Discover Benelux | Business | Life Cycle Management 2017 & Column
A frontline forum of technology and policy for the circular economy TEXT: LIDIJA LIEGIS | PHOTOS: LIFE CYCLE MANAGEMENT
The Life Cycle Management (LCM) conference series is a world-leading forum in the domain of life cycle sustainability and circular economy. It takes place every other year and hosts over 600 scholars, academics and industry partners from over 40 countries globally. This year, the eighth edition is organised by LIST in collaboration with the University of Luxembourg and ArcelorMittal. It will take place at Luxembourg’s European Convention Center from 3 – 6 September. Special guests will include Bertrand Piccard, founder and co-pilot of the Solar Impulse project, which saw Piccard and André Borschberg flying 40,000 kilometres around the world using solely solar radiation as fuel for their plane. The life cycle framework looks at improvements to the technological, economic, environmental and social aspects of an organisation and the goods and services it provides.
Organisations use LCM frameworks to identify, document and communicate their business strategy and in doing this, improve their sustainability. LCM conference is one of the largest conferences in its field, drawing a strong international crowd and proffering superb networking opportunities. This year, LCM offers the chance for a B2B match: visitors can check the list of attendees prior to arrival, and ask to be introduced to them directly. “LCM offers great opportunities to meet large industries, NGOs, consultants, SMEs, academics and municipality representatives all in one place,” explains Enrico Benetto, head of the ‘Life Cycle Sustainability and Risk Assessment’ RDI unit at the Luxembourg Institute of Science and Technology, which is chairing the conference with ArcelorMittal and the University of Luxembourg. LCM also offers professional exhibitions in the conference main hall, where industry ex-
Please tell me what is going on: an unremarkable story When I met someone from a management consultancy at an HR conference recently, I asked her if they needed someone to do a few hours of coaching a week. She told me to send in my CV. Almost immediately I had an email from the secretary of the CEO and founder of the business inviting me over. A friendly meeting followed three days later. He told me that I should now expect to hear from the managing director and the client manager since they handle recruitment. Soon after, they sent me an invitation to dinner. Over our pizzas, my fellow diners became enthusiastic about the opportunities ahead. I suggested that they first try me out with one or two of their coaching clients before we did a joint debrief and then decided on future steps. The morning after, I sent a thank you email with a summary of what I thought had been 58 | Issue 44 | August 2017
the main points coming out of our discussion. Then nothing. I resent the email a week later and got a short reply from the client manager saying she would get back to me after she had assessed the needs of a particular client. Since then, nothing. What happened to all that enthusiasm? Maybe they are busy. Maybe some notes I sent them on the importance of contracting in coaching made them think I am a know-it-all. Maybe they have decided they do not want a very part-time employee after all. Maybe they just did not like me. I do not know because I have not had any feedback. I realise that this is a most unremarkable story, but it does demonstrate how even organisations proclaiming best practice can leave job applicants completely in the dark, failing to inform them of the status of their applications or even acknowledging their communications. It was the same consultancy that organised the HR conference I attended. One of their peo-
perts can showcase their services, products and technology. Also, this year the conference has organised a special focus on funding, with the European Investment Bank co-chairing a ‘how-tofund’ programme. Please consult the website for full details of registration costs and deadlines. www.lcm2017.org
TEXT & PHOTO: STEVE FLINDERS
ple gave a terrific presentation on recruitment. Treating job applicants courteously is a key way for companies to build their brands, he said. “Communicate with your candidates as you would wish to be communicated with,” said one of his slides. “Every candidate is an ambassador for your organisation,” said another. So, this is yet another plea to recruiters. Please do tell your candidates what is happening. It is good for you as well as for them. Steve Flinders is a freelance trainer, writer and coach, based in Malta, who helps people develop their communication and leadership skills for working internationally: firstname.lastname@example.org.
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