Digital Directors in Private Equity

One of our consultants has been published on The Operating Partners Forum.Joanne Moses has carried out extensive research into the role of Digital Directors within Private Equity companies and explores why the role is becoming an emerging trend, how it varies between firms and whether it delivers value to each organisation.To read the full piece, follow the link below:Digital Directors in Private Equity via The Operating Partners Forum

What does it take to lead an exceptional team?

We explored the questions surrounding finance transformation at the Gherkin on Thursday at the first of our Focus on Finance event series.CFOs, Finance Transformation Leaders and HR Directors joined forces over breakfast to discuss whether transformation requires a person with a finance qualification, if career diversity is more important than a niche specialism and how to drive change in the workplace.The morning was led by Ed Harding, a CXO, author and coach who has spent 12 years working an interim portfolio of COO, CEO and CFO positions. Ed has four pillars of experience which are finance, technology, business change and financial services and believes that career diversity is a vital attribute to any leader of finance transformation. Ed noted that despite starting out in the working world as a chartered accountant, he saw that as a passport to other things. Whilst a qualification is important, the ability to engage with the rest of the business has been critical to his success. A room filled with senior finance and HR professionals was naturally filled with debate, opinion and thought-provoking insight into industry but the key debates surrounded the definition of the term ‘lead’ and how you may not require a finance qualification to be a programme director but to lead a transformation, you just might.The audience also discussed what they termed, the ‘halo effect’ - how you must first get buy-in from the c-suite and watch it filter down and above all, avoid talking about finance during the change, cost or headcount reduction and instead speak about maximising efficiencies and freeing up the time of the business to upskill a team. It’s all about framing the idea and empowering your team.We will be taking the opinions and insight shared at our event and use it to create an exclusive white paper focused on finance transformation. If you would like a copy of this paper please get in touch. Request the white paper

Is reverse-mentoring a FTSE 100 trend?

As part of our extensive research project into reverse-mentoring, we analysed the FTSE 100 Index on a quest to discover how many companies support reverse-mentoring. To find out how many companies on the index have a reverse-mentoring programme on offer and to discover how to implement a programme of your own - request a copy of our white paper which explores the diversity tool’s ability to improve racial, intergenerational, hierarchical and gender diversity in the workplace. Request your copy

Our Focus on Finance Transformation event

We had an incredibly insightful morning at The Gherkin as Ed Harding FCA joined our Focus on Finance Transformation event. Ed challenged the audience of CFOs and Finance Transformation Directors by suggesting that a transformation does not require a person with a finance qualification but rather someone with competencies. He also asked, what is more important in a finance professional; a niche specialism or career diversity?Request our upcoming three page white paper below. Request the three page white paper

How do you balance diversity with your non-diverse workforce?

“If you are looking to promote diversity, don’t lose track of the people who aren’t diverse.”We all need diversity in the workplace but as we explore in our white paper, it’s not always an easy task, especially when you have to juggle tough targets to diversify your talent pool with a non-diverse workforce.As we investigate the simple and effective ways in which reverse-mentoring can improve diversity at every level, we interview a thought-leader who is exert in the issues surrounding board and senior team cohesiveness. He speaks of the importance of forward-thinking and not losing sight of your non-diverse workforce who got you to where you are today.For exclusive access to the whole interview in our reverse-mentoring white paper, please follow the link below and join the conversation – How do you keep track of the people who aren’t diverse? Request a copy

Can reverse-mentoring transform your business?

Our latest white paper explores how you can support an inclusive workplace culture, diversify your current and future talent pools, broaden your demographic, retain millennial talent and support your commercial objectives all with one simple, low-cost tool. Reverse-Mentoring. We have spent three months researching, interviewing and studying reverse-mentoring and the organisations that have used it to achieve greatness and it’s about time we shared with you the product of our hard work.With exclusive case studies from the likes of EY, Microsoft and BNP Paribas, practical guidance from the experts and thought-provoking opinion from thought-leaders, our white paper is both an insightful read and a comprehensive guide of how to implement your own reverse-mentoring programme to improve racial, intergenerational, hierarchical and gender diversity. To request a copy of our white paper, please follow the link below. Request your copy

Recommended article: Higher Wages Aren’t Enough to Turn Mediocre Jobs into Good Ones

An insightful read for business leaders looking to retain staff, increase motivation and reduce error in the lead-up to the holiday season."Higher wages may not even allow companies to meet workers’ basic needs if companies are not offering livable take-home pay, predictable schedules, and clear career paths."Higher Wages Aren’t Enough to Turn Mediocre Jobs into Good Ones via Harvard Business Review

Recommended article: For richer, not for poorer

Stanton House was featured in this week's Bartleby column inside of The Economist which highlighted our intricate work in pairing together two executives. You can read the full article below.For richer, not poorer via The Economist

How to implement reverse-mentoring

We found this to be a common question within our network and decided to answer it. We exclusively interviewed Learning and Development consultant and executive coach, Caroline Lansbury to create a next-steps guide for organisations wanting to implement reverse-mentoring.To get a copy of our exclusive white paper, please follow the link below but in the meantime, we thought we would share one piece of advice that Caroline says is vital.“While coaching may run its course in 4-6 months, mentoring has no set time frame. Through the case studies set out in this white paper it is clear that some relationships went on for a matter of weeks while others stretched on for years. It can start as a six-month programme or year-long experiment but what is vital is that you allow the mentors and mentees to control and adapt their relationship as they see fit.” Request a copy

Recommended article: Is your ideal candidate, the ideal candidate?

This article discusses the silver linings found within failure and suggests that you should be 'thoughtfully hiring' nontraditional candidates who wouldn't usually meet your ideal expectations."These candidates may meet the basic requirements but could lack higher levels of experience or qualifications to adversity earlier in their careers. While some may not consider this a positive when searching for an ideal candidate, the professional challenges that these individuals have overcome may be strong indications of mature, persistent and committed workers."So, is your ideal candidate, the ideal candidate?Embracing Failure In Order To Create Growth Opportunities via Forbes

Recommended article: How to own your pitch to the c-suite

Does presenting to the c-suite terrify you?You're not alone. This article delves into the detail and gives you four steps to follow to ensure you own your presentation. As Sabina Nawaz writes, if you're in a position to present to the most senior executives in your organisation, you're already considered smart and capable - here's how to own it: How to Blow a Presentation to the C-Suite via Harvard Business Review  

Recommended article: Do you have a leadership signature?

To allow leaders to thrive in a forever-changing world and facilitate their own self-discovery, INSEAD Business School has designed a development and feedback tool called the x360+ which allows subjects to compare self-image with how their managers, peers, subordinates and external stakeholders perceive them. Crafting Your Own Leadership Signature via INSEAD

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