Articles Tagged with: Tripartita

Just Do It – Has done it again!

I’ve heard quite a bit of discussion over this campaign.  What do you think? Is the controversy worth it? Do you think that people burning up their trainers is a good thing?

Don’t forget to send me your thoughts or comment below!

Click to the original short article with corresponding vocab suggestions.

The sportswear maker Nike has announced it will use American football player Colin Kaepernick in its advertising campaign to celebrate its “Just Do It” 30th anniversary. Mr Kaepernick ignited controversy in 2016 while playing as quarterback for his team the San Francisco 49ers. He refused to stand for the national anthem as a protest against racial injustice and social issues. Instead, he knelt down on one knee. This started a trend of other players “taking the knee” in support of the Black Lives Matter movement. Kaepernick’s actions caused heated debate. In September 2017, President Donald Trump tweeted that NFL players should be either fired or suspended if they failed to stand up for the national anthem.

Nike will use a close-up image of Kaepernick’s face with the caption: “Believe in something. Even if it means sacrificing everything.” Nike supplies the uniforms for all the NFL’s 32 teams and is a corporate sponsor of the NFL. The company knows it will receive a backlash for using Mr Kaepernick in its ads. However, it said: “We believe Colin is one of the most inspirational athletes of this generation, who has leveraged the power of sport to help move the world forward.” Yahoo Sports said: “It’s an interesting decision for Nike. No other athlete produces the same emotional response as Kaepernick.” Many on social media applauded Nike for its decision. One person tweeted: “Time to throw away all my Nike crap.”

MATCH the meanings:

Paragraph 1

      1. announced a. A formal discussion on a particular topic in a public meeting or government, in which opposing arguments are put forward.
      2. campaign b. The date on which an event took place in a previous year.
      3. anniversary c. Disagreement, often when prolonged, public, and heated.
      4. ignited d. Made a public statement about a fact, happening, or plan.
      5. controversy e. A general direction in which something is developing or changing.
      6. trend f. An organized course of action to achieve a particular goal.
      7. debate g. Made an emotion or situation heated.

    Paragraph 2

      8. caption h. A person or company that pays some or all of the costs involved in putting on a sporting or artistic event in return for advertising.
      9. sacrificing i. A strong and negative reaction by a large number of people, especially to a social or political development.
      10. corporate j. Showed strong approval or praise.
      11. sponsor k. An act of giving up something valued for the sake of something else regarded as more important or worthy.
      12. backlash l. Providing or showing creative or spiritual examples to do something.
      13. inspirational m. Relating to a large company or group.
      14. applauded n. A title or brief explanation put on an article, illustration, cartoon, or poster.


I think it’s worthwhile to follow up with this article.

The former San Francisco 49ers quarterback stirred a national controversy by taking a knee during the national anthem to protest against racism.

Colin Kaepernick , the first NFL player to kneel during the national anthem as a protest against racism, has been chosen as the new face of Nike’s latest campaign.

The former San Francisco 49ers quarterback features in adverts marking the 30th anniversary of the ‘Just Do It’ slogan in a move that will no doubt antagonise Donald Trump .

Kaepernick posted a black-and-white close-up of himself on Instagram and Twitter on Monday featuring the Nike logo and ‘Just do it’ slogan.

The ad is accompanied by the quote: “Believe in something. Even if it means sacrificing everything.”

Walking, other than for exercise

Going for walks releases your creative process.


With this short video from Ted Talks, I suggest the following. 

A few questions for afterthought:

  • Do you already do this?
  • Do you already do this, and hadn’t realized this particular benefit?
  • What do you do to release your creative process?

I enjoy these types of exercises for our students.  This empowers you to advance on your own and to realize that it really isn’t so out of your reach.  If going through the suggested work, you feel that it is over your head, of course, feel free to BEGIN with the transcription, work out meanings, then apply the listening.  It really is up to you.

Listening tips:

  1. First of all, she is speaking quickly, so don’t worry.  However, I believe that her ideas, conversation, is not new to you and the vocabulary should be more or less accessible.  So, listen for a first time and don’t worry.  Think about what you’ve heard, and write down a few questions, that, if you were a teacher asking a different student, you would ask.  And write down a few questions that you, as a student feel that you should ask in order to get a bit more information, the information that you’ve missed (even if you think you didn’t understand a thing).
  2. THEN, listen again.  Could you find the answers?  Write them down.
  3. NOW, listen again, with the transcription in front of you.
  4. Go back, and touch up your answers.

How did you do?

If you would like any corrections, remember, feel free to send them to me:

Click here for original video


The creative process — you know this — from the first idea to the final product, is a long process. It’s super-iterative, lots of refinement, blood, sweat, tears and years. And we’re not saying you’re going to go out for a walk and come back with the Sistine Chapel in your left hand. So what frame of the creative process did we focus on? Just this first part. Just brainstorming, coming up with a new idea. We actually ran four studies with a variety of people. You were either walking indoors or outdoors. And all of these studies found the same conclusion. I’m only going to tell you about one of them today.


One of the tests we used for creativity was alternate uses. In this test, you have four minutes. Your job is to come up with as many other ways to use common everyday objects as you can think of. So, for example, what else would you do with a key, other than to use it for opening up a lock? Clearly, you could use it as a third eyeball for a giraffe, right? Maybe. That’s sort of interesting, kind of new. But is it creative? So people came up with as many ideas as they could, and we had to decide: Is this creative or not?


The definition of creativity that a lot of people go with is “appropriate novelty.” For something to be appropriate, it has to be realistic, so unfortunately, you can’t use a key as an eyeball. Boo! But “novel,” the second thing, is that nobody had to have said it. So for us, it had to be appropriate first, and then for novelty, nobody else in the entire population that we surveyed could have said it. So you might think you could use a key to scratch somebody’s car, but if somebody else said that, you didn’t get credit for it. Neither of you did. However, only one person said this: “If you were dying and it were a murder mystery, and you had to carve the name of the murderer into the ground with your dying words.” One person said this.




