Gui Fernandes
Liderança, Diversidade, Gestão de Pessoas e Carreiras
Site
Site
Mais de 10 anos de experiência em liderança de pessoas, busco compartilhar conhecimento para tentar trazer um conceito mais forte de liderança empática e humanizada. Pessoas são muito mais do que números em uma empresa, e por isso devemos considerar seus desejos de carreira e suas diferenças,
Instagram
Instagram
Canal no YouTube
Canal no YouTube
Um espaço para conversarmos sobre diversos temas sensíveis de uma forma mais leve clara. Sem máscaras e com bastante sinceridade e empatia. Os temas abordados aqui vão girar em torno de: - Liderança - Gestão de pessoas - Desenvolvimento de carreira - Diversidade (um foco maior em questões LGBTI+)
HBDI (Herrmann Brain Dominance Instrument)® Assessment | Herrmann
HBDI (Herrmann Brain Dominance Instrument)® Assessment | Herrmann
Learn how Whole Brain® Thinking is delivered through Herrmann’s talent platform to turn your workforce into a community of engaged, productive thinkers.
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Threads
Links e arquivos compartilhados
Building a Culture Where Employees Feel Free to Speak Up.pdf
Building a Culture Where Employees Feel Free to Speak Up.pdf
HBR - How Managers Can Make Time for Their Own Development
HBR - How Managers Can Make Time for Their Own Development
Managers today must balance their day-to-day work with multiple “ands,” such as delivering on quarterly objectives and thinking strategically. Given these numerous demands, managers tend to deprioritize their own career development. It doesn’t have to be that way. The more managers take control of their development, the better able they’ll be to avoid the common career mistakes that will get in the way of their growth. And the more their team members see the positive impact of investing in their career development, the more likely they are to do the same.
PDF HBR - How Managers Can Make Time for Their Own Development
PDF HBR - How Managers Can Make Time for Their Own Development
Rethinking Your Approach to the Employee Experience
Rethinking Your Approach to the Employee Experience
Companies should focus on not just what they give employees but also how their offerings make employees feel.
Most People Don’t Want to Be Managers
Most People Don’t Want to Be Managers
But if you’re young, gay, black, or a man, the odds are higher that you do.
Fontes sobre Diversidade
How Good Is Your Company at Change?
How Good Is Your Company at Change?
How Investing in DEI Helps Companies Become More Adaptable
How Investing in DEI Helps Companies Become More Adaptable
When companies successfully implement DEI policies and practices, the authors of this article have discovered, they also improve their ability to change. That outcome can be enormously valuable, because with an improved ability to change comes better financial performance, stronger culture and leadership, and more engaged and inspired employees. In this article, the authors examine three important ways in which DEI efforts can boost what they call a company’s “change power,” and they make the case that executives need to pay more attention to these correlations.
Diversity wins: How inclusion matters
Diversity wins: How inclusion matters
Entenda a relação entre diversidade nas organizações e resultados financeiros
Entenda a relação entre diversidade nas organizações e resultados financeiros
Do Your Diversity Initiatives Promote Assimilation Over Inclusion?
Do Your Diversity Initiatives Promote Assimilation Over Inclusion?
Professional development initiatives intended to help underrepresented employees don’t always lead to the progress leaders think they will — especially if those initiatives are designed around a harmful expectation of assimilation. The authors suggest examining the company’s expectations of assimilation and professionalism, reframing professional development programs, adjusting feedback processes, and focusing on relationships.
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