"If you can't see a problem, you can't fix a problem." Join us as we explore the intricate topic of intersectionality in the workplace with our handy guide.

Join us as we look at succession planning, what it means, the benefits & how you can implement it in your organisation.

In today's relentlessly shifting job market, the old-school idea of following a straight career path is fast becoming outdated. It's no longer about hopping from one company to another to climb the ladder.

Enter internal mobility – a new trend that’s shaking things up. This unique approach acknowledges the importance of tapping into the talent and resources already within an organisation to boost personal growth and supercharge productivity.

In this blog post, we'll dive into the exciting realm of internal mobility, uncovering what it means, its perks, and some cool strategies to make it happen. So, let's get to it!

We’re at an age now where four different generations find themselves working together (Baby Boomers, Gen X, Millennials, and Gen Z). This generational gap can be tough to bridge, but the answer may lie in reverse mentoring.

So, join us as we explore the topic of reverse mentoring, including what it means, where the idea came from, and tips for creating your own reverse mentoring programme.

Nothing says "out of touch" more than an organisation that doesn’t understand why people want to work for it.

While some of us would love to believe that people want to join a workplace because they have a passion for the industry, most people really only care about what’s in it for them.

And that’s fair.

I’ve seen many companies fail to recognise the importance of their employee value proposition (EVP), and have seen high-quality talent leave as a result.

Which begs the question: what actually goes into making a good employee value proposition?

It just won’t let up. From leadership transitions and restructurings to mergers and acquisitions, to regulatory changes, to new working models, to new roles and new skills required to fill them, there is constant unrest in the workforce. However, according to one survey of more than half a million U.S. employees, almost one-third don’t understand why these changes are happening. That creates friction, fear and resistance.

Not simply among employees – but among leadership and HR teams too. This is no longer an option. The sustainability of your workforce depends on you bridging these gaps in understanding, and moving past these fears. All this fear, confusion, loss of confidence and butting heads – that’s how mistakes happen, how you lose creative sparks, lose sight of the bigger picture, and lose your mojo in general.

Here’s the problem with trying to measure someone’s entire future based on their past: you can’t possibly know what’s coming. Especially if a lot of existing factors and variables are going to change too. Elements such as working environment, employee demands, desired leadership skills, company culture, learning and development paths (all of which either already are or should be evolving inside of every set of walls). It’s a sure-fire way to underestimate, undervalue and underserve your people.