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We sat down with a group of senior public sector people leaders to reflect on and share their perspectives on topics around culture, the characteristics of and opportunities for a public sector workforce and what it takes to be an agile organization. In this post, Mallory O'Connor shares the themes that emerged in this discussion. https://lnkd.in/gEprNyT5

Employee resistance is a common pain point in change management. A survey by the Chartered Institute of Personnel and Development (CIPD) found that 60% of UK businesses face employee resistance during change initiatives. Resistance often stems from fear of the unknown, lack of trust in leadership, and inadequate communication. To address this, businesses should engage employees early in the process, providing clear, consistent information and opportunities for feedback. By involving employees in decision-making and addressing their concerns, businesses can reduce resistance and foster a smoother transition. How can you involve your employees in the decision-making process to reduce resistance to change? #strategicplanning #marketingefficiency #businessgrowth #businessstrategist #businesselevation #legaladvisor

At the end of March, we worked once again with the team at TheBusinessDesk.com to deliver a second roundtable that addressed the challenges and opportunities facing professional services leaders in the very much changed world of work! For this roundtable, professional services leaders from Yorkshire led a dynamic and insightful conversation, chaired by Alex Turner, that really highlighted the ways in which professional services leaders are having to adapt and change their strategies and how for those who really understand the issues and solutions, this is an opportunity to drive real change and tangible growth. Thanks to all the panellists for giving their time and their insight! Key themes that came out of the Leeds roundtable include: - The Importance of Prioritizing Employee Engagement: In a world where only 27% have a healthy relationship with work, leaders must focus on fostering dynamic, committed, and motivated teams. - Adapting Management Strategies: Leaders can attract, retain, and stimulate professional talent by acknowledging generational shifts and meeting evolving expectations. - Cultivating Inclusivity: Companies should look to invest in diversity networks, transparency, and flexibility to create an environment where everyone feels valued and connected. - Empowering Leadership: Leadership styles that shift towards collaboration, inclusivity, and skill-focused career progression, effectively engage and empower teams at all levels. - Recruitment Reinvented: Recruitment efforts that emphasise values, diversity, and holistic skill sets are most likely to attract a new generation of talent that is aligned with evolving workplace dynamics. In a rapidly evolving workforce landscape, adaptable leadership and inclusive strategies are key to attracting, retaining, and empowering top talent. Read the full article. 📖 linked https://lnkd.in/ezJdpKfB #WorkforceChallenges #EmployeeEngagement #LeadershipDevelopment #Inclusivity #RecruitmentTrends

At the end of March, we worked once again with the team at TheBusinessDesk.com to deliver a second roundtable that addressed the challenges and opportunities facing professional services leaders in the very much changed world of work! For this roundtable, professional services leaders from Yorkshire led a dynamic and insightful conversation, chaired by Alex Turner, that really highlighted the ways in which professional services leaders are having to adapt and change their strategies and how for those who really understand the issues and solutions, this is an opportunity to drive real change and tangible growth. Thanks to all the panellists for giving their time and their insight! Key themes that came out of the Leeds roundtable include: - The Importance of Prioritizing Employee Engagement: In a world where only 27% have a healthy relationship with work, leaders must focus on fostering dynamic, committed, and motivated teams. - Adapting Management Strategies: Leaders can attract, retain, and stimulate professional talent by acknowledging generational shifts and meeting evolving expectations. - Cultivating Inclusivity: Companies should look to invest in diversity networks, transparency, and flexibility to create an environment where everyone feels valued and connected. - Empowering Leadership: Leadership styles that shift towards collaboration, inclusivity, and skill-focused career progression, effectively engage and empower teams at all levels. - Recruitment Reinvented: Recruitment efforts that emphasise values, diversity, and holistic skill sets are most likely to attract a new generation of talent that is aligned with evolving workplace dynamics. In a rapidly evolving workforce landscape, adaptable leadership and inclusive strategies are key to attracting, retaining, and empowering top talent. Read the full article. 📖 linked https://lnkd.in/ezJdpKfB #WorkforceChallenges #EmployeeEngagement #LeadershipDevelopment #Inclusivity #RecruitmentTrends

