Husk Talent’s Post

CEOs, here are the 5 things you can do to retain your child-baring Execs: 1 - Actively support flexible working policies: Make flexible working normal and allow shorter weeks. You'll get a lot more from them in the time they do work. 2 - Support them to leave the team in the best care possible whilst they are off: Fractional staffing whilst they take their leave can really help you - and them - manage the transition. 3 - Support them financially with enhanced maternity leave policies: Many could be the primary breadwinner of their family and the loss of earnings will hurt. 4 - Don't overlook them for promotion just because they are off: Nothing makes you feel more appreciated than being given a pay-rise or promotion when undergoing this transition. 5 - Get them a coach to support their mindset on leaving and returning. It can be incredibly stressful managing this transition. Help these high achievers out so they can manage this new uncomfortable balance in their lives. For 3 expectant female Product Execs - I'll be offering slots to work with me come September. DM me to get in touch. P.S. I'm an ex-VP, Product Leadership coach and Fractional CPO . I'm also a mother with 2 kids (2yrs, 10 months). P.P.S. I've just signed on a client whose CEO has paid for coaching to support her transition into being a mum in her MD role. Because he realises that's the smart thing to do. 💪 #parenthood #productleadership #execs

🌟"How do we empower Internal Growth in Big Mamma Group? Through strategic HR support!”🌟 At Big Mamma Group, we firmly believe in the values that drive our daily work and culture: meritocracy, excellence, authenticity, and entrepreneurship. Our commitment to MERITOCRACY fosters a culture of excellence and innovation by investing in our employees' personal and professional growth 🚀 But how does this choice affect the lifestyles of employees in Big Mamma? Through a combination of commitment and dedication. There are no obstacles to our employees' internal growth. In fact, we encourage them to take initiatives, share ideas, and follow their personal ambitions. How do we ensure this happens? 🤌 1. Concrete Managerial Support: During our managerial rituals, we set specific objectives and action plans for each employee, providing a clear roadmap for their growth. 2. Periodic Team Reviews: The HR team and managers regularly conduct team reviews, assessing performance, skills, and contributions, and defining the next promotions. I am very proud to say that internal promotions, both national and international, have consistently improved over the years. The majority of our leadership team is a testament to the success of Big Mamma's internal career development program. Investing in internal promotions creates a culture of engagement, motivation, and passion. Above all, it builds a team of individuals who deeply understand and share Big Mamma's values and mission. 🚀 #ToTheMoon

🌟 Yesterday was one of those days that really made me appreciate the people I work with. I’m incredibly fortunate to be surrounded by talented, supportive, and inspiring colleagues who make each day a joy. It’s so true that the people within an organisation are the ones who ultimately make or break it. I’m really looking forward to returning off Paternity leave and continuing building the course with you all 🤩 Working in an environment where leadership genuinely cares about its people, promotes collaboration, and promotes positive energy is priceless. It’s amazing how some companies get this so right, while others create environments that are toxic and draining (one wonders how those companies can honesty call themselves experts in L&M). In my view, leadership and management can either elevate a workplace or stifle it, but in the end I’m so grateful to be in a place where it's done right. 🙌 To my amazing colleagues—you truly make the difference! Let’s keep this positive momentum going. 🚀 #Teamwork #Gratitude #Leadership #CompanyCulture #PositiveVibes #WorkplaceWellbeing

As we enter the next phase of post-pandemic work, it will become even more important to know what your employees are thinking. Stay in the know. #WomeninRetail #WomeninLeadership #ExecutiveProfessionalDevelopment #ProfessionalDevelopment #LeadershipDevelopment

Returning from Maternity Leave? Everyone’s journey is different, but here are 3 things I work with clients on that you might not have considered; 1. Your Personal/Leadership Brand: Re-enter the workplace with clarity and confidence. Clear on how you want to show up and your evolved role as a professional and parent. 2. Advocating for Yourself: Ensure your needs are met. I’ll help you develop strategies to communicate your boundaries and priorities effectively and think about how to advocate for yourself. 3. Your Career: For some this might be stepping back into your current role, for others this is how do I work towards promotion. We’ll build a plan around whatever is right for you. ++++ I’m Kellie, I combine leadership coaching with HR expertise and my personal experience, to support your transition back to work, ensuring it’s empowering and aligned with your long-term goals. 📞 schedule a call or drop me an 📧 to find out more. Career and Parenthood

A recent survey of 750 retirees (aged 65-85) revealed that 13% are planning to return to work next year, largely driven by cost-of-living concerns. Interestingly, nearly 25% of seniors are already back in the workforce. The big takeaway? 79% prefer part-time roles, seeking a balanced re-entry, while 42% say boredom is a factor, and over half are genuinely excited to contribute again. In my 7+ years of executive recruiting, this isn't surprising. We’ve long said, “75 is the new 55”—and seasoned professionals bring unmatched experience, adaptability, and leadership to the table. Companies looking to leverage this wave of returning talent can tap into a goldmine of expertise that drives innovation and mentorship. Imagine the impact on your leadership team or project growth. Are you ready to integrate this skilled talent into your workforce? Let's discuss how to strategically position your business for this upcoming shift. -------- Enjoyed this post? Feel free to share it with your network to spread the insights! ♻️ 📍P.S. I help companies navigate the process of identifying and hiring top executives for senior leadership roles. #TalentStrategy #WorkforceTransformation #LeadershipExcellence #ExecutiveHiring 

