Julian Holmes

📌 May UK Labour Market Update from Change Specialists 📌 Our report highlights key points including estimates of employment, unemployment and economic inactivity, rounded off with a summary from our practice director Julian Brown. If you would like anymore information or need people for your IT, digital or business change, please don't hesitate to get in touch. [email protected] / 01379 871144 #uklabourmarket #changespecialists #ukeconomy #digitaltransformation

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With growing demands for pay transparency and fairness, organisations must rethink how they discuss and manage compensation. This latest guide emphasises the importance of developing a core compensation philosophy. Here’s how you can start: What?: Share monthly salaries with team members. How?: Provide external salary benchmarking data. Where?: Break down salary, benefits, and ranges for each employee. Why?: Establish clear pay calculation processes and train managers. Who?: Consider a completely open pay system. Read on for more:https://heyor.ca/BBruuD #PayTransparency #CompensationPhilosophy #FairPay #EmployeeTrust #HRTrends #TalentAttraction

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Some really interesting stats here from MH&A! It would be great to see future reforms take skills support for #SME businesses into consideration - seems like a no brainer to boost place-making, innovation and growth!

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Nine out of 10 organisations I speak with weekly say recruitment, and retention is hard. Why not attend this webinar and get some free takeaways for your business. 🤔

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How to turbo boost a Board’s effectiveness. I have had the pleasure of working as a Senior Independent Director (SID) with various Chairs and I have noticed something. When it comes to setting objectives, it is very easy at the best of times to fall into the trap of identifying themes rather than tangible objectives with measurable outcomes. This only gets more tempting with a non-executive Chair. However, my experience tells me that it is definitely worth persevering. Clear objectives aid a Chair in their work and provide direction beyond leading the board, setting the agenda and facilitating discussions to ensure that the board makes informed decisions. How do you eat an elephant? A bit at a time! Chairs need to utilise their strategic mindset to help the board think about long-term goals and objectives. However, this long-term thinking needs breaking down into stages that can be accomplished in a year. I have found that these simple steps really help crystalise good objectives for a Chair: 1.     Identify key themes that the Chair would like to work on. 2.     Align with key strategic risks on the risk register. 3.     Align with the strategic plan. 4.     Translate these themes into areas of activity. 5.     Through discussion, identify SMART objectives to address the areas of activity. 6.     Overlay time constraints so that objectives can be delivered within a year. Don’t be afraid to lay out a template of future objectives to complete the plan if this is likely to take several years. 7.     Review performance and repeat! Do you agree? How do you tackle objective setting for non-executives? #opportunity #strategy #success #achieve #clarity #ceo #ceos #ceomindset

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The Institute of Directors has launched its Code of Conduct for Directors, a practical tool to help directors make better decisions. It also provides organisational leaders with a behavioural framework that can help them build and maintain the trust of the wider public in their business activities. The Code will help directors navigate the complex trade-offs that they deal with every day. And it will support them in becoming respected leaders who do the right thing for their organisations. The Code represents a voluntary commitment and is not intended to hold back directors or create a new burden of compliance.

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Following my recent interview with HR Leader, the article below expands on some of those themes with practical guidance on creating environments of trust to support effective development programs and growth opportunities for your people. Peter Berry Consultancy, Hogan Assessments

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Putting together a framework for organisational cultural behaviours is time well spent. Once it’s in place, and communicated you can recruit, promote and performance manage for cultural fit. Read more 👉 https://lttr.ai/AMQZ6 #PerformanceManage #CulturalFit

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"You speak at the beginning of the meeting, at the end of the meeting, at least people will remember what you said," says Peju Adebajo, a non-executive director at Wolseley Group UK and Ibstock Plc. Hear her top advice for first-time NEDs to help them find their voice in the first few board meetings and make a lasting impact. ​ Watch the full discussion here: https://bit.ly/4ajJa7o.​ #Boards #NEDs #Leadership #BoardofDirectors #BoardMeetings​

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Turn Engagement Data into Personalised Member Experiences - Data analytics allows professional bodies to personalise their communications and services based on individual member behaviour. Personalisation leads to more meaningful interactions and a higher likelihood of renewals. #engagement #membership #data Try our free membership pricing modeller https://lnkd.in/eHGhrGzS