In leadership circles like Vistage and ATD, "best practices" are often treated as gospel. But when you look closer, much of the advice is contradictory. Take the Harvard Business Review. One article champions annual reviews for goal-setting and accountability, while another argues they create stress and hinder future-focused growth. Consider the studies showing a 6-hour workday over 4 days is more productive than the traditional 8-hour, 5-day model. The data is clear: shorter weeks increase productivity and employee satisfaction. Yet, few organizations adopt it, stuck in the old-world mentality of “you get what you pay for.” The problem with best practices is they’re rooted in the past — what worked under different circumstances, for different companies, in a different time. As the world changes, those practices quickly become outdated. That’s why Next Practices are the real focus for forward-thinking leaders. It’s about embracing what’s coming, not what worked yesterday. Instead of debating whether to keep annual reviews, why aren’t leaders asking: “What’s the next practice in employee development?” How do we use continuous feedback and real-time data to shape performance as it happens? Or, with the 4-day workweek, instead of asking if it fits now, the question should be: “How do we evolve to unlock flexibility and productivity?” Leaders who stick to best practices are maintaining the status quo. Leaders pursuing Next Practices are driving change, anticipating what’s next, and setting the pace for the future. So, let's stop looking backward. Shift the mindset from “What worked?” to “What’s next?” because that’s where real innovation begins. #NextPractices #LeadershipDevelopment #InnovationInLeadership #FutureOfWork #LeadershipStrategy #AgileLeadership

Maintaining a strong organizational culture amid change is a delicate task. A @HarvardBusinessReview article explores the role leaders must play in preserving valued elements during transformations including listening to employee concerns, avoiding nostalgia, and leveraging data. https://bit.ly/3TBRFVF

With headlines about companies issuing blanket return-to-work mandates and the attrition these policies are precipitating, it's clear that the one-size-fits-all approach isn't working. Trip.com, on the other hand, A/B tested return to work vs. a hybrid working model and found compelling results. It's important to note, Trip.com uses a 𝗿𝗼𝗯𝘂𝘀𝘁 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝘀𝘆𝘀𝘁𝗲𝗺 to attract and retain top talent. Of course, having such a system makes a hybrid work environment more feasible and effective. But there are other key elements too: a 𝗰𝗹𝗲𝗮𝗿 𝗰𝗼𝗼𝗿𝗱𝗶𝗻𝗮𝘁𝗲𝗱 𝘀𝗰𝗵𝗲𝗱𝘂𝗹𝗲 and 𝘂𝗻𝘄𝗮𝘃𝗲𝗿𝗶𝗻𝗴 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝗳𝗿𝗼𝗺 𝘀𝗲𝗻𝗶𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽. Together, these factors have enabled Trip.com to reap the benefits of hybrid work, from improved employee well-being to reduced turnover rates. Check out the full article in the Harvard Business Review to learn more about Trip.com's hybrid work strategy and its impact. 𝗛𝗮𝘃𝗲 𝘆𝗼𝘂 𝗳𝗼𝘂𝗻𝗱 𝗼𝘁𝗵𝗲𝗿 𝗸𝗲𝘆𝘀 𝘁𝗼 𝘀𝘂𝗰𝗰𝗲𝘀𝘀 𝗼𝗿 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝘄𝗶𝘁𝗵 𝗮 𝗵𝘆𝗯𝗿𝗶𝗱 𝘄𝗼𝗿𝗸 𝗲𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁? #HybridWork #PerformanceManagement #EmployeeWellbeing #TalentRetention #FutureOfWork #Leadership #HBR #RTO

Recent Glassdoor data unveils a telling trend: RTO mandates are casting a long shadow on employee sentiments. As we navigate these mandates, it's evident that job satisfaction, work-life balance, and perceptions of senior management are taking a hit. This raises critical questions for leaders and change-makers. How do we balance the benefits of in-office collaboration with the autonomy that remote work offers? How do we ensure that our RTO strategies are enhancing, not diminishing, our organisational culture? It's a delicate balancing act, requiring a human-centred approach to transformation. As we pivot, let's keep the dialogue open and prioritize understanding the diverse needs of our teams. What's your take on RTO mandates and their impact? How is your organisation navigating these changes? #Leadership #OrganisationalChange #WorkLifeBalance

Well-Being is truly the cornerstone of a thriving workplace. It's inspiring to see how prioritising Well-Being can lead to enhanced productivity, reduced turnover, and a magnetic work culture that attracts top talent. The real challenge, as you pointed out, lies in how deeply these initiatives are woven into the everyday experiences of employees (vs token efforts). The examples from industry leaders like Google, Johnson & Johnson, and Deloitte clearly demonstrate the tangible benefits of such investments. Exciting to see Well-Being becoming a higher agenda priority!

Join this free webinar with Achievers, as industry leaders delve into leveraging recognition and engagement initiatives to address the evolving landscape. Discover the strategies to balance emotional and financial needs, build trust, and make a meaningful impact on the bottom line. Register now: https://hubs.la/Q02jFsWk0 #HRInsights #EmployeeRetention #WorkforceEngagement #LeadershipInsights