People leave jobs and move onto new opportunities. It happens all the time – it’s called a career ‘path’ for a reason. Chances are, many of your current employees are thinking about their next role right now. The problem employers face is finding and attracting top talent to fill vacant roles.
Regardless of whether you are an experienced independent director or an emerging director considering a career in governance, much like an executive role, there are many factors to consider before accepting a position on a board.
As a company grows and evolves, it will have an increasing need for experienced stewardship and support to deliver on its strategic direction. Having access to high-quality advice and guidance can greatly enhance an organisation’s performance. One of the best decisions a business leader can make, is the creation of an Advisory Board.
The demands of boards are great, and the challenges are many – ongoing implications of a global pandemic, a highly competitive talent market, potential for economic slowdown, climate risk and ESG initiatives, increasing prevalence of cyberattacks, regulatory change – there are certainly no shortage of issues that are likely to require board attention in 2022.
What does it take to be a leader in business? What are those innate skills or core traits required by successful leaders in the workplace? And by “leaders” we don’t just mean those in the boardroom or c-suite, but rather any employee who is in a position where they inspire and motivate others.
In the history of ‘work’ has there ever been such a swift and tremendous change to the workplace than what we have experienced over the past two years, as a result of the global pandemic? If organisational culture is defined as “the way things are done around here” where does that leave our shared attitudes, beliefs and customs in the face of so much disruption...
The workplace is constantly changing and if the past two years has taught us anything then it’s the knowledge that our ability to keep pace with change will be fundamental to our success. The same can be said for roles and functions within an organisation, in that we create new ways and adopt new thinking to help an organisation and the people within it to thrive.
International Women’s Day 2022 is shining the spotlight on gender bias, discrimination and stereotyping with their #BreakTheBias campaign theme. It got us thinking about gender equality and specifically pay gaps, an issue that spans all sectors. Rather ironically however, are we actually paying our HR leaders fairly?
Traditionally we have thought of career pathways as linear steps, progressing from one role to another as we move up the corporate ladder, culminating in the highest rank possible within one’s field of expertise. The reality is that there is no set career ladder, and it’s up to the individual to take ownership of their career path.
In a relatively short period of time, online professional networking site LinkedIn transformed the way people find new opportunities and how employers and hiring managers search for talent. Could an entertainment platform like TikTok be the next channel for recruitment?