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latest ONS figures are out and as usual Institute for Employment Studies has a useful commentary to support the stats. Some interesting points include: - Pay growth remains around 5%, with ‘real’ pay growth around 2% - With inflation now more or less under control, ‘real’ pay is also continuing to show decent growth, up by 1.9% year on year. - Overall, pay in real terms is now £22 a week (3.6%) higher than it was on the eve of the Covid-19 pandemic, although only £19 a week (3.1%) higher than the peak it reached before the financial crisis in 2008.  - Public sector pay growth has been particularly weak but this will change in the coming months; - there are signs that private sector pay growth may have slowed over the early summer you can read the full report here https://lnkd.in/ePhGBpnt

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💫 WHAT MAKES A GOOD INTERIM CONSULTANT? 💫 With ongoing economic concerns and many companies continuing to make redundancies, we're speaking to many consultants who are inbetween permanent roles and are considering contracting in the interim. In this #strategybites podcast Anika Stokes talks to Mailys Pauletto, a seasoned interim strategy consultant about what she sees as skills and attitude that make a great consultant. If you're considering the contracting space, here are her two key pointers on what makes a great interim consultant: 🎇 Work ethic – it is obvious to a client when someone is just there to get in and get out and earn their $$. 👥 Collaboration – You may only be there for a short amount of time but co-creating is still essential for you to be seen as part of the team. I would also add: 🏅 Reliability - committing to the contract and seeing it through to the end, you are your brand. 📢 Communication - clear communication and regular updates both during and in between contracts so you're well supported. Contracting does require a shift in mindset, and you need to be comfortable with periods of down time in between contracts, but these periods are often the reason consultants' step into the interim space - to enjoy a more balanced work-life. If you're interested in the contracting space, listen to this episode to explore whether contracting is an option for you. And, if you're a management consultant keen to explore this space, please DM me or Rachel Quick to book a time to talk. You can listen to the full episode by clicking the links in the comments or search strategy bites podcast in your favourite app. #interim #strategyconsultants #podcast

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‘We need to collaborate more…’ often seems to echo around organisations. It’s a challenge underpinning many people strategies and befalls the successful achievement of goals. After 10 years of working as a collaboration consultancy from supporting individuals to working on cross organisational change RISE Beyond | B Corp™ have collaborated to bring our experiences together into something we hope feels useful to others. Click the post below to download a copy 🎁 #collaboration #culture #change #leadership #people

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"Another re-org!?!" Typically, re-org's create uncertainty, stall a business in the short term and cause deep cultural issues like lack of trust. 3 organizational design principles that can help make a significant leap forward, with some quick wins and positive momentum: 1.  Share the vision - give people the inspiration to change. 2. Start with mindset - focus on a ONE TEAM mentality ("we're in this together"), with one way of working, role modelled from the top down 3.  Enable the primary behaviors - dock the change to a fundamental business process, ideally one that relies on cross-functional collaboration We're helping so many of our clients to enable positive, sustainable change. If you're about to go through a re-org and want to learn about the watchouts and enablers, please let us know. #goodgrowth #organziationalchange #organizationalcapability

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Yesterday, we hosted an interesting discussion into the workforce challenges facing our health and human services clients …and indeed all sectors. What do we do when we cannot simply find more workers? We facilitated an immersive session providing insight into how work redesign can deliver new value or different ways to deliver existing value to drive enhanced business outcomes. Thanks to all who attended! Ashani Seneviratne Kristy Delaney Steve Elliott Andrew Hunyh

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'KEEP OUR HEARTH WARM' So sang Mitski on the opener of 'Bury me at Makeout Creek' (look it up...). Our hearth will be warm next Friday afternoon at 4pm GMT, ready to receive you at our monthly, open Humanness fireside chat on zoom. Quinn Stainfield-Bruce, Axel Ferreyrolles and I will be chatting with the curious about the emergent reset on human qualities in business. We will bathe in the warm glow of EY and Saïd Business School, University of Oxford's report: 'The Future of Transformation is Human'. It gives categoric evidence - as if any were needed beyond common sense - that we can only drive sustainable performance if it starts with engaging and aligning the humans in our organisations. There isn't a business right now that is not wrestling with extracting greater performance from a workforce that is disconnecting and burned out from the pressures of the workplace, let alone the toxic uncertainty of the world. The question is how to re-engage and re-align our people. Curious? Then pull up a chair for some festive cheer. The QR code on the attached tile will link you right up to our zoom. Join us. #humanness #firesidechat #thehearth #curiosity

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What are the AI use cases for HR? My colleagues Mohammed Bari and Helena Corbin look into AI as a way to Augment the workforce but also improve employee experience. #kpmg#AI#Transformation

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