportunities for upward mobility, and the education and training made available to employees. People want to know which companies are the best places to work and what makes them great.

Now I know what makes a company a great place to work because I’m part of an organization that has been recognized for two consecutive years as one of the “Best Places To Work” in Arizona. I work at StringCan Interactive, a micro-sized (less than 50 employees) digital marketing agency in Scottsdale, Arizona and I’m proud to say, “I love my job.”

Having a job that I love and working for a great company inspired me to figure out what makes a company a great place to work. After doing some research and speaking to various employees of companies that were recipients of the “Best Places To Work” awards, four elements came up repeatedly. Here are four of the things to look for when looking for a great place to work:

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