We’re in the middle of a crisis, and managers have lots to deal with. In these times of challenge, mentoring for them and by them is more important than ever.
It feels like we are already deep into 2020, but we always enjoy looking back and reviewing the popular blogs of previous years. Like 2018, last year was again focused on mentoring and career conversations, with just over half of the posts sitting in the top 10 year in, year out. We’re also delighted to
In a recent blog post I talked about why career conversations are important. One question I received in response was “Antoinette – if career conversations are so important, why don’t managers have them?” It’s a good question. Often the reason is that managers lack the skills and confidence required to conduct career conversations. They fear
Nominate your Office Career Champion and be in with the chance to win a prize worth £1,500! Enter now and celebrate your office heroes.
“How’s your organisation doing with regard to gender equality? Do you have many women at senior levels?” This line will be familiar to professionals in HR. It’s a focus for many who have recognised that gender inequality in the workplace costs companies. It impacts financial performance, idea innovation, market share, team collaboration and much more.
In my last blog post “Only 14% of Talent Management Programmes Work. What Can You Do About It?” I talked about why it’s important to have a joined up approach to succession and talent management that creates a fit between the ambitions of an organisation and its leaders. Let me share a story of why
Did you realise only 14% of Succession Planning and Talent Management Programmes are considered a success? That was the conclusion from a 2009 survey by the American Society for Training and Development (ASTD). Frankly, experience tells me things haven’t improved over the last few years. Whatever the figure, there’s plenty of opportunity for improvement. Talent
Antoinette Oglethorpe | Talent Development | My Most Popular Blog Posts of 2013 The end of every year is full of reviews. Reviews of news, reviews of books, reviews of blog posts, reviews of, well, just about everything. In my view, there are two reasons for this. First, it’s a cop-out. Let’s face it, people are
Is one of your challenges to create a talent development programme? Then read on to hear how we helped a client do just that. We worked with a group of operating companies, bringing together Talent Champions from each of the Operating Companies. They were a dispersed group working for different companies but coming together to
As HR professionals and senior leaders, we often think on a macro scale when pondering the question “how do you change an organisation?” We’re often trying to change or implement things at an organisation level, or we’re helping managers create change at a department level or business sector level. And we’re often trying to do
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