And it’s a creative idea, because it’s appropriate and it’s novel.


You either did this test and came up with ideas while you were seated or while you were walking on a treadmill.




They did the test twice, with different objects. Three groups: the first group sat first and then sat again for the second test. The second group sat first and then did the second test while walking on a treadmill. The third group — and this is interesting — they walked on the treadmill first, and then they sat. OK, so the two groups that sat together for the first test, they looked pretty similar to each other, and they averaged about 20 creative ideas per person. The group that was walking on the treadmill did almost twice as well. And they were just walking on a treadmill in a windowless room. Remember, they took the test twice. The people who sat twice for that second test didn’t get any better; practice didn’t help. But these same people who were sitting and then went on the treadmill got a boost from walking. Here’s the interesting thing.The people who were walking on the treadmill still had a residue effect of the walking, and they were still creative afterwards. So the implication of this is that you should go for a walk before your next big meeting and just start brainstorming right away.


We have five tips for you that will help make this the best effect possible. First, you want to pick a problem or a topic to brainstorm. So, this is not the shower effect, when you’re in the shower and all of a sudden, a new idea pops out of the shampoo bottle. This is something you’re thinking about ahead of time. They’re intentionally thinking about brainstorming a different perspective on the walk.


Secondly — I get asked this a lot: Is this OK while running? Well, the answer for me is that if I were running, the only new idea I would have would be to stop running, so …




But if running for you is a comfortable pace, good. It turns out, whatever physical activity is not taking a lot of attention. So just walking at a comfortable pace is a good choice.


Also, you want to come up with as many ideas as you can. One key of creativity is to not lock on that first idea. Keep going. Keep coming up with new ones, until you pick one or two to pursue.


You might worry that you don’t want to write them down, because what if you forget them? So the idea here is to speak them. Everybody was speaking their new ideas. So you can put your headphones on and record through your phone and then just pretend you’re having a creative conversation, right? Because the act of writing your idea down is already a filter. You’re going to be like, “Is this good enough to write down?” And then you write it down. So just speak as many as you can, record them and think about them later.


And finally: don’t do this forever. Right? If you’re on the walk and that idea’s not coming to you, come back to it later at another time.


I think we’re coming up on a break right now, so I have an idea: Why don’t you grab a leash and take your thoughts for a walk?


Thank you.



HR VOCAB, straight from the HR Trend Institute (PART TWO)

As you know, I don’t like putting up vocabulary lists… but I’m willing to make an exception every now and then, and this, of course, is one of them.  Hans has put together  a list of words which should definitely come in handy.  Not only the words itself, but the use of the vocabulary in the definitition.


Click to original article here.

Author: Hans Mangelschots

Understanding HR Trends; an incomplete list of Techy words (part II)

From my experience it is hard to exchange visions or brainstorm about the future when certain nouns and verbs are being used incorrectly. Sometimes they are not even known at all. Yet we all talk HR. So based on trending HR articles I made a dictionary of 60 words that possibly cross your path when you are rethinking your HR. It might help understand each other.
I ended part 1 with HR Analytics. Let’s move on.

HR automation
HR automation is the process to improve the efficiency of human resources departments through automating the manual human resource processes and eliminating information-centered risks. (Source: Ciowhitepapersreview)

HR Technology
HR technology (human resources technology) is an umbrella term for software and associated hardware for automating the human resources function in organisations. It includes employee payroll and compensation, talent acquisition and management, workforce analytics, performance management, and benefits administration. (Source: Techtarget)

See HRMS. (Source: Webopedia)

A Human Resources Management System (HRMS) is a software application that combines many human resources functions, including benefits administration, payroll, recruiting and training, and performance analysis and review into one package. (Source: Webopedia)

Internal communications
Internal communications (IC) is the function responsible for effective communications among the participants within an organisation. The scope of the function varies by organisation and practitioner, from producing and delivering messages and campaigns on behalf of management, to facilitating two-way dialogue and developing the communication skills of the organisation’s participants. (Source: Wikepedia)

A Key Performance Indicator (KPI) is a measurable value that demonstrates how effectively a company is achieving key business objectives. Organisations use KPIs at multiple levels to evaluate their success at reaching targets. (Source: Klipfolio)

Learning and development
Learning and development, a subset of HR, aims to improve group and individual performance by increasing and honing skills and knowledge. Learning and development, often called training and development, forms part of an organisation’s talent management strategy and is designed to align group and individual goals and performance with the organisation’s overall vision and goals. (Source: HRzone)

The established set of attitudes held by someone. (Source: Google search)

Onboarding, also known as organisational socialisation, refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviours in order to become effective organisational members and insiders. (Source: Wikepedia)

Employee exit management or offboarding describes the consciously designed separation process when an employee leaves the company, for which he has previously worked within the scope of a work or service contract. (Source: Wikepedia)

People analytics
People analytics refers to the process of collecting, analysing and using quantitative and qualitative data about an organisation’s employees, alongside business performance data, to provide insights on business issues, solve business problems and inform business decisions and strategy. (Source: Xperthr)

Performance management
Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas. (Source: Wikepedia)

Personalisation, also known as customisation, consists of tailoring a service or a product to accommodate specific individuals, sometimes tied to groups or segments of individuals. A wide variety of organisations use personalisation to improve customer satisfaction, digital sales conversion, marketing results, branding, and improved website metrics as well as for advertising. Personalisation also is a key element in social media and recommender systems. (Source: Wikepedia)

Employee pre-boarding begins once an offer has been accepted by the new hire and lasts up to the first day of employment. (Source: Talcura)

Predictive analytics
Predictive analytics is a form of advanced analytics that uses both new and historical data to forecast activity, behavior and trends. It involves applying statistical analysis techniques, analytical queries and automated machine learning algorithms to data sets to create predictive models that place a numerical value — or score — on the likelihood of a particular event happening. (Source: Techtarget)

