Read our case studies in Career Management, Mentoring and Leadership Development and see the impact our programmes have had.
One of BMJ’s key EDI priorities is to improve representation from ethnic minority groups, particularly in senior roles. Step Up was an initiative designed to be a vehicle to level the playing-field and ensure that diverse talent is recognised and utilised.
Certified Facilitators integrate career conversations into strategic people initiatives (WHO)
A staff survey showed that career development in the organisation was an area for concern. In response, the World Health Organisation wanted to offer managers guidance on how to be better managers who care about their staff development.
Career Conversations Webinars improve communication between employees and their supervisors (UNOPS)
As an organisation they have an above average high engagement rate, which is measured in People Surveys. However, Career Development came out as one area to strengthen in the organization. This National Higher Performer Programme was one action among others.
Virtual Career Labs enhance the employee experience by supporting their career journey planning (UNDP)
A UNDP Global Staff Survey indicated that employees craved opportunities for career development. Aligned with the People for 2030 Strategy, they wished to enhance the employee experience and promote a continuous learning culture. Their goal was to empower nearly 20,000 personnel to reach their full potential and create a work environment of alignment between personal and business growth.
Blended online learning develops career conversation skills across time zones and geographies (Red Stripe)
The HRP Alliance launched its inaugural mentorship programme geared towards early-career female SRHR researchers from low- and middle-income countries (LMICs). The aim of the programme was to support junior female researchers in their research career as well as in their professional and leadership development.
AWP is a Mental Health Partnership NHS Trust. It is one of the UK’s largest and most widely spread mental health providers. The key challenge the organisation needed to overcome was to change the culture and style of leadership from one that was top-down and directive to one that was more empowering and supportive. In other words, more of a coaching and mentoring style of leadership.
BravoSolution, now Jaggaer, is the world’s largest independent company that is vertically focussed spend management solutions. The HR Director asked for our help. There were great growth opportunities for the organisation. And that meant a need to upskill their managers and build their people leadership capacity.
The Chief Operating Officer of the EMEA Wealth Management division asked for our help. With ambitious growth targets, he wanted to develop the effectiveness of his leadership team. There were three specific challenges that he wanted to address.