Growth strategies

As part of The High-Growth Markets Summit 2011, drawing upon the lessons from localised strategies adopted by globally active companies, this discussion explores how to build sustainable business in new markets.

Eastern Europe

As part of The High-Growth Markets Summit 2011, in this session an expert panel examines which countries and sectors in Eastern Europe bear the latest opportunities for multinationals to invest in over the coming years.

Africa: A new rising star?

As part of The High-Growth Markets Summit 2011, in this video a panel of experts unravels the opportunities companies must not miss out on in Africa.

A conversation

As part of The High-Growth Markets Summit 2011, in this video Mo Ibrahim, Chairman, Mo Ibrahim Foundation, speaks about the importance of governance and ethics for business, questioning if the opportunities are worth the risks.

Jim O'Neill: Post-financial crisis

As part of The High-Growth Markets Summit 2011, this panel addresses how companies from developed and high-growth market countries must prepare for a multidimensional world, remodelling their global business strategies to keep up with new competitors.

Urban liveability and economic growth

In this panel of Creating tomorrow's liveable cities, Iain Scott and Mark Kleinman explored the relationship between liveability and economic growth, discussing key findings from an Economist Intelligence Unit survey.

A fresh view on the future

In this video, part of The Risk Summit 2011, Mark Stevenson, Author of An Optimist's Tour of the Future, provided his view on the future and the risks it will bring with it.

The World in 2013 Gala Dinner Highlights

The World in 2013 Gala Dinner Highlights

Forced conversation at Google

People tend to fall back on hierarchical modes of working, notes Laszlo Bock, vice-president of people operations at Google, the California-based Internet search and advertising technologies corporation. “As you get bigger as an organisation, you have to work harder and harder, and more deliberately, to unpack the biological and cultural trappings that people normally bring with them,” he says. The company has a leadership training programme—the Advanced Leadership Lab—designed to create meaningful personal connections across its global operations.

IBM: Watching workers

In 2004 IBM, a global technology and consulting organisation, introduced a workforce management system that allows the company to oversee its global resources while employees manage their own careers.

Two-hundred fifty distinct roles (eg, project manager, IT architect) were identified across the global organisation and given descriptions. The descriptions comprise skills, which are also defined uniformly across the organisation. Each role description is “owned” by a practitioner of that job, who updates it as necessary.

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