To choose in advance usually on the basis of a particular criterion. (Source: Merriam-webster)

Recognition and rewards
Communication between management and employees which rewards them for reaching specific goals or producing high quality results in the workplace. Recognising or honouring employees for this level of service is meant to encourage repeat actions, through reinforcing the behaviour you would like to see repeated. (Source: Business dictionary)

The process of finding and hiring the best-qualified candidate (from within or outside of an organisation) for a job opening, in a timely and cost effective manner. The recruitment process includes analysing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organisation. (Source: Business dictionary)

An effort by a business to maintain a working environment which supports current staff in remaining with the company. Many employee retention policies are aimed at addressing the various needs of employees to enhance their job satisfaction and reduce the substantial costs involved in hiring and training new staff. (Source: Business dictionary)

(Software As A Service) Software that is rented rather than purchased. Instead of buying applications and paying for periodic upgrades, SaaS is subscription based, and upgrades are automatic during the subscription period. When that expires, the software is no longer valid. (Source:

Living organisms including humans are social when they live collectively in interacting populations, whether they are aware of it, and whether the interaction is voluntary or involuntary. (Source: Wikepedia)

That function of management, which is concerned with selecting, developing, maintaining and utilizing the manpower such that the objectives of the organisation are achieved economically and effectively. The objectives of individual employees of the organisation are accomplished to the highest degree possible, serving in the process the objectives of the community at large. (Source:

Stand alone solution
Software that is not a part of some bundled software. A program that run as a separate computer process, not an add-on of an existing process. Standalone program, a program that does not require operating system’s services to run. A portable application, which can be run without the need for installation procedure. (Source: Wikepedia)

Talent Acquisition
Talent acquisition is the process of finding and acquiring skilled human labor for organisational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department. (Source: Quora)

Talent management
Talent management refers to the anticipation of required human capital for an organisation and the planning to meet those needs. … Talent management is the science of using strategic human resource planning to improve business value and to make it possible for companies and organisations to reach their goals. (Source: Wikepedia)

Talent Sourcing
Sourcing is a talent acquisition discipline which is focused on the identification, assessment and engagement of skilled worker candidates through proactive recruiting techniques. (Source: Wikepedia)

ISO defines usability as “The extent to which a product can be used by specified users to achieve specified goals with effectiveness, efficiency, and satisfaction in a specified context of use.” The word “usability” also refers to methods for improving ease-of-use during the design process. (Source: Wikepedia)

User experience
The overall experience of a person using a product such as a website or computer application, especially in terms of how easy or pleasing it is to use. “If a website degrades the user experience too much, people will simply stay away. (Source: Google search)

Virtual reality
The computer-generated simulation of a three-dimensional image or environment that can be interacted with in a seemingly real or physical way by a person using special electronic equipment, such as a helmet with a screen inside or gloves fitted with sensors. (Source: Google search)

Did you recognise any of these words? Good!
These were the final 30, the first 30 you can read in part 1 of this incomplete dictionary of 60 Techy words that are being used in HR and HR innovation. Keeping this list up to date is going to be a challenge. Could you tell me which words do you think are missing in this list?

Freedom for the people? Is it possible to let the employees think for themselves?

Link to original article

Would this management strategy work in your establishment? Why or why not?  do you see this appropriate only for large companies, or on the contrary, better for small companies?   I’d love to see your thoughts, and any questions of use of the vocabulary!

Note, this is directly from the Harvard Business Review, so the vocabulary and spelling is American.  Can you tell which words I’m referring to?

Let me know at:  or, of course, leave comments.

Give Your Team the Freedom to Do the Work They Think Matters Most

Since at least the time of Frederick Taylor, the father of “scientific management,” control has been central to corporate organization: Control of costs, of prices, of investment and—not least—of people.

Control, even a perception of it, can be comforting. Moreover, it feels like what a manager should be doing: Setting targets, monitoring adherence to procedures, directing, shaping the future of the business. Control feels essential—especially if you are the boss.

Except it turns out that far from being vital, top-down control carries serious costs, many of which have been hiding in plain sight. What is more, there is an alternative. And not a pie-in-the-sky fantasy conjured up on a whiteboard, but a real, working alternative. It has been practiced to varying degrees in companies around the world for decades. And in France in particular, it is taking on the character of a movement. Companies as large as Michelin and Carrefour are questioning their control structures and seeing real results from replacing them.

This alternative has never had a name because—fittingly, as you’ll see—it hasn’t really had a guru. Its principles have been passed from business leader to business leader like samizdat. But more recently it has started to come into the open. We call it corporate liberation.

The idea can be stated simply enough: A liberated company allows employees complete freedom and responsibility to take actions that they—not their managers—decide are best for their company’s vision. That doesn’t mean that these firms are unmanaged. On the contrary, the specific actions that we observed in close to one hundred liberated companies prove the opposite.

For example, every morning, a liberated company’s manager would ask whether there is anything preventing her team from doing their best. That may not sound unusual, but here’s the first twist: When her team shares a problem or an opportunity with her, she will not offer a solution. Instead, she asks them to find their own—after ensuring that there isn’t something she’s doing that would get in the way.

When a new project comes in, the manager does not devise a plan to complete it. Instead, she asks the team to do so. In making these choices, she accomplishes two vital things. She places herself in service of her team, rather than above them as a supervisor, and this in turn has a direct impact on the behavior of her team: It starts to liberate them to act on their own initiative, rather than passively awaiting direction from above.

At Decathlon, a sports equipment retailer with 80,000 employees, their form of corporate liberation is strongly supported by the CEO. Yet, since corporate liberation is a philosophy and not a model, he gives latitude to the directors of each of Decathlon’s business units to co-create their unique, freedom-based organizational environment. For example, the director of one of their largest warehouses asked 150 employees to determine the “playing field” for which they have responsibility. He then asked them to transform—in teams—the organizational practices they thought were preventing them from being responsible in that field. Managers transitioned to the role of coaches in service of their teams, giving away their formal authority. As a result, today all warehouse teams manage the order fulfillment by themselves, and many teams set their own work schedules.

