Really enjoyed this conversation with Amita Goyal (Managing Partner at Zinnov) on how people strategy and business strategy come together to drive sustainable growth. We covered everything from the importance of thoughtful early org design, more specifically how roles like the Managing Director shape integration across regions and how to using HR data more intentionally to design it. Tools like OfficeVibe from Workleap and insights from your HRIS can help leaders connect the dots between people data and business outcomes. Great to have a chance to discuss how culture, sustainability, and AI can work together to shape the future of HR.

💡 High performance and inclusion are often seen as separate goals, but what if they’re actually connected? In this fireside chat, award-winning global executive and best-selling author Mariana Fagnilli, JD, LLM , creator of the Inclusion-Driven Performance™ framework, will explore how cultural intelligence, equity, and inclusive leadership unlock the full potential of diverse teams. 🎙️ Moderated by Iryna Karankovska, Head of Planning and Execution at Intellias, with over 13 years of experience in management and a passion for helping teams grow, thrive, and reach their full potential. This conversation will challenge conventional thinking about talent, performance, leadership and offer a bold vision for building resilient, high-performing teams where everyone can thrive. 📅 Date & time: October 23, 2:45-3:30 pm CEST 💜 Join and register here: https://bit.ly/4mtJaa4 #SheIsTech #womenintech #womenempowerment

Too many organizations take a reactive approach to executive hiring, waiting until a key leader leaves before starting the search. But the best leadership decisions aren’t made under pressure. 💡 The smartest companies: • Map leadership gaps before they become crises • Use AI & data to spot high-potential talent • Prioritize cultural fit alongside experience • Don’t just hire leaders—they build leadership pipelines With executive hiring evolving rapidly, organizations that take a strategic, forward-looking approach will be best positioned for long-term success. How is your organization planning for future leadership needs? Let’s discuss. 👇 #ExecutiveSearch #CLevelHiring #SuccessionPlanning

🌍 Some days ago I contributed to the TAMPIO Network, created by Valentina Cocco, bringing together Talent Leads across the UN System and sister agencies to reimagine what talent management can and should look like in the #development sector. In our discussions, I shared a few key reflections: 1️⃣ “Talent” is vague. As Marc Effron and I noted in our recent article (https://lnkd.in/ecwzEe2u), ask five leaders what #talent means and you’ll get five different answers. Without a shared definition, alignment and impact remain elusive. 2️⃣ We are too anchored in the past. Many of our talent assessment models still rely on past #performance as the best predictor of future success. It’s time to shift toward forward-looking, #potential-based approaches that reflect the evolving challenges of our sector. 3️⃣ Our #HR language needs a refresh. We often default to jargon-heavy narratives instead of agile, evidence-based, data-driven dialogue. This makes it harder to drive change in areas like performance management and leadership development. At Talentum Consulting, we’re working with organizations to redefine talent through clarity, evidence, and future potential. Curious to explore how this thinking could reshape your organization’s approach? #TalentManagement #InternationalDevelopment #UNCareers #Leadership #FutureOfWork #TalentumConsulting

This week’s #IdeasforBreakfast brought together leaders across industries to talk about what really drives engagement and change. One line from David Bovis, M. npn captured it perfectly: “Culture change starts in the brain, not in the boardroom.” It summed up the morning. A reminder that real engagement is emotional before it’s operational. From Laura Webster at AtkinsRéalis, we heard how champion networks and local voices turn idea programmes into genuine momentum, and helped them successfully launch a global program to 40k employees. We also talked about how AI can help scale that process with qualifying and clustering ideas, while keeping human empathy at the centre of every decision. That balance has been front of mind for us while building our own AI features (shout-out to our brilliant product leads Ege Tunca and Cigdem Seftalioglu Ercetin). Thanks to everyone who joined and shared their stories, viewpoints and time. Want the slides? Like this post and I'll share the link. #IdeasForBreakfast #EmployeeVoice #ChangeManagement #Transformation #Leadership #NeuroscienceOfChange

#PermanentHiring isn't always the answer to #LeadershipGaps. In our latest #StrategicPartnershipAdvantage series, we explore how #fractional and #InterimExecutives provide mid-market companies with precision expertise, maintain momentum through transitions, and build internal capabilities—often more effectively than traditional hiring. Research shows companies using fractional sales leadership experience 24% revenue increases and 31% productivity gains. When should you consider #FractionalCFOs, #InterimCOOs, or project-based C-suite talent? Read the full analysis: https://buff.ly/WVzpIUb #FractionalAndInterimTalent #MidMarketExecutiveCapacity #StrategicTalentSolutions #InterimExecutiveLeadership #JerryJustice #ACGStrategicInsights

#PermanentHiring isn't always the answer to #LeadershipGaps. In our latest #StrategicPartnershipAdvantage series, we explore how #fractional and #InterimExecutives provide mid-market companies with precision expertise, maintain momentum through transitions, and build internal capabilities—often more effectively than traditional hiring. Research shows companies using fractional sales leadership experience 24% revenue increases and 31% productivity gains. When should you consider #FractionalCFOs, #InterimCOOs, or project-based C-suite talent? Read the full analysis: https://buff.ly/kNVXr4q #FractionalAndInterimTalent #MidMarketExecutiveCapacity #StrategicTalentSolutions #InterimExecutiveLeadership #JerryJustice #ACGStrategicInsights

#PermanentHiring isn't always the answer to #LeadershipGaps. In our latest #StrategicPartnershipAdvantage series, we explore how #fractional and #InterimExecutives provide mid-market companies with precision expertise, maintain momentum through transitions, and build internal capabilities—often more effectively than traditional hiring. Research shows companies using fractional sales leadership experience 24% revenue increases and 31% productivity gains. When should you consider #FractionalCFOs, #InterimCOOs, or project-based C-suite talent? Read the full analysis: https://buff.ly/k9LzZrI #FractionalAndInterimTalent #MidMarketExecutiveCapacity #StrategicTalentSolutions #InterimExecutiveLeadership #JerryJustice #ACGStrategicInsights

Our recent Tech CXO Pathways research showed that just 12% of tech C-suite appointments reach executive board level, despite digital transformation topping board agendas, with 82% of executives prioritising it for 2025. So why the disconnect?   In this month’s edition of Raconteur's C-suite Agenda, I explore why digital leaders remain underrepresented at the very top from boardroom traditionalism and evolving skillsets to the gender gap shaping leadership pipelines.   But the tide is turning. Private equity-backed and digital-native businesses are leading the way with showing what’s possible when technology leaders take their seat at the top table, driving growth, resilience, and innovation.   The future boardroom will need leaders who are business strategists first, technologists second. It’s a conversation I’m very interested in, and one I believe is only going to grow in importance.   Read the full Eton Bridge Partners Ltd feature in Raconteur here: https://lnkd.in/eHDYpz7g

Tech leaders are shaping the future of business, yet the specialism remains under-represented at board level. In his latest article published in Raconteur, my colleague Jean-Pierre Green highlights the barriers holding them back, and discusses what organisations can do to change it. A few key points stood out for me: * Technical expertise alone isn’t enough, and board readiness requires broader commercial understanding and governance experience * Cross-functional leadership and the ability to translate tech insight into strategic impact is essential. * Structural barriers persist and diverse talent remains under-represented, however, tech-native and forward-thinking organisations are leading the way. A must read for anyone thinking about the future of technology leadership. https://lnkd.in/e2YnHQn8