First, in the spirit of togetherness, I’d like to simply say that it’s not just you that struggles with hiring senior people into your team. Almost every business leader I’ve worked with has, at one point or another, decided that the ‘time is now’ to bring in a new senior member of the team, but
September 16th marks 100 days until Christmas. But this isn’t one of those ‘oh bloody hell where did the year go’ articles – rather a reframe to say, “that’s three months during which we can really make a change!’ I’d like to challenge you and your team (as I have already challenged my own clients)
As a team leader, it’s easy to assume that all people working together on a project should be treated and managed similarly. But the reality is that full-time employees (FTEs) and contractors have different motivations, expectations, and backgrounds. Putting together the best talent to create an incredible workforce would appear to be a straightforward strategy
After sharing an article recently about The Leadership Circle – a leadership profiling model I have undertaken with my own coach and found particularly useful – I received several questions and comments about its potential and how to go about analysis of what can at first glance seem a fairly complex set of results.
The Global Workplace Study was brought to my attention by Trenton Moss, and if you’ve got some spare time it’s well worth a read. The study focuses on how COVID-19 has affected Engagement and Workplace Resilience — and the interplay between them — in 25 countries. As someone who is constantly reflecting and advising on