The results have been impressive. When Decathlon launched their workplace transformation, it had already been a leading privately held multinational with $9.11 billion in revenue in 2013. By 2017 it had grown organically to $12.79 billion worldwide. In 2017 and 2018, Decathlon was ranked the #1 Great Place to Work in France.

Michelin, the global tire manufacturing giant—with 114,000 employees—has also embarked on a corporate liberation campaign. In one of its German plants, teams self-direct most activities and managers have transitioned into the role of coaches without formal authority. Operators set their work schedules and their vacations, design and monitor their own performance indicators, do their own maintenance, and are consulted on the choice of new machinery. Michelin is a huge company in a relatively mature industry, but it has still managed to nearly double its free cash flow since 2015, to €1.509 billion ($1.75 billion) in 2017 compared to €833 million in 2015. In 2018, Michelin was ranked the #1 America’s Best Large Employer.

Human beings have certain universal psychological needs: The need to be treated as intrinsically equal, the need for personal growth, and to exercise self-direction. Each of these needs is frequently and systematically denied by traditional command-and-control managerial hierarchies. Perhaps the most important benefit of liberating an organization—because it leads in turn to all the other benefits—is the creation of an environment that feeds these universal needs, rather than stifling them.

Thus one of the most striking findings about liberated companies is the extremely high level of engagement and intrinsic motivation among employees. According to a 2017 Gallup Employee Engagement survey, 33% of U.S. employees are engaged, 51% are disengaged, and 16% are actively disengaged. Freedom-based companies, by contrast, can typically boast that more than 70% of their employees are “engaged,” according to Gallup’s data. Indeed, in liberated companies, there remain very few disengaged employees and the actively disengaged—the difficult and productivity-sapping sort that seem to be a fixture in modern corporations—leave by themselves. The collateral benefit of this high engagement is that the liberated organization outperforms the traditional one. The reason for it is not in some top-management talk about serving the “whole person.” It’s simply that feeding psychological needs lead to higher engagement and—as a consequence—to higher team productivity and initiative and increased corporate performance.

While Decathlon and Michelin are relatively new to the liberation game, the phenomenon, as noted, has been quietly under way for more than half a century. Almost all of the older freedom-based companies we have studied—such as W.L. Gore, Sun Hydraulics, USAA, Quad Graphics, and IDEO—have been competing at the top of their industries for more than two decades. But liberating a traditional company isn’t simple. Some managers make the transition into leaders serving their teams easily. Others need training to gain the skills required to abstain from telling people what to do and to listen to them instead, or to meet employee needs of trust, growth, and self-direction. Training may not suffice in some cases, where egos or heavily ingrained top-down behaviors get in the way.

We’ve studied several dozen such transformations in businesses of all sizes, industries, and geographies. If you manage a business or plan to do so, here are practical steps to build a freedom-based workplace in your own company right now.

Steps for building a freedom-based team

Lose your ego. Your employees won’t believe you trust their intelligence if you are always the one with the “best solution.”

Share the company’s vision. This isn’t specific to building a liberated workplace. Yet, given the discretion allowed in freedom-based companies, a shared vision is fundamental since it provides a common criterion for the teams to make their decisions. Qualified people don’t need to be told how to do their jobs, but especially when you set them free, they need to know why they’re doing what they’re doing—so they can do it better.

Create the respect tide—the climate in which most manager-leaders show through their actions that they respect and trust employees.  It requires the manager-leaders to remove the obstacles preventing teams from doing their best.

Ask your team what’s in their way. If any organizational practice or structural element is mistrusting their intelligence, limiting their growth, or hampering their self-direction. If yes, ask them to redesign it. Be prepared to see the majority of control practices and structures—both in the hierarchical and in the support functions—gradually replaced. The respect tide will stimulate teams’ willingness to set their own work schedules or to make their own hires, and these demands affect organizational processes.

Become the guardian of the liberated team. When teams assume more responsibilities and make more decisions on their own, fewer remain for all levels of managers. Managers who accept this will be busy serving their teams while abstaining from using their formal authority.

Your employees will be willing to come to work every day to do their best, your manager-leaders will spend their days revealing employee potential, and you will enjoy dinner every night with your family knowing that your business is succeeding.

Brian Carney is Senior Vice President for Corporate Communications of Rivada Networks, an American wireless-technology start up. Brian was a member of The Wall Street Journal’s editorial board and editor of The Wall Street Journal Europe’s editorial page. His forthcoming co-authored book is Leadership without Ego: How to Stop Managing and Start Leading.

Isaac Getz is a professor of leadership and innovation at ESCP Europe Business School in Paris, France and an international speaker. His co-authored book Freedom, Inc.: How Corporate Liberation Unleashes Employee Potential and Business Performance has been instrumental to the corporate liberation movement involving hundreds of companies worldwide

HR VOCAB, straight from the HR Trend Institute

The suggested additional activity that you may send to:

  • This is a straight out vocabulary list.  do you employ any of these terms in your daily activity? If you wanted to delve into things, you could write me a sentence for each word or expression, and we can check if you are using it properly.
  • do you have an opinion about the use of anything? If you have something to comment about, send me the comments to correct!  Whatever works for you:)


Link to the original article.


From my experience, it is hard to exchange visions or brainstorm about the future when certain nouns and verbs are being used incorrectly. Sometimes they are not even known at all. Yet we all talk HR. So based on trending HR articles I made a dictionary of 60 words that possibly cross your path when you are rethinking your HR. It might help understand each other.

