Sally Mackenzie’s Post

Have you heard of the recent trend of fractional executives? These part-time leaders bring a wealth of experience and specialised skills to the table, providing businesses with the expertise they need without the commitment of a full-time hire. Are you looking to enhance your influence and navigate the complexities of government relations and public policy without the need for a full-timer? Our fractional executive service is the perfect solution! A Fractional Government Affairs and Public Policy Executive provides: 🧑💼 Expert strategic counsel and advocacy 🧑💼 Policy analysis and regulatory affairs 🧑💼 Stakeholder engagement and legislative advocacy An experienced professional will work closely with your leadership team to develop and implement tailored strategies that align with your business objectives. This flexible model allows you to access senior & executive level talent on a part-time basis, providing the agility to scale support as needed while maintaining high levels of expertise and strategic insight. Ready to elevate your government affairs and public policy efforts? Contact us today to learn more! #GovernmentAffairs #PublicPolicy #StrategicCounsel #FractionalExecutive #RegulatoryAffairs #Advocacy #StakeholderEngagement

How you treat and advocate for jobseekers is a direct reflection of your ability as a leader and executive.

I’ve been talking a lot in recent posts about the value of people and how important they are in my journey. I saw this graphic earlier and it really sums up for me how I view teams. In my role I work in many teams, within the service I lead, within my directorate, within the health board, nationally across health boards, with Welsh Government, HEIW, Public Health Wales and others. It could be coincidence but I am very lucky that in the majority of the teams that I am part of there is a huge amount of trust. My usual view is that if I didn’t trust you to be able to carry out your role in the team you wouldn’t be there. We need to get more used to giving trust and it potentially being eroded than making people work hard to earn trust. People go through a thorough process to be recruited into their roles, part of that process is convincing us of why they are able to do the role and where their knowledge/skill gaps are. So why then do we go through making them prove they are capable. Yes there is a bedding in period for them and us. But that should be supportive and guiding. We need to give trust more freely in our teams and start to reap the rewards of utilising the talent of the individuals that we hire for being talented. #trust #team #talent #recruitment

Why are so many policy and public affairs professionals planning to quit their jobs in the next 6 months? Download a copy to find out: ➡️ Which markets are set to be hit the hardest ➡️ How employers can motivate and retain their staff ➡️ Why a large proportion of directors and 'heads of' are planning to switch roles ➡️ What impact heightened turnover could have on the political transition Download your free copy on our website - https://lnkd.in/evNM2Fjk #PolicyAndPublicAffairs #SalaryAndEmploymentReport #UKPolitics

𝗘𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹 𝗦𝗼𝗳𝘁 𝗦𝗸𝗶𝗹𝗹𝘀 𝗳𝗼𝗿 𝗔𝗱𝘃𝗼𝗰𝗮𝗰𝘆 Advocacy, like any other impactful venture requires a blend of specific skills to thrive and create meaningful change. Some of the important soft skills are: 1. Communication Skills: Clear and persuasive verbal and written communication is needed for engaging stakeholders, educating audiences, and influencing decisions. 2. Adaptability: The ability to adjust plans in response to changing circumstances or feedback is necessary for long-term success. 3. Team work: Advocacy is rarely a solo effort. Collaboration with others amplifies impact and creates ease of labour. 4. Time Management: Advocacy often involves juggling multiple tasks, events, and deadlines. Strong time management ensures efficiency. 5. Conflict Resolution: Navigating disagreements and finding common ground are vital to advancing solutions in advocacy work. These skills are not just useful, they are what makes advocacy, "advocacy" so imbibing them will be very helpful. Your turn! Which of these skills has been most important in your advocacy journey? If I had to pick just one, I'd say "teamwork" because the different strengths of different members of the team can always compensate for the weaknesses of others. Please let me know what yours is in the comments. --- I’m Agochukwu Excel Nmesomachi—an SRHR Advocate, Trainer, and Creative Content Writer. For the next 9 days, I’ll be sharing insights, stories, and reflections on impactful advocacy. Let’s connect, learn, and inspire one another! #Advocacy #SRHR #YouthLeadership #SoftSkills #30DayLinkedInChallenge