🔥 Don't Let Resignations Catch You Off Guard: A Message of Empowerment 🔥 Team, let's talk real for a moment. Resignations shouldn't be ambushes. They shouldn't blindside you like a punch you never saw coming. They should be conversations, decisions made together, with clarity and respect. See, when someone decides to move on, it's not just about them. It's about the environment they're leaving behind. It's about the culture, the vibe, the energy. And if they're leaving because they feel unseen, unheard, or unvalued, then that's on us as leaders. So, here's the deal: let's flip the script. Let's create an environment where conversations flow like water, where feedback is currency, and where trust is the foundation. Let's be proactive, not reactive. When you see someone's light flickering, don't wait for it to go out. Fan those flames. Have those conversations. Find out what makes them tick, what drives them, what challenges them. And if it's time for them to spread their wings and fly, let's celebrate that journey together. Because here's the truth: when we empower our people, when we invest in their growth and well-being, they become our greatest assets. They become ambassadors for our vision, advocates for our brand, and champions for our culture. So, let's not wait for resignations to wake us up. Let's lead with intention, with purpose, with heart. Let's create a workplace where resignations aren't endings but beginnings. Where departures are opportunities for growth, evolution, and transformation. Because, my friends, when we build a culture of trust, transparency, and empowerment, resignations won't catch us off guard. They'll simply be the next chapter in our shared journey of greatness. 💪 #Empowerment #Leadership #CultureShift

I had the pleasure of joining Jayne McQuillan, CPA, MBA, CEPA's CEO Roundtable on Thursday to discuss organizational development issues facing their organizations. Unsurprisingly, several of the questions revolved around the best ways to motivate, lead, and relate to Generation Z employees. I remember training organizations and teams about GenY employees 21 years ago when I was just launching my firm. The GenY cohort was a shock to the U.S. workplace because their tech-savvy, confident approach to work and demand for a new definition of work-life balance was wildly different than their GenX and Baby Boomer predecessors (who were quite different from one another, too!). GenZ's appearance on the scene presents yet another opportunity for those of us who have been around the block a few times to be curious. Who are these young workers who have big dreams and competitive spirits yet also appear to yearn for relational connection and seemingly unrealistic flexibility at work? How will we teach them to understand the needs of our organizations which may limit the flexibility we can offer? How can we temper their dreams in a way that retains their talent until their skills and experience catch up with their aspirations? This is not an impossible situation. The U.S. workplace has done it before, and we will figure out yet again how to integrate a new and different generational cohort into the world of work. There are a variety of effective strategies that we share with our clients to integrate GenZ into their workplaces. The important thing, though, is to make the effort to integrate GenZ into your organization rather than ignoring the differences that they bring...because they are very large cohort and they are not going away. 😀 Take the time to learn about and leverage those differences now, making gradual changes within your company if necessary, to avoid bigger staffing issues later. Inspired Training Institute, Inc. #generationz #generationaldiversity #herewegrowagain #becurious #alwayslearning Image credit: https://lnkd.in/g6NcW52X

Gen Z is getting promoted! As we Gen Z employees advance in our careers and enter into management and leadership roles, generational bias and stereotypes have emerged. 🤔 What do you think about Gen Z-ers? 📈 Is your company ready for the changes Gen Z-ers are advocating for? 📲 What kinds of support do you have in place for early career professionals? Check out this article to learn more about misconceptions surrounding Gen Z in the workplace.

One of the hardest parts of leadership is learning to let go. We often want to stay in control, making the critical decisions and handling the key conversations, all while managing our daily to-do lists and activities that can weigh us down. Recently, I hired someone to assist me in my role, and we developed a good workflow. However, it wasn't until I had to prepare for paternity leave that I truly had to think through my responsibilities and create a comprehensive plan for my absence. It felt almost as if I were leaving the company and needed to detail everything for someone else to take over. While creating that list and reflecting on my role, two things happened: 1. I realized the value I bring to the company. 2. I analyzed and understood my systems, identifying what worked and what didn’t. When I returned from paternity leave (which, if your company doesn't offer, is a topic for another day), I found that not only did things run smoothly, but my trust in delegating tasks had grown. I felt more liberated in letting go, freeing up time to focus on strategic moves rather than being bogged down by tasks I once thought only I could handle. I challenge you to take the time to develop systems and develop people by letting go of tasks only “you” can handle. It will help you grow into a better leader and help those under you grow as well.