employee performance optimisation
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Leadership – the results business. Series 2 of 2
We ended series one asking whether your organisation has a PRoI (People Return on Investment) index. We wondered if the organisation considers people an ‘investment’ and whether the organisation is deliberate about defining staff ‘productivity-leveraging’ metrics to measure and monitor PRoI. If the organisation does neither of these, especially the deliberateness around the individual PRoI… Continue reading
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What they say about you when you aren’t there…
Human beings worry about other people’s perceptions of us. And there is good reason to worry since we don’t live as islands. We socialise and work with others. Others have power and influence over our access to: resources, jobs, acceptance and inclusion in social groups, etc. Therefore, it is not wise to disregard what perceptions… Continue reading
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COVID19 casualty: the modern organisation and great resignation – Series 2 of 2
Who should have warned the world of the ‘great-resignation’? Did the HR fraternity miss the great resignation? Why did they assume that the COVID19 pandemic would come and go, and we would all return to the status-quo pre-pandemic? Is HR missing in the boardroom, and the accompanying investment in analytics and forecasting (like it’s done… Continue reading
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COVID19 casualties: labour and the great-resignation – Series 1 of 2
Are we witnessing one of the more significant shifts at the modern workplace post-world-war 2? Amongst the many consequences of the COVID19 pandemic is employees quitting en masse. The pandemic situation has had an unintended consequence, and there is questioning by the white-collar workers of the status quo at the workplace. A status quo that was considered… Continue reading
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HR practitioners: take an ‘outside-inside’ approach to skilling for work or become irrelevant – Series 2 of 2
Do we see the skills supply vs demand gap? What can we do to fix it? We assume that you recognise the gap between the products on the labour market In Uganda (supply) vs skills (demand) sought after by employers. While we still need and continue to study traditional skills at college, they are like… Continue reading
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HR practitioners: take an ‘outside-inside’ approach to skilling for work or become irrelevant – Series 1 of 2
It doesn’t take long for you to work out, at least in Uganda, that the supply side isn’t appropriately addressing the demand side of the labour market. White-collar and to a certain extent the techno-vocational workers aren’t meeting the skill needs of companies. Industries are on the hunt for quintessential staffers, but this is proving… Continue reading
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Do you pay ‘rent’ for your success?
They have done it, I will also do the same. Why not? …about 60% [youth in East Africa] admired those who used get-rich-quick schemes. And more than half believed it didn’t matter how one makes money while 53% said they would do anything to get money. The survey found 37% would take or give a… Continue reading
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Don’t be ‘the first’ but ‘the best’
At the Effectiveness Lab, we present our thoughts via the effectiveness/efficiency lens. We are efficacy-junkies and ultimately would wish for all that we do as individuals to be rated top because it’s quintessential; and not because we carry individual perceptions about us by others in society. In this case, people of colour, women, other minorities… Continue reading
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Sunglass leaders – the filter effect that casts everything in one colour
This week – our focus is on what we call, for purposes of this blog, the ‘sunglass’ leader. A leader whose manners demand of those they lead, to see the world through one lens and colour – their lens. It’s akin to wearing sunglasses, that we know place a filter between the eye and what… Continue reading
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Should accountability focus on the end-result or process?
The majority of the products and services we buy or are gifted, come from a system that, like the police force, monitor compliance to process by those that sale labour to employers. And just like we have different cultures in the police forces around the world, even companies differ when it comes to how employees… Continue reading
About Me
Apollo B. Gabazira is an Ugandan OD. junkie fascinated by matters that render organisations/individuals effective or not. He blogs on effective leadership and management. He is a devoted green-farmer and breeds the Ayrshire cow at Nakabugu, Luuka district, Uganda. Apollo is quite effective at what he chooses to do.
Gabazira's blog 