Are General Counsel the blockers in your organisation? It may be time for you to expand your view of this critical role and its place within the C-Suite. Our Lumina psychometric research reveals that the profile of a successful General Counsel is very similar to that of a CEO and, therefore, has the potential to fill a much more significant role within an organisation. Alongside the profile mapping of successful General Counsel, our research revealed subtle but important differences between genders and generations and signs that a General Counsel may be under significant stress and require additional support. Supporting General Counsel searches has developed into an area of significant specialism for Laurence Simons over the past 35 years, with stories of enriching over 50 General Counsel careers as evidence.  If you are considering your next General Counsel or planning for succession, get in touch with our team to receive a copy of our ground-breaking psychometric research into the GC role. https://lnkd.in/eS6naDba #ExecutiveSearch #GeneralCounsel #SuccessionPlanning #EnrichingCareers’

The relationship between a General Counsel and a CEO is crucial and merits discussion. Both roles aim for company growth and smooth, efficient operations, yet they approach these goals from different perspectives. The CEO focuses on building and leading high-performing teams, driving the company's direction, and overseeing growth plans. Meanwhile, the GC ensures compliance with regulations and legal safety as this growth occurs. Despite the difference in their focus, both roles share a common goal: the best interest of the company and its employees. I highly recommend reading the Lumina report by the Laurence Simons team; it highlights the similarities and differences between these two pivotal roles.

We ❤️ General Counsel at Laurence Simons. We know many, many thousands of them and have helped hundreds over the years either secure their role and/or build their high-performing team. What we didn’t know imperically until we did this research - although we had a very strong hunch - is that GCs traits are similar to those of CEOs. If you are a #CHRO and you are looking for your next #CLO or #GlobalGeneralCounsel get in touch. #executivesearch #lawyers #csuite

𝗗𝗲𝗮𝗿 𝗲𝘃𝗲𝗿𝘆 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿 𝘄𝗼𝗿𝗹𝗱𝘄𝗶𝗱𝗲, Can we stop bashing other agencies on LinkedIn? Posts like that contribute to the negative perceptions some clients and candidates still have about our industry. You don’t see doctors publicly criticising healthcare providers or lawyers calling out their peers. Every industry has its challenges, but I truly believe that most of us (>95%) are working hard every day to make a positive impact for our clients and candidates. How about we try something different? Let’s share positive stories about our competitors instead. I’ll go first: 👏 Hugh Wilson - A great recruiter with a wealth of industry knowledge. Thank you for supporting my new business! 👏 KeyMoves and Michael Phillips - the best recruiter I know. Ethical and has an excellent public practice agency down in Melbourne. 👏 Angela Grant - the best of the best in legal recruitment and someone who puts their clients first. 👏 xrecruiter inc. Declan Kluver and Blake Thompson - Well done on an amazing first few years - I know I'm not an agency partner but I love what you are doing. Who's next? #IndustryCollaboration #RecruiterCommunity #RecruitmentIndustry

In Advocacy: Competition or Collaboration: What Prevail:- Competition can be a motivator for innovation and performance, but it can also lead to unethical practices, disengagement, mistrust, and burnout when left unchecked. To strike the right balance, organizations can foster a culture of collaborative competition, where individuals are encouraged to compete within the boundaries of respectful collaboration. This can be achieved by setting clear goals, recognizing and rewarding both individual and team achievements, emphasizing the value of shared success, and promoting effective communication and transparency from leadership. The prevailing theme in advocacy is a balance between competition and collaboration. While competition is essential for promoting consumer well-being and economic growth, collaboration plays a crucial role in shaping advocacy strategies. Advocacy campaigns often involve a mix of methods such as press conferences, social media activities, and one-to-one interactions to influence stakeholders and achieve campaign objectives. Understanding the insider-outsider approach to advocacy is vital, as collaboration networks and belief similarities influence strategy choices in advocacy efforts while on the other side, it aims to prevent anticompetitive regulations and promote fair market practices, contributing to consumer welfare and economic efficiency. Thus, the comparison between competition and collaboration in advocacy is still complex, highlighting the need for a nuanced approach, while competition can have its benefits, collaboration is generally considered to be more effective in fostering a positive, productive, and innovative environment. By promoting a culture of collaborative competition, organizations can strike the right balance between individual motivation and collective success. #Advocacy #Competition #Collaboration #Prevail #Litigation #Balance