Cranfield University has partnered with Barclays to launch a Master’s Apprenticeship in Leadership, making the bank the first of its kind to offer this level of apprenticeship.
Can men be feminists? Ask Canadian prime minister Justin Trudeau, who regularly describes himself as one. Or the editors of Esquire magazine, who dedicated an entire special issue of the magazine to the subject of men’s role in gender equality. Or the United Nations, which runs a #HeforShe campaign via Twitter, again trying to get men involved in gender equality.
There has been an increase in the number of women being appointed to FTSE 100 boards but few women are fulfilling senior roles on those boards. That’s the findings of this year’s Female FTSE Report, by academics at Cranfield School of Management and Exeter University Business School, sponsored by Aviva and the Government Equalities Office.
There is a plethora of discussion around how retaining talent and generating staff loyalty is best achieved when there is alignment between the values of an individual and the values of an organisation.
Following on from the recent blog on Managing Talent: How to encourage your workforce to manage their career here are the two questions I am most frequently asked.
Employees ask me “How do I turn down the offer of a ‘perfect opportunity’ without damaging my career?”
Managers ask me “But what if by encouraging them to do all this thinking about their career, they realise they want to leave?”
“So where do you see yourself in 5 years time?”
This is a question that all of us have probably been asked at some point in our career. Some of us will have asked that question of others.
So why do leaders and managers ask that question during review conversations? From my experience, working with leaders who are trying to grow and manage their talent pipeline, it is often used as a means to ascertain aspirations, interests and satisfaction. Yet it isn’t actually a very helpful question.
Driven by both legislation and evolving employer attitudes, flexible working has come a long way over the past decade. Not only do employees now have rights to request flexible working, but employers have also become increasingly aware of the business benefits conferred by an openness to flexible working.
Mindfulness is everywhere these days. At least, many more people talk about it than when I started researching and teaching mindfulness five years ago. But how can you really make it happen at work
Back in 2012, the Office for National Statistics published the results of its first ‘happiness survey’. The—perhaps unsurprising—result: people who are married, have jobs, and own their own homes are the most likely to be satisfied with their lives. Living in an unemployment ‘black spot’, being middle-aged, and being unhealthy, all correlated with being unhappy.