Resilience has three elements: the ability to manage yourself and your learning, the ability to communicate and collaborate with others and the ability to successfully craft one’s own environment. As skills that are difficult to automate, those might be termed ‘skills for life’. No-one is going to make your firm resilient for you. It's your job as manager and the time to start is now.
There’s no doubt: ask any senior manager how he or she would evaluate training and the response will always be given in terms of how the business can now do something it previously couldn’t, or how productivity has been raised. It’s the effect on the business that matters. And yet so often, assessment about training success is made much earlier in the personal development process. Here's how to think about training to realise business outcomes.
It's not always easy to know whether someone is classed as an employee or as a contractor. Many managers would want it one way or the other but unfortunately it’s not up to management. Others such as HMRC or an Employment Tribunal will make the decision.
Many software development firms pride themselves in being able to tackle almost any software task. They elicit requirements, or build prototypes, and code databases, business logic, algorithms and user interfaces without any particular market or industry focus. Others productise. Over time they standardise and focus. But what new jobs are needed to make this happen?
This blog builds on our previous discussion on the EU Settlement Scheme. It highlights action managers need to take to enable staff to make short-duration visits to EU countries for academic, sales or technical activities. We point out that business trips will need to be planned in the future. It won't just be a case of booking a flight and putting equipment in a suitcase.
The issue is not if a four-day week would be beneficial to the nation and to its people. That argument’s been made and there are plenty of examples of how well it works. The issue is that our firms are incapable of reducing the working week because shareholders aren’t in it for the long term. And our employees aren’t prepared to earn less or invest in themselves either. It's impasse - but here's an action plan.