Fabian Hirose |  Management Consulting
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Business, Industry & Capability Insights

Ideas that generate results

Posts tagged management
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 Fine Line Between Stubbornness and Stupidity

One pathway to greatness is the ability to change one’s mind when proven wrong.

Stubbornness isn’t necessarily bad and can in fact be a virtue. Sometimes, as history has shown, people do the right thing by remaining steadfast to their beliefs. Take the Charles de Gaulle. General de Gaulle refused to admit defeat after France was overrun by Nazi Germany during World War II. Against overwhelming odds, he persuaded the French that they would ultimately prevail. His unwavering belief in the greatness of his country helped him turn his vision into reality. After the war,  then President de Gaulle managed to secure a permanent seat for France on the United Nations Security Council. His determination earnt France respect on the global stage.


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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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How HR and Judges Made It Almost Impossible for Victims of Sexual Harassment to Win in Court

Last December, Time magazine gave its award for person of the year to the “the silence breakers,” commemorating a broad societal awakening about the pervasiveness of sexual harassment in the workplace. As the #MeToo movement geared up, and as prominent men resigned or were fired, organizations rushed to create or update anti-harassment policies, complaint procedures, and training programs.

This approach may be misguided. Programs, policies, and training alone do not stop sexual harassment and abuse. My book Working Law — based on surveys of organizations, interviews with HR professionals, and content analyses of both human resources journals and federal court opinions — shows that sexual harassment policies and procedures can comfortably coexist in organizational cultures where women are regularly subjected to demeaning commentary, unwanted physical contact, and even threats or sexual assault. In other words, someone can be sexually harassed without recourse in an organization with plenty of rules on the books.

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4 Ways Busy People Sabotage Themselves

You’ve left an important task undone for weeks. It’s hanging over you, causing daily anxiety. And yet instead of actually doing it, you do a hundred other tasks instead.

Or you’ve been feeling guilty about not replying to an email, even though replying would only take 10 minutes.

Or maybe the last time you needed stamps, you went to the post office to buy a single stamp because you couldn’t find the 100-pack you purchased a few months ago. You know it’s around… somewhere. But you just don’t have the time to clean your desk to find it.

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The Benefits of Play for Adults

How Play Benefits Your Relationships, Job, Bonding, and Mood

In our hectic, modern lives, many of us focus so heavily on work and family commitments that we never seem to have time for pure fun. Somewhere between childhood and adulthood, we’ve stopped playing. When we carve out some leisure time, we're more likely to zone out in front of the TV or computer than engage in fun, rejuvenating play like we did as children. But just because we’re adults, that doesn't mean we have to take ourselves so seriously and make life all about work. We all need to play.

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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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Don’t Try to Be the “Fun Boss” — and Other Lessons in Ethical Leadership

Just becoming a leader is enough to exacerbate some people’s unethical tendencies. But power does not corrupt everyone. Our research suggests that key personality characteristics predict unethical leadership behavior.

We collected personality data and supervisor ratings of ethical behavior (e.g., integrity, accountability) on 3,500 leaders across 30 organizations we had worked with. The organizations included in our study were largely multinational, represented several industries, and varied in size from medium to large. We combined data across these 30 independent studies to examine the relationship between personality and ethical leadership across a range of different settings and situations.

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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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Sexual misconduct at Universities

Since the Guardian began an investigation into sexual harassment in universities, there has been growing criticism that many institutions remain complacent about the scale of the problem.

In late 2016, we sent Freedom of Information (FoI) requests to more than 100 UK universities asking how many allegations and complaints they had received against staff. We found widespread inconsistencies in the way these incidents were handled and recorded, which reflected claims made by victims and campaigners that universities’ figures underestimate the scope of sexual misconduct.

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#MeToo on campus: Universities investigate sexual assaults themselves

As more women speak up over sexual violence, universities are cracking down on ‘lad culture’

On Katia Baudon’s very first day as a fresher at Kent University in September 2015, she says, she was raped by a fellow student. The experience was so traumatising that she ended up having to retake her first year. Baudon reported the attack to the university authorities in February 2016. They put her in touch with the police. Her case was not prosecuted as the police decided there was insufficient evidence because she had reported it four months after the event.

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Why Sexual Harassment Persists and What Organizations Can Do to Stop It

The sheer volume of sexual harassment allegations against public figures reveals just how entrenched such abuses of power are. They’ve forced us to acknowledge that many men in leadership roles marginalize and intimidate colleagues (usually, but not always, women) of lower status both verbally and physically. Sexual harassment happens everywhere: in the most lucrative industries and in minimum-wage jobs, in glamorous fields as well as the most ordinary.

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It’s Not Always Clear What Constitutes Sexual Harassment

The #MeToo movement started by activist Tarana Burke gained momentum in October of 2017 when actress Alyssa Milano invited women on Twitter to respond “me too” to her tweet if they’d experienced sexual harassment or abuse. Women did so across social media, telling their stories and revealing the extent to which so many had lived in silence.

The Time’s Up movement was founded shortly thereafter to foster fairness, safety, and equity for women in the workplace. Part of its purpose is to alter the power system that favors men and thereby provides a foundation for discrimination and hostility toward women.

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From dark to light: Managing the dark side of personality for effective leadership performance

Report by Dr Nadine,  Dr Sabine Bergner and Stefan Wills for Ashridge Executive Education at Hult International Business School. 

The impact of personality characteristics in the workplace is of great interest to leaders and followers and has thus been studied extensively for many years. Until recently, the focus of this work has been on ‘bright’ personality traits and how these impact organisational behaviour.

Recent incidents, such as the financial crises, however, have led to a change in focus and greater interest in the darker side of personality and its influence on workplace behaviour. Questions such as ‘if the bright traits positively impact leadership performance do the dark traits result in poorer leadership performance?’ or ‘does the dark side of personality accelerate career advancement?’ have become interesting.

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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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Mood-Boosting Power of Dogs

How Caring for a Dog Helps You Cope with Depression, Anxiety, and Stress

If you've ever owned a pet, you already know how much fun and affection they can bring. But did you know that pets also come with some pretty powerful mental and physical health benefits? Dogs, in particular, can reduce stress, anxiety, and depression, ease loneliness, encourage exercise and playfulness, and even improve your cardiovascular health. Caring for a dog can help children grow up more secure and active or provide valuable companionship for older adults. Perhaps most importantly, though, a dog can add real joy and unconditional love to your life.

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5 Signs Your Fashion Work Culture is Toxic

Dread. Anxiety. Boredom. Fear. Anger.

If these words describe your feelings about your job, you might be in a toxic work culture.

While you may think you have a dream job, if the culture is toxic, it can turn into a nightmare very quickly. This is because toxic work cultures negatively impact our self-esteem, productivity, creativity and spiritual health, which in turn can contribute to burnout, relational challenges and negative health issues. Because of this, employees need to be able to identify the traits of a toxic work culture before it’s too late.

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Signs You Might Be a Toxic Colleague

No one likes a toxic coworker. Even the most difficult people themselves would probably be the first to agree.

Which raises a question: If you were “toxic,” would you even know it? Is it possible that you are the one wreaking havoc on your team, making everyone else less productive and more miserable?

Of course not, you say. Because that’s what we all say.

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