Agile HR

Designing HR to support and organization that works according to agile methodologies. Designing the people practices to support agile ways and methodologies of working, the agile organization model and the agile cycles. … We can use Scrum, Kanban, Lean Startup or SAFe as a philosophy and methodology. (Source: Peoplegeeks)


Analog probably became the word of choice after its use in analog recording (as opposed to digital recording technologies such as CDs) and analog watch (as opposed to digital watches). In both cases it was appropriate because the smoothly varying analog signal was a direct contrast to the quantized digital experience. (Source: English stackexchange)

Applicant tracking

An applicant tracking system (ATS) is a software application that enables the electronic handling of recruitment needs. An ATS can be implemented or accessed online on an enterprise or small business level, depending on the needs of the company and there is also free and open source ATS software available. (Source: Wikepedia)

Application suite

A application suite is as a group of different but interrelated software programs that are combined and packaged together. … An application suite is also known as a software suite, utility suite or productivity suite. (Source: Techopedia)

Artificial Intelligence

The theory and development of computer systems able to perform tasks normally requiring human intelligence, such as visual perception, speech recognition, decision-making, and translation between languages. (Source: Google search)

Augmented reality

A technology that superimposes a computer-generated image on a user’s view of the real world, thus providing a composite view. (Source: Google search)


A digital ledger in which transactions made in bitcoin or another cryptocurrency are recorded chronologically and publicly. “we can actually have a look at the blockchain and see evidence of what’s going on”. (Source: Google Search)

Candidate Attraction

“Candidate attraction” refers to the tools and techniques that an employer uses to attract potential applicants to fill a vacancy. (Source: Xperthr)

Candidate Experience

The Candidate Experience is the collective result of ALL the interactions you have with candidates in the recruitment marketing and hiring process. (Source: Smashfly Blog)

Career Owners

Career ownership is defined as an ongoing process involving self-trust, responsibility, and personal accountability.” … In viewing themselves as managers of their own careers, your employees will increase their value as employees as well as enhance their own career success. (Source: Careerinsiders)

Cloud solutions

Cloud computing is a type of computing that relies on shared computing resources rather than having local servers or personal devices to handle applications. … The services are delivered and used over the Internet and are paid for by the cloud customer on an as-needed or pay-per-use business model. (Source: Webopedia)


Collaboration in the workplace is when two or more people (often groups) work together through idea sharing and thinking to accomplish a common goal. It is simply teamwork taken to a higher level. Teamwork is often a physical joining of two people or a group to accomplish a task. (Source:

Consumerisation of HR

Consumerisation of HR refers to creating a social, mobile, and consumer-style experience for employees inside the company. … The lines are blurring between HR and marketing, real estate, communications, and IT. (Source: Forbes)


Information, especially facts or numbers, collected to be examined and considered and used to help decision-making, or information in an electronic form that can be stored and used by a computer. (Source: Cambridge dictionary)

Design thinking

Design Thinking is a methodology used by designers to solve complex problems, and find desirable solutions for clients. … Design Thinking draws upon logic, imagination, intuition, and systematic reasoning, to explore possibilities of what could be—and to create desired outcomes that benefit the end user (the customer). (Source: Creativityatwork)

Digital Employee Experience

Digital employee experience is the sum total of the digital interactions between a staff member and their organisation. (Source:

Digital HR

Digital HR is the foundation for organisational transformation to make it future-ready. Digital HR is a technology-enabled way of work that leverages new age sciences to make HR transactions and decisions intuitive, informed and inspiring to enable organisational effectiveness. It is an integration that embeds HR activities with business on a real time and real impact basis. (Source: DigitalnewsAsia)


Electronic assessment, also known as e-assessment, online assessment, computer assisted/mediated assessment and computer-based assessment, is the use of information technology in various forms of assessment such as educational assessment, health assessment, psychiatricassessment, and psychological assessment. (Source: Wikepedia)

Employee Advocacy

Employee advocacy is the promotion of an organisation by its staff members. A business may ask employees to actively promote the organisation, often through social media, as an element of their jobs. However, the most compelling employee advocacy consists of freely-offered communications on the part of the workforce. (Source: Techtarget)

Employee centric

Creating an employee-centric workplace does not have to be complex, however, it should be based off data-driven observations and assumptions. A company can improve by simply listening, taking action, and letting their employees be people. (Source:

Employee Engagement

Employee engagement is the emotional commitment the employee has to the organization and its goals. This emotional commitment means engaged employees actually care about their work and their company. (Source: Forbes)

Employee Experience

The Employee Experience is the sum of the various perceptions employees have about their interactions with the organization in which they work. (Source:

Employee Experience Design

Employee experience design is the application of experience design in order to intentionally designing HR products, services, events, and organisational environments with a focus on the quality of the employee experience and organisationally relevant solutions. (Source: Wikepedia)

Employee Happiness

The happiness that workers feel when they are satisfied with their job and work conditions, used as one way of measuring a company’s success. (Source: Cambridge dictionary)

Employee wellbeing

That part of an employee’s overall wellbeing that they perceive to be determined primarily by work and can be influenced by workplace interventions. (Source: Personalltoday)

Employer Branding

Employer brand is the term commonly used to describe reputation as an employer, and its value proposition to its employees, as opposed to its more general corporate brand reputation and value proposition to customers. (Source: Wikepedia)

Enterprise Social Networks

Enterprise social networking focuses on the use of online social networks or social relations among people who share business interests and/or activities. (Source: Wikepedia)


Information or statements of opinion about something, such as a new product, that can tell you if it is successful or liked. (Source: Cambridge dictionary)


The application of typical elements of game playing (e.g. point scoring, competition with others, rules of play) to other areas of activity, typically as an online marketing technique to encourage engagement with a product or service. Source: Google search)


Human capital management (HCM) is a set of practices related to people resource management. These practices are focused on the organizational need to provide specific competencies and are implemented in three categories: workforce acquisition, workforce management and workforce optimization. (Source: Gartner)

HR analytics

Human resource analytics (HR analytics) is an area in the field of analytics that refers to applying analytic processes to the human resource department of an organization in the hope of improving employee performance and therefore getting a better return on investment. (Source: Techopedia)


Did you recognise any of these words? Good!

