Last month, McDonald’s shockingly fired its celebrated CEO Steve Easterbrook for a “consensual relationship” with an employee, sending shockwaves around the business world. Colin D. Ellis delves into the issue and discusses the importance of understanding that rules are the same for everyone – even for the CEO.
What’s good for the goose is good for the gander. One hand washes another. You scratch my back and I’ll scratch yours. The notion of mutual benefits is part of our lexicon for a very good reason: There’s a lot of truth in it.
Within the past decade the workplace as we knew it, is no more. Driven by evolving technology and the need for workplaces to become more digital, organisations are placing collaboration at the heart of their businesses.
Forward-thinking CEOs understand one thing that others don’t, creating a vibrant employee experience is the number one contributor to organisational success.
Following two crashes which led to the deaths of 346 people on Boeing 737 max airplanes, Boeing’s Chief executive Officer Dennis Muilenburg has opted to waiver his yearly bonus.
This weekend we learned that Steve Easterbrook, now the former CEO of multinational fast-food giant McDonald’s, was fired over an ongoing relationship with a work colleague.
For many of us, work is not just a source of income – it’s an essential source of identity, fulfilment, and self-worth, and some enlightened employers are waking up to the idea that the health of their businesses is inextricably linked to the health of their employees.
With the cultish regimens that Silicon Valley leaders such as Twitter’s Jack Dorsey and other high powered business people claim to follow in order to be in peak performance during the day.
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