2024 Free Webinars

Is 2024 the Year to Drive Results?

The pandemic is over, work from anywhere is the new norm, and 2023 was the year everyone went crazy over Generative AI and its impact on us all. But isn’t it time we sharpened business basics and focused on delivering results?

Concepts like accountability and ownership have been lost from our conversations, and we need to bring them back. For our organisations to improve and reap the benefits of our new world technologies, we need our people to all be accountable for the results they can impact.

Accountability and ownership also drive greater governance, and ESG outcomes and Democratic use of AI. It has to be our Number 1 focus for the new world.

Is Retention a Generational Issue?

No week goes passed without a client or potential client lamenting their turnover. According to McKinsey’s “State of Organisations 2023” Report, at least 39% of our people are going to leave in the next 3-6 months. Worse still, it’s likely to be our emerging talent.

We’ve tried flexible and hybrid work arrangements, we can’t change our rewards, we have a wellbeing program, we’re working on diversity!!

What else can we try?

Coaching a Fluid Workforce

As businesses strive to stay skilled and adaptable in a fast-paced world, and as more workers seek flexibility and varied job opportunities, we’re seeing the rise of the liquid workforce.

This is not without its challenges… How do we lead a fluid workforce? How can we keep our teams engaged and build collaboration? These are questions we often hear from our clients, and I’m sure ring true for many others.

Coaching is a powerful skill that leaders can draw on to navigate these shifting workplace dynamics and drive business results.

The Employee Engagement Myth

Is the workforce expecting greater focus on them? Have you just downsized? Is the CEO demanding better results? More with less? So many pain points… What should we focus on?

It’s a myth to believe we can only use one strategic driver to deliver the engagement we need to achieve excellence in a tight marketplace.

Organisational design and development is as much art as timing and science. There needs to be a catalyst for change that is on the Executive’s radar, and engagement may have lost its appeal. What else can we try?

The Subtle Art of Succession Planning

Even with all the data in the world at our fingertips, ever wondered why your talent pools and succession planning don’t work or struggle to deliver?

Data is the science of talent identification, but succession planning is a lot more than performance data. There is the art of assessing the potential for the next level or even two up as is required to be best practice. There is the art of development to be ready now. The art of juggling the “ready now” talent until the role exists; or retention when you have two or more candidates ready now… It’s the subtle art around succession planning that will give you the edge.