Alana D.

The World Economic Forum has just published its inaugural Chief People Officer Outlook Survey representing 130 of the world's highest profile CPOs and companies. Link to download the report is in the comments. I was particularly interested in the Technology and AI section which I have summarised in the slide image below. It was really encouraging to see the top 3 Workforce AI priorities which mirror exactly TQSolutions current advice. Closer collaboration with technology; work analysis and scenario planning; human vs digital assessment; and then a human centric redesign of work. This is the arena TQ is squarely focused this year and the insights and results from our early work analysis projects are really having great impacts. Importantly, giving CPO's somewhere to start their AI journey and also equipping them with the skills to support their colleagues and peers. It's a case of "put your oxygen mask on first, before helping others". Connect with me or TQ if you want to explore all things #workanalysis #AgenticAI #taskintelligence #workdesign #workforhumans #skillsintelligence

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Rethinking Retirement: The New Chapter for Executives Perhaps it’s me getting older and starting to care about my superannuation a little more and noticing how enticing motor homes now appear! Still, in my role as an executive recruiter, I’m seeing a shift in how senior leaders approach what we once called “retirement.” Rather than viewing it as a hard stop, many are reimagining this stage as an opportunity to recalibrate blending purpose, flexibility, and contribution in new ways. For some, the transition means stepping back without stepping out. Part-time roles offer the opportunity to continue providing value while enjoying a more balanced work-life approach. Organisations benefit from the wisdom of seasoned leaders, while executives gain the space to focus on health, family, and personal pursuits. It’s a model that works exceptionally well where strategic guidance and mentoring are needed. With an ageing population, innovative businesses are becoming more open to truly flexible work arrangements (let's not have another LinkedIn article on working from home!). Others pursue a portfolio career, assembling a mix of board appointments, advisory roles, and consulting opportunities. This path allows executives to apply their expertise across various sectors and industries, often in shorter, high-impact engagements. It keeps the mind sharp, networks active, and purpose at the forefront, without the intensity of full-time leadership. There’s also a strong pull toward voluntary roles. Many executives want to give back by supporting not-for-profit organisations, community groups, or causes close to their hearts. These positions may not come with financial rewards, but they deliver something equally valuable: the sense of meaning and purpose that comes from contributing to a greater good. As life expectancy increases and mental and physical health improves into the later years, what’s clear is that retirement today is less about leaving the workforce and more about reshaping it on one’s own terms. As recruiters, we’re in a unique position to support this transition, helping organisations see the benefits of experienced leaders in flexible roles, and guiding executives toward opportunities that align with their evolving priorities. Retirement is no longer the end of the story. For many, it’s the beginning of a chapter where contribution, purpose, and balance come together in powerful new ways.

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Leadership advice you can’t afford to ignore Fast growth feels exciting… until it doesn’t. When your people are pulling in different directions, it quickly turns to chaos. Scaling without structure? 🙈 It’s like stretching an elastic band too far - eventually, it snaps. And no, sticking a plaster over the cracks won’t save you. 😳 I’ve seen this story play out too many times. Leaders with the best intentions, but stuck trying to fix it all themselves. Last week in Kilwa 🇹🇿working with the LINDI JUMBO LTD team, I saw the difference that happens when leaders choose to do it differently. ❌ They didn’t need a 50-page report nobody would read. ❌ They didn’t need endless meetings going in circles. They needed one simple question: “What actually matters right now?” We mapped it out with a simple traffic light system: 🔴 Urgent fires - where are the gaps? 🟠 Friction points - which teams aren’t working closely enough? 🟢 Wins - what’s already working and worth celebrating? That one page summary gave them: Clarity Focus Confidence Because real leadership isn’t about more noise. It’s about keeping things simple. Asking the right question. And giving your people a clear way forward. Want to try it in your own team? Drop me a DM. #hr #leadershipdevelopment

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The 7 myths of workplace wellbeing – and what they mean for leaders Delighted to see the article I co-authored with Professor Gail Kinman published by Make a Difference Media MAD World Summit 2025. Workplace wellbeing is firmly on the boardroom agenda - but impact often falls short. Drawing on research, evidence from 1,500+ organisations we’ve supported at SuperWellness, and insights from wellbeing leads across sectors, we’ve uncovered seven common myths that hold companies back: Myth 1: Wellbeing is a perk Myth 2: Workplace wellbeing = employee health Myth 3: A wellbeing strategy = a calendar of campaigns Myth 4: Wellbeing is a support function Myth 5: Wellbeing = enjoying work Myth 6: Wellbeing is hard to measure Myth 7: Workplace wellbeing = mental health Plus a bonus myth we mention as well... Busting these myths is key to unlocking wellbeing’s true potential to drive resilience, performance, and sustainable growth for organisations. ❓Are there any others we haven't covered? I'd love to hear your thoughts. To read the full article, follow the link in comments.

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