Fabian Hirose |  Management Consulting
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Business, Industry & Capability Insights

Ideas that generate results

Posts tagged fashion
On Fashion & Another Commodity Systems

A blog discussing the amalgamation of boundaries including international law, global economy, geographical positions and communities needs and desires into which the fashion industry is placed.

- A brief reflective enquiry process to support personal and professional development - 

After my 17 years of learning, unlearning and relearning about myself, my relationship with the fashion industry and my place within the system, I can’t start talking about fashion without naming the external elements that allow this industry to exist. Just like any other business, fashion companies provide solutions to specified sectors of global communities answering their needs based on the individual and collective life continuum that the community requires to coexist.

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The Pursuit of Money: A Cautionary Tale

Distorted beliefs about money often have their roots in childhood.

“A wise person should have money in their head, but not in their heart.” - Jonathan Swift

Paulo came from very humble beginnings. Through hard work and luck, he became a fabulously rich executive. Unfortunately, his new wealth changed him, but not for the better. Money seemed to illuminate a kind of arrogant and abusive behaviour that had not surfaced before. Paulo started believing that his wealth gave him the right to do whatever he wanted, which resulted in questionable ethical behaviour.

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Cultivating Happiness

We all want to be happy. The right to pursue happiness is even written into our country’s bill of rights. But how does one do that? Is it even possible to become a happier person? And if so, what’s the best way to go about it? Researchers in the field of positive psychology have been studying these questions and the answers are encouraging. Turns out you can genuinely increase your happiness and overall satisfaction with life—and it doesn’t require a winning lottery ticket or some other drastic change of circumstances. What it takes is an inner change of perspective and attitude. And that’s truly good news, because it’s something that anyone can do.

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The Virtual Work Skills You Need — Even If You Never Work Remotely

Maintaining strong, productive relationships with clients and co-workers can be challenging when you never see the person you’re working with. Yet, it is common to have ongoing work relationships – sometimes lasting years — with people you’ve never met in person.

We often think of “virtual work” as working with someone located outside an office, or in another city or country. This type of work is on the rise: a 2017 Gallup report found 43% of American employees work remotely; in another survey, 48% of respondents reported that a majority of their virtual teamwork involved members from other cultures.

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To Overcome Your Insecurity, Recognize Where It Really Comes From

Raymond closed down. Sandra snapped. They both had solid records and promising career prospects, and yet they felt that something was not working. Their bosses, colleagues, friends could tell too, but they were equally puzzled. How could someone so talented get so lost, or lose it, in seemingly trivial discussions, for no obvious reason?

The answer is deceptively simple and widespread: insecurity at work. The nagging worry that we are not quite as smart, informed, or competent as we ought to be, or as others might think. The fear that we are not good enough, or simply not enough. The second thoughts about our ideas, observations, and even about our feelings. The constant concern about being judged.

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Influential Fashion Educators: SIMON UNGLESS

“We are setting them up for an industry that doesn’t exist.” Simon Ungless, director of the school of fashion at the Academy of Art University in San Francisco, pauses. This may seem off-kilter to admit, especially for a CSM grad taught by the likes of Louise Wilson and Bobby Hillson, but he’s got a point. The fashion education system is at risk of going off topic and Ungless is determined to regroup, or stop it altogether.

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How Companies Make It Harder for Lesbian, Gay, and Bisexual Employees to Achieve Work-Life Balance

Companies have been paying closer attention to work-family conflict and work-life balance over the last several decades. In many successful organizations, there is a heavy investment in offering programs that give employees more job-related flexibility, time for personal activities, and convenience. By promoting a positive work-family culture, employers are able to maintain a happierhealthier, and more committed workforce, which contributes to the bottom line.

But are companies missing something when it comes to addressing issues of work and family? Our research says that they are, and it could be a big problem from a diversity and inclusion perspective.

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Are you an inclusive leader?

Traditional concepts of leadership are fast becoming out-moded in today’s complex world.  In diverse global environments, where technology is breaking down barriers and revolutionizing the way we work, a new breed of leader is needed.

If organizations are to be able to innovate at speed and keep ahead of the competition, they need leaders who accept that they cannot possibly know all the answers themselves.  Succeeding against a backdrop of economic uncertainty, where customer expectations are greater than ever before, calls for humility, empathy and a high level of self-awareness.


