Over the past 9 months or so, I have had the pleasure of working with Pam Davis. Until recently, Pam was the Senior HR Project Lead within the People and Culture at an organisation that works in the scientific research space. We’ve been working to create a cultural change within that organisation. That change is
At the start of the Summer we ran a competition to find the heroes at your work championing and developing careers. Our aim was to recognise and celebrate the unsung Office Career Champions who make a real difference to businesses and careers every day. We want to send a big thank you to everyone who
Academics have spent decades exploring the potential benefits of reflection. It is through reflecting about our concrete experiences that we learn and develop new ways of thinking. It is not a new idea. In fact, around 450 B.C. Confucius is reputed to have said: “Tell me, and I will forget. Show me, and I may
In a recent blog post I talked about why career conversations are important. One question I received in response was “Antoinette – if career conversations are so important, why don’t managers have them?” It’s a good question. Often the reason is that managers lack the skills and confidence required to conduct career conversations. They fear
In my last blog post, I talked about the power of visualisation for career development and the benefits to employees. But visualisation is not only helpful at an employee level. It can also be helpful at an organisational level. In this blog post I’d like to share my experience of helping a client visualise a
You want your employees to be successful, don’t you? In fact, you and they have probably used that word. But do you know what success really means to them? Have they truly thought about it and discussed it with you? People talk about success all the time. But rarely do they define it in a
“Don’t ask what the world needs – ask what makes you come alive because what the world needs is people who have come alive.” Howard Thurman It’s a competitive environment, and organisations need to gain advantage through their people more than ever. But there’s a challenge. While organisations want to maximise employees’ performance, employees want
Organisations and employees agree that whereas organisations owned careers ten years ago, employees are now responsible for their careers. But is it really possible for an employee to take full ownership of their career when they are reliant on their manager and their organisation for opportunities? In this blog post I’ll explore the roles and
Nominate your Office Career Champion and be in with the chance to win a prize worth £1,500! Enter now and celebrate your office heroes.
Are you trying to improve career management in your organisation? Are you keen to respond to employee questions and concerns over their career opportunities? Are you committed to helping managers support employees with their career development? If so, you should have a documented career management strategy that is known and understood by employees, managers and
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