These were the first 30, there are still 30 more to come. In part 2 I will start with HR automation and end with virtual reality. In the meanwhile please tell me which words do you think are missing in this list.

I’ll bet you didn’t know: They’ve finally completed the works at the Eiffel Tower!

Link to original article at The Onion

Suggested additional language learning activity:

Write me a paragraph ( :

  • as to why you should deserve to live in the penthouse if this was actually up for sale at a reasonable price to the one who best defended their position.
  • and if you were to refute this article, how would you go about it?

PARIS—Expressing immense pride that the nearly 130-year-long construction project had come to an end, French architects held a press conference Friday to announce that the Eiffel Tower had finally been completed. “After countless delays in construction, we are pleased to announce that the Eiffel Tower’s original design has been realized at last, and its empty frame has been filled with incredible storefronts, apartments, and office spaces,” said head architect Paul Bisset, who added that local zoning laws and roadblocks with investors had stalled building plans since 1887, leaving the famous tower in an unsightly, half-finished state as a steel skeleton for decades. “Finally, this abandoned husk of a building will no longer mar our city’s beautiful skyline. Now, residents of Paris can enjoy all 81 stories of the Tower, including ground-floor coffee shops, full amenities like a gym and pool for residents, and, of course—for one lucky person—an amazing four-square-foot penthouse suite with breathtaking views of Paris at the top.” At press time, Bisset also added that a parking lot for the Eiffel Tower would soon be underway, as soon as they demolished the abandoned Arc de Triomphe.

Don’t Insist on English!

Don’t insist on English! 

Original video (if you prefer to watch it with subtitles, you may choose that option in the link above).


Welcome! This seems like a fitting video to commence our season of the course of 2018-2019.  With such a title, you may have doubts as to my reasoning.  Well, Patricia is speaking about exactly what I find myself saying quite often.  She is commenting on the fact that English for so many is an obstacle.  Of course, she is saying so much more.

Suggested homework:

So – find the part of this article where she describes English as a wall, and let me know what else she says… what you agree or disagree with, or your opinion on the matter.

Pay special attention to her use of the present perfect (as an English teacher, she does it particularly well).

I’m looking for bullet points and perhaps we can get a discussion going!

AND, last but not least… what other title would you give this video?



I know what you’re thinking. You think I’ve lost my way, and somebody’s going to come on the stage in a minute and guide me gently back to my seat. (Applause) I get that all the time in Dubai. “Here on holiday are you, dear?” (Laughter) “Come to visit the children? How long are you staying?”


Well actually, I hope for a while longer yet. I have been living and teaching in the Gulf for over 30 years. (Applause) And in that time, I have seen a lot of changes. Now that statistic is quite shocking. And I want to talk to you today about language loss and the globalization of English. I want to tell you about my friend who was teaching English to adults in Abu Dhabi. And one fine day, she decided to take them into the garden to teach them some nature vocabulary. But it was she who ended up learning all the Arabic words for the local plants, as well as their uses — medicinal uses, cosmetics, cooking, herbal. How did those students get all that knowledge? Of course, from their grandparents and even their great-grandparents. It’s not necessary to tell you how important it is to be able to communicate across generations.


But sadly, today, languages are dying at an unprecedented rate. A language dies every 14 days. Now, at the same time, English is the undisputed global language. Could there be a connection? Well I don’t know. But I do know that I’ve seen a lot of changes. When I first came out to the Gulf, I came to Kuwait in the days when it was still a hardship post. Actually, not that long ago. That is a little bit too early. But nevertheless, I was recruited by the British Council, along with about 25 other teachers. And we were the first non-Muslims to teach in the state schools there in Kuwait. We were brought to teach English because the government wanted to modernize the country and to empower the citizens through education. And of course, the U.K. benefited from some of that lovely oil wealth.


Okay. Now this is the major change that I’ve seen — how teaching English has morphed from being a mutually beneficial practice to becoming a massive international business that it is today. No longer just a foreign language on the school curriculum, and no longer the sole domain of mother England, it has become a bandwagon for every English-speaking nation on earth. And why not? After all, the best education — according to the latest World University Rankings — is to be found in the universities of the U.K. and the U.S. So everybody wants to have an English education, naturally. But if you’re not a native speaker, you have to pass a test.


Now can it be right to reject a student on linguistic ability alone? Perhaps you have a computer scientist who’s a genius. Would he need the same language as a lawyer, for example? Well, I don’t think so. We English teachers reject them all the time. We put a stop sign, and we stop them in their tracks. They can’t pursue their dream any longer, ’til they get English. Now let me put it this way: if I met a monolingual Dutch speaker who had the cure for cancer, would I stop him from entering my British University? I don’t think so. But indeed, that is exactly what we do. We English teachers are the gatekeepers. And you have to satisfy us first that your English is good enough. Now it can be dangerous to give too much power to a narrow segment of society. Maybe the barrier would be too universal.


Okay. “But,” I hear you say, “what about the research? It’s all in English.” So the books are in English, the journals are done in English, but that is a self-fulfilling prophecy. It feeds the English requirement. And so it goes on. I ask you, what happened to translation? If you think about the Islamic Golden Age, there was lots of translation then. They translated from Latin and Greek into Arabic, into Persian, and then it was translated on into the Germanic languages of Europe and the Romance languages. And so light shone upon the Dark Ages of Europe. Now don’t get me wrong; I am not against teaching English, all you English teachers out there. I love it that we have a global language. We need one today more than ever. But I am against using it as a barrier. Do we really want to end up with 600 languages and the main one being English, or Chinese? We need more than that. Where do we draw the line? This system equates intelligence with a knowledge of English, which is quite arbitrary.




And I want to remind you that the giants upon whose shoulders today’s intelligentsia stand did not have to have English, they didn’t have to pass an English test. Case in point, Einstein. He, by the way, was considered remedial at school because he was, in fact, dyslexic. But fortunately for the world, he did not have to pass an English test. Because they didn’t start until 1964 with TOEFL, the American test of English. Now it’s exploded. There are lots and lots of tests of English. And millions and millions of students take these tests every year. Now you might think, you and me, “Those fees aren’t bad, they’re okay,” but they are prohibitive to so many millions of poor people. So immediately, we’re rejecting them.




