If everyone would strive, achievements would drive outcomes. If managers could get everyone striving for growth, their organisations would grow. Achievement and growth are key to sustainable business so it’s in everyone’s interest to strive. Here's how to achieve it.

Realising strategy is not planning exactly what to do – because beyond a few short sprints, you don’t know. It’s about developing a purpose, a broad strategy, a trajectory, and from this, a plan of the capability to be realised. Then you’re ready for almost anything.

Determine a redundancy process and follow the process completely. A sensitive and fair approach will avoid the need for your employees to ask ‘why me?’ and then ‘am I being treated fairly?' followed swiftly by ‘can I take a case to Employment Tribunal?’ Here are some top tips for managers when making staff redundant.

Redundancy occurs when a firm finds that it has a ‘diminished need for work of a particular kind’. When a firm decides that it does indeed have need of less labour, it must follow its own published procedures in making staff redundant and these procedures must be fair and lawful. But if you don't have a redundancy procedure, you will trip!

Any redundancy payment that an employer makes to an employee is part of pay and hence is an expense accounted for on the employer's profit and loss account, taken in the month in which the redundancy occurs.

• Discussing the meaning of ‘talent’, who’s in the talent pool and who’s not
• Discussing the GE 9-box and CIPD 4-box talent matrixes
• Building a model for talent management using the CIPD 4-box matrix
• Illustrating talent management as a continuous process