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How Leaders Can Make Their Dark Side Brighter

There can’t be many of us who haven’t at some point in our working lives come across leaders who have a ‘dark’ side. Maybe in the past, you’ve worked for a manager who’s a bit of a narcissist – someone who truly believes they are head and shoulders above everyone else, is arrogant in the extreme and only happy when they are basking in the glow of admiration from others.

Or perhaps you’ve been unfortunate enough to encounter someone with Machiavellian tendencies.  A calculating, master manipulator, who has no morals and will do whatever it takes to achieve their goals.    You might even have come across a psychopath – a cold, unstable and aggressive leader who appears to be completely lacking in empathy and behaves in unpredictable ways.

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4 Ways to Deal With a Toxic Coworker

Lately, we have heard a lot from our clients about “toxic” coworkers and teammates. This issue isn’t new; there have been bad coworkers since the beginning of organised work. But these days, their impact feels bigger and more destructive. Businesses need teamwork to function. And teams need to be more collaborative, adaptable, and proactive than ever. The days of top-down decision making are long gone in many companies and industries, as it’s replaced by grassroots innovation that’s unleashed through coworkers openly networking and sharing information across boundaries. Because of this new dynamic, dysfunctional teammates can damage the results of a whole team in a way that was much harder to do in the old, siloed models of working.

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Neutralise Your Toxic Boss

Toxic bosses. We have all seen them. They’re screamers, stressed-out micromanagers, volatile, untrustworthy, insecure nightmares to work with. They’re everywhere, and they do tremendous harm to the people around them and their organisations. And it seems that bad behaviour is on the rise. Why? Because people are freaking out about the economy. Our economic systems are careening wildly, not following the rules anymore, and it’s touching all of us, at home, in the grocery store, and at work. It could get a lot worse, and soon. It’s just plain scary.

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3 Ways Leaders & Managers Create a Toxic Culture

Whether presiding over the entire company, a function, a region, or a business unit, the people at the top of an organisation have a disproportionate level of influence over those they lead. Those further down in the organisation look to their leaders for cues on what’s acceptable (and what isn’t), and the team’s habits — both good and bad — will be emulated. Having your actions play out publicly as if on a Jumbotron, is a huge responsibility, and unfortunately, too many teams don’t take this responsibility as seriously as they should. The consequences can be farther reaching than most leadership teams realise.

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How to Advance in Your Career When Your Boss Won’t Help

I recently moderated a panel at a conference and asked the group of successful executives to describe someone who has been instrumental in their careers. Two panelists eagerly jumped in with stories of bosses who had mentored, encouraged, and opened doors for them. Then, hesitantly at first, the last person shared a far different experience.

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Leading in a VUCA (Volatile, Uncertain, Complex, and Ambiguous) World

To operate successfully in today’s fast-moving, complex climate, leaders must often feel that they have to run just to keep still.

New technology comes in and disrupts markets almost overnight.  Competitors emerge from unexpected corners.  Political and economic situations shift rapidly, exposing organisations to unprecedented levels of risk and vulnerability.

We are indeed operating in a volatileuncertaincomplex, and ambiguous (VUCA) world—and it’s becoming clear that our comfortable, classic models of leadership don’t work in this constantly changing climate.

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Sticking to your values in a VUCA environment: The challenges of working with integrity

The acronym often used to describe an environment of noise, mess, and doubt is VUCA. These four letters represent volatilityuncertaintycomplexity, and ambiguity. It’s something that’s recognizable for many of us in our everyday lives.

Perhaps you’re managing a complex job with multiple pressures, and much of the day is spent doing a role that’s unrecognisable from the one you thought you’d signed up to. And maybe this is coupled with the responsibility you feel for your elderly parents who need attention. And your children, who not only want loving and feeding, but also need to visit the dentist and be to their swimming lesson on time.

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Supply chains based on modern slavery may reach into the West

Many goods enjoyed in rich countries may have murky origin

IN THEORY slavery was completely abolished in 1981, when Mauritania became the last country to outlaw forced labour. In practice, however, it persists in many forms, some of them surprisingly blatant. In November CNN broadcast a grainy video depicting the auction of 12 migrant Nigerian men for farm work. When human trafficking and less extreme forms of coercion are included, slavery-like practices remain disturbingly common.

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4 Ways to Create a Learning Culture on Your Team

By Tomas Chamorro-Premuzic and Josh Bersin for Harvard Business Review

Technology is disrupting every industry and area of life, and work is no exception. One of the main career implications of the digital revolution is a shift in demand for human expertise. For instance, LinkedIn’s talent research shows that half of today’s most in-demand skills weren’t even on the list three years ago.

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