It brings to mind a headline I saw recently: “Education: The Great Divide.” Now I get it, I understand why people would want to focus on English. They want to give their children the best chance in life. And to do that, they need a Western education. Because, of course, the best jobs go to people out of the Western Universities, that I put on earlier. It’s a circular thing.


Okay. Let me tell you a story about two scientists, two English scientists. They were doing an experiment to do with genetics and the forelimbs and the hind limbs of animals. But they couldn’t get the results they wanted. They really didn’t know what to do, until along came a German scientist who realized that they were using two words for forelimb and hind limb, whereas genetics does not differentiate and neither does German. So bingo, problem solved. If you can’t think a thought, you are stuck. But if another language can think that thought, then, by cooperating, we can achieve and learn so much more.


My daughter came to England from Kuwait. She had studied science and mathematics in Arabic. It’s an Arabic-medium school. She had to translate it into English at her grammar school. And she was the best in the class at those subjects. Which tells us that when students come to us from abroad, we may not be giving them enough credit for what they know, and they know it in their own language. When a language dies, we don’t know what we lose with that language.


This is — I don’t know if you saw it on CNN recently — they gave the Heroes Award to a young Kenyan shepherd boy who couldn’t study at night in his village, like all the village children, because the kerosene lamp, it had smoke and it damaged his eyes. And anyway, there was never enough kerosene, because what does a dollar a day buy for you? So he invented a cost-free solar lamp. And now the children in his village get the same grades at school as the children who have electricity at home. (Applause) When he received his award, he said these lovely words: “The children can lead Africa from what it is today, a dark continent, to a light continent.” A simple idea, but it could have such far-reaching consequences.


People who have no light, whether it’s physical or metaphorical, cannot pass our exams, and we can never know what they know. Let us not keep them and ourselves in the dark. Let us celebrate diversity. Mind your language. Use it to spread great ideas.




Thank you very much.



Personality traits that may limit your career


Complete Article:

Everyone has a part of them that needs some working on, especially when it comes to teamwork.  This is a nice little listening exercise with pertinent vocabulary which enables us to think a bit of how each one of us acts, and how we could act.

What are you like?

Suggested homework:

Remember, before listening, write down a few questions that you should look for in the video (who, what, where, why, when, how…?).  Only after watching and thinking about it should you watch the video with the transcription.

Have you ever done a course which involves looking at these matters?


When we are at work, we like to focus on our strengths. But some characteristics that seem like advantages can have unintended downsides.  Phycologists Robert and Joyce Hogan created an inventory of downsides.

Created an inventory of “dark side” traits. Like being imaginative, diligent or reserved that can be damaging when carried to extremes. Although most people display at least three of these eleven qualities 40% of people exhibit one or two traits so strongly that their careers may be at risk. Stressful situations like facing tight deadlines or working in groups can draw out these dark side traits. For example, colleagues Neha, Alejandro and Connie run into conflict while creating a presentation to show their boss. Neha doesn’t think any of her teammates’ suggestions will work and shoots down ideas before they have a chance to develop. Neha is skeptical, a dark side trait associated with cynicism and negativity. It’s one of the distancing traits that push other people away. Meanwhile, Alejandro frequently talks over his teammates dominating the conversation. He also responds dramatically to Neha’s objections, escalating the conflict.

Alejandro is colorful, he seeks attention and has a tendency to interrupt. This is one of the seductive traits. They’re intended to pull people in but can result in flying too close to the sun. During these interactions, Connie is silent and uncomfortable. She hates conflict but won’t get a manager involved in her team’s problems. Connie is dutiful, loyal and reluctant to disagree. Being dutiful is an ingratiating trait that prevents Connie from stepping into strong leadership.

How can this dysfunctional team resolve its disagreements? First, Connie speaks up to share her concerns with her team members. She recognizes that helping her team succeed is more important than avoiding confrontation. Next, Alejandro curbs his colorful side by allowing someone else to take centre stage. He cedes the primary presenter role to Connie. Finally, Neha makes an effort to give her teammates’ ideas a chance. She intentionally seeks out a part of the project that excites and interests her. The team is able to create a great presentation for their boss. Everyone wins.

Left unchecked, dark side traits can cause chaos in the workplace. Many of us are susceptible to overindulging these aspects of ourselves. But with a little self-awareness and thoughtful action we can temper our dark side traits.

Ellen Found the Funniest Commercials

This is an excerpt from the popular tv show Ellen. She and her team have selected some funny videos for commentary.

Ellen is quite easy to follow for all English speaking levels and always has something pleasant and fun to say. Remember, it’s never important to understand every word being said (but that is a completely different lesson!).

Now, for the topic at hand, this video.  Comedy is always a risk factor in publicity, as it is extremely cultural.  What is funny in some cultures, is not in others.  I personally think that this gap is being reduced with time, and with the internet and a higher influence of multi-cultural influences, our humour is changing, or at least we can understand the motives behind jokes.

These choices of funny commercials use a slogan quite often as a punchline.

Comments/Food for thought, don’t forget that you can send homework to the following email address if you do not have an assigned teacher with us ( ):

  • Look for the punchline for every commercial and write about it, explain the joke.
  • You can take this exercise a step further, add in some personal thoughts as to any cultural differences, exaggerations, general observations.
  • Write questions that you would ask students if you were the teacher.
  • There are links to dictionaries to help you out, in the transcript below.


Ellen:  Well, we always love finding funny commercials to share with you all. Here are some of our recent favourites. This is a commercial for its, it’s… a commercial in Vancouver Canada for Science World. Very funny.

