succession planning

Getting your organisation Investors in People ready 1









You might remember a while ago we talked about why you should think about getting your organisation accredited by Investors in People (IIP). If you’ve not read that blog yet, you can catch it here, and then come back and read this.

We also said we’d produce a series of blogs about what you need to do if you like what you read and think you’d like to be a part of it.

So, true to our word, here’s the first of those blogs.

IIP has produced its own standard with three performance headings – leading, supporting and improving – with another three key indicators under each of these headings meaning there’s nine areas in total to talk about. Our blogs will concentrate on one heading.

This week, it’s leading and inspiring people, the first key indicator under leading. Here’s what IIP says it means:

Leaders make the organisation’s objectives clear. They inspire and motivate people to deliver against these objectives and are trusted by people in the organisation.’

You’ve probably got your own ideas about what makes someone an inspiring leader. It could be a sportsman who leads by example, or someone who’s achieved something against the odds. But in organisations, what does it really mean?

Firstly it’s not just those right at the top that need to be inspirational. It applies to anyone who has any sort of leadership role so they can get the best out of their people.

To successfully lead and inspire others, managers need to be able to motivate people so they want to give them their […]

By |July 18th, 2017|change management, leadership, succession planning|Comments Off on Getting your organisation Investors in People ready 1

Bridging the generation gap









Picture credit: Copyright: <a href=’’>bialasiewicz / 123RF Stock Photo</a>

One of the things that makes today’s workplaces interesting is the diversity of people in them. We talk a lot about diversity, and often refer to the importance of gender balance. In this blog we want to focus on the diversity of generations and how you can bridge the gap that can sometimes appear between them.

Most organisation will have three different generations of employees: baby boomers, generation Xers and millennials. Demographically, they span the best-part of a century and each group has different sets of values and experiences, both in and out of work. They can all bring valuable skills and when they work together, can produce stunning results. However, each group sometimes has a perception (usually wrong) about one or more of the others that might stop them working together to their full potential.

So let’s have a look in a bit more detail at each of these generations, and what they can bring to an organisation. And more importantly, how they can harmonise with each other as beautifully as on a Beach Boys’ song.

Baby boomers are so-called because they’re part of the ‘baby boom’ that followed World War 11 right up to the early 1960s. This group have lived through tremendously exciting times, both culturally and socially, and have adapted their working methods several times. They’re likely to be fairly affluent, own their homes and have kids that have flown the nest.

This group will have had households where the man was probably the main breadwinner and parenting was left to the wives. Baby boomers will be successful in work and have often sacrificed family […]

By |May 15th, 2017|change management, succession planning|Comments Off on Bridging the generation gap