A wave of resignations is sweeping countries around the world, as people try to make sense of what has just happened to their lives because
The age old saying is that people join companies but leave bosses. I spoke to a friend recently who had just received the most
The big takeaway from 2020 is that what was thought to be too hard to do, ended up being very easy when push came to shove.
The trick now will be to consolidate that, and then see what other benefits are relatively easily available.
as featured in Articles from Tammy Tansley CULTURAL CHANGE, ENGAGEMENT AND COMMUNICATION Leadership Building Great Careers Workplace Diversity including Flexible Working Human Resources Negotiation and
a selection of my clients Working with Tammy Tansley has influenced and help shape a competent and highly functioning leadership team. She continuously inspires us to
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The trick now will be to learn the lessons from the trial by fire, and work out the bits that don’t work for each organisation. This may mean going backwards to go forwards – to introduce the new normal slowly. To ask what worked, and importantly, why? And what didn’t?
This topic should feature on leadership team, executive team and board agendas as part of decent risk and governance; but often it doesn’t go beyond the platitudes. If we are to have ethical organisations, we need to do more than that. We need to prepare to deep dive and then be prepared for what we might find when we get there.
In some cases, the person causing the conflict is just not pleasant. And will go out of their way to cause conflict. It is much rarer, but if you have someone who intent on wrecking havoc, it’s a deeper conversation about whether that person is a good match for the organisation. And if the organisation has no intention of resolving it, then it is a question for you as to whether the organisation is a good fit for you.
It’s like a fleeting dream, that at the time felt so very significant; upon waking, you are just left with a whiff of something important that you’ve missed.
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