Commercial 1:

  • Ah, perfect timing, you remember Anette1.
  • Of course.
  • Smooch
  • And you must be Jeffries2.
  • Smooch
  • And, this is Linda from3
  • Smooch
  • Linda…
  • Smooch
  • Deb, you old dog, how’s that golf game?4
  • Smooch
  • Slogan: Shaking hands spreads more germs than kissing.
  • So, it doesn’t really seem like a Tuesday, does it?

Ellen:  Naaaa.  That would be weird.  Ahh, this is a Fedex commercial.

Commercial 2:

  • Fedex Ground will get this5 to Cleveland on Wednesday.
  • Fedex, aren’t they a little pricey?
  • Ned, you’re always wrong.
  • How am I always wrong?
  • Ok, let’s review. Steely Dan is not one person. We get fringe benefits, not French benefits. James Dean is an actor, Jimmy Dean makes sausage.  You know what Ned? It’s not the leaning tower of Pizza.
  • So, Fedex isn’t too expensive?
  • Shakes head.
  • We don’t get French benefits?
  • Sogan: Fedex Ground Reliability for less than you think.6

Ellen:  Naa, they don’t get French benefits. And ahh, this is Big Pond Broad Band. Very funny.

Commercial 3:

  • First day on holiday, how good is this? Hotel right on the beach7, …
  • “Hi dad”…
  • Can’t believe we got it so cheap.
  • Look out. It’s all right.
  • Research Holidays Properly.

Ellen:  Ahh, it’s a shame. And this is a commercial for Conforma, a French furniture company.

Commercial 4:

  • Slogan: To each his own style, to each his own kitchen.

Vocab/ ways of speaking to pay attention to:

  1. “you remember Anette.” Useful when re-introducing people, just to ensure that they remember each other’s name, or just to be polite.
  2. and you must be Jeffries” A useful way of being polite, and letting somebody know that you know who they are. This often implies that somebody has spoken positively about this person in the past.
  3. This is Linda from…” You can say this when you want to say where a person works, not only their country or city of origin.
  4. How’s that golf game? “ A very common mistake I tend to see is for the Spanish expression “Qué tal” … o “cómo es…”  I think it is worth stopping to think and compare your thoughts with a simple English sentence “How are you?”:
    • For example… how would you say “¿Cómo es ella?” y cómo dirías “”Qué tal está ella?”.
    • Pues es igual cuando nos referimos a otras cosas que no son personas, por ejemplo, un partido de golf. Piensa en la diferencia de las frases:
    • “How is your golf game?” y “What is a golf game like”.
    • How is your golf game? “Fantastic, improving, horrible…”
    • What is a golf game like? Entertaining, boring, long, tiring, challenging, fun, etc.”
  5. “…will get this to”… the use of get…I dare you to look up the dictionary form (follow the link)… it looks complicated, right? Now just think of these to sentences:
    • I am married. Vs. I got married on June 15th.
    • I am here. I got here by bus.
    • If you translate, it’s a bit complicated (remember the definitions!), however, if you think of change… well then, it’s a bit easier.
    • We use get quite often in English to replace the use of reflexive verbs (me enfado, me cambio, me mojo…), which we really don’t use.
    • We use get to refer to any change which we would like to imply. Get is the difference from “being” in a state or place, to the way or change to get there.
    • To get married – casarse
    • To get somewhere, llegar a un sitio
    • to get angry – enfadarse etc.
    • In this commercial, Fedex will get this to Cleveland . is the same as saying “deliver”, but it’s expressing the difference from being in Cleveland to the change to Cleveland. “Get it?” J (this is a common expression to say, do you understand?)
  6. “… for less than you think…” an expression commonly used to express a good price or deal.
  7. On the beach….” Cuando pensamos en algo que podría ser “linear” (una calle, una playa, la via del tren…) usamos “on” como preposición.

OK… enough for one day.  Try and start using these expressions in your every day, any questions? WRITE ME ( )! Include them in the comments section, we’d be happy to help!



Part 5, Final Part of Netflix Series of Articles… and the Aftermath?

Closing our series of articles commenting on how Netflix reinvented HR.  This is an interview asking about the aftermath of the strategic changes implemented in the company.  I find it easy reading with interesting vocabulary, with nothing much else to add.  Wouldn’t it be wonderful to actually be able to make such changes and see how things panned out afterwards?  Don’t forget to comment below or send personal work to:  My suggestion for homework, rewrite the interview with other words, to mean the same thing.

Click to view original article

Crafting a Culture of Excellence

Netflix founder and CEO Reed Hastings discusses the company’s unconventional HR practices.

HBR: Why did you write the Netflix culture deck?
 It’s our version of Letters to a Young Poet for budding entrepreneurs. It’s what we wish we had understood when we started. More than 100 people at Netflix have made major contributions to the deck, and we have more improvements coming.

Many of the ideas in it seem like common sense, but they go against traditional HR practices. Why aren’t companies more innovative when it comes to talent management?
As a society, we’ve had hundreds of years to work on managing industrial firms, so a lot of accepted HR practices are centered in that experience. We’re just beginning to learn how to run creative firms, which is quite different. Industrial firms thrive on reducing variation (manufacturing errors); creative firms thrive on increasing variation (innovation).

What reactions have you gotten from your peers to steps such as abolishing formal vacation and performance review policies? In general, do you think other companies admire your HR innovations or look askance at them?
My peers are mostly in the creative sector, and many of the ideas in our culture deck came from them. We are all learning from one another.

Which idea in the culture deck was the hardest sell with employees?
“Adequate performance gets a generous severance package.” It’s a pretty blunt statement of our hunger for excellence.

Have any of your talent management innovations been total flops?
Not so far.

Patty talks about how leaders should model appropriate behaviors to help people adapt to an environment with fewer formal controls. With that in mind, how many days off did you take in 2013?
“Days off” is a very industrial concept, like being “at the office.” I find Netflix fun to think about, so there are probably no 24-hour periods when I never think about work. But I did take three or four weeklong family trips over the past year, which were both stimulating and relaxing.


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