Motivating your most creative employees

Motivating your employees can be a challenging task at the best of times but as individuals turn to self-employment and the creative turn to entrepreneurship, it’s time to engage your employees and encourage them to show their innovative side to drive growth and fend off disruption. The following article offers guidance on how to highlight your creative staff and empower them to turn their creative ideas into innovations. “Reward innovation: You get what you measure, so there’s no point in glorifying creativity and innovation if you then reward people for doing what they are told. Paying lip service to innovation will frustrate your creative employees, who will feel underutilised if you show indifference to their creative ideas and imaginations. Conversely, if you actually incentivise people to come up with new ideas, to think outside the box, and to devote some of their energy to improving existing processes, products, and services, you will notice that even those who are not naturally creative will attempt to do things differently and contribute to innovation." You can read the full article here: 

Is a data scientists most important role to make a good PowerPoint presentation?

I wanted to share this HBR article as it features a data-scientist leader from Seattle who argues that communication remains a critical part of data work and that while building and using deep-learning infrastructures are important, neither are as vital as the ‘ability to learn on the fly and communicate to stakeholders.’ I believe that while communication is important, it completely depends on your level of experience. If you work for a data-centric company; as many start-ups today are, communication isn’t going to be the key attribute needed of a tech professional. There will be a CTO or CDO who will be responsible for translating the data-work with the wider business allowing data scientists to focus on their strongpoints. If it’s a massive conglomerate however, it is likely that the company will require a chief data scientist to cement their place in the business and get buy-in from shareholders - this is where communication needs to come back into play. Do you think communication is the most important skill-set of a data scientist? You can read the full article here:   

Career Challenge: Build Stronger Relationships in 15 days

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How do you retain a data scientist?

One of the biggest challenges faced by our senior tech network is how to retain data scientists. We have just published a white paper focused on reverse-mentoring which explores how pairing younger employees with more senior staff can help solve this very problem.We exclusively interviewed a Technology Strategist and Business Development Manager at Microsoft who states that without the reverse-mentoring programme, he wouldn’t have stayed for five years.He said: “It’s a great way to keep millennials in one company and understand what they need. Millennials can often glorify the idea of becoming a leader but not understand what it means – this was a learning experience. It’s hard to retain millennials but only if you focus on the wrong things. Better salaries, better social options and enjoying the company are all huge benefits but they are also tools used to attract talent, not to retain employees.”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 retain a data scientist? Request your copy

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

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