On October 5th, 2016, Borderless Consultants Rosalie Harrison and June Nilsson will present at a dynamic Women in Leadership Forum held during the CPhI Congress in Barcelona, the world’s largest congress for global suppliers to the pharmaceutical industry. The advancement of women into executive leadership ranks is one of the top business priorities in the workplace today. In fact, Women in Leadership is being touted as one of the disruptive forces facing traditional concepts of business, along with Technology and Big Data.
In the countdown to the forum, which is designed to promote and empower women executives within the pharma industry and deliver practical advice for leadership progression, Borderless will be suggesting a weekly ‘pre-read,’ and a summer reading list, which should be thought provoking and inspiring whether you are able to attend or not. Pre-read articles are sourced globally and designed to explore recent research, themes and thoughts on the issue of women in leadership today.
Can’t attend CPhI this year? Let us know if you’d like to discuss these issues further in an alternative forum: leaders@borderless.net.
This Week’s Read: What’s Holding Women Back?
Bonus summer reading:
Don’t forget to let us know what you think via Twitter @borderlessexec #WomeninLeadership
Knowledge workers, employees with technical expertise and high-level executives alike can benefit from training to grasp the nascent tech. Across industries, businesses are laying out plans to train employees to use generative AI and AI tools effectively.
There also needs to be an understanding of the toll that caring takes on the mental, and sometimes physical, health of the individual. The constant mental burden of ensuring that both children and the elderly are cared for needs to be recognised by managers, followed by an honest discussion with employees about how best to manage and support it.
Next year will see some kind of embarrassing calamity related to artificial intelligence and hiring. That’s according to Forrester’s predictions for 2024, which prophesied that the heavy use of AI by both candidates and recruiters will lead to at least one well-known company to hire a nonexistent candidate, and at least one business to hire a real candidate for a nonexistent job.
