Maintaining your mental well-being

Some people will tell you that control is an illusion and, right now, it feels hard to argue with that. We are witnessing extraordinary times, in which unexpected, radical change seem to be a daily occurrence. But even in the most trying circumstances, there are things we can control. How we choose to use the time at our disposal is one of these.

As a board member for Association for Project Management (APM), I know just how familiar project professionals are with the concept of ‘expecting the unexpected.’ That mantra works when it comes to managing timelines, resources, budget, risk and all the other elements that contribute to a plan, but it isn’t projects that are being disrupted now; it’s lives. Many project professionals are finding their careers derailed through no fault of their own and this is, understandably, very hard to deal with; not only from a financial point of view but an emotional one too.

People Transformation, appointing the right team

Do you have all the insight you need to appoint the right team to lead your People function transformation?

Any form of change can be disrupting to your team. Even the smallest change can cause concern and certainly wholesale transformation can impact both your people and potentially the service provided to managers and colleagues.  Therefore, getting it right first time is critical.  At InFocus HR we’ve gained experience within three global organisations. Covering both the private and charity/public sector. As a result we’ve supported a wide range of people transformation programmes.

Plan, Do, Review… or just planning?

We should all be familiar with the concept of plan, do, review.  Yes? Certainly from our experience at InFocus HR, people teams are spending more time on planning.  We’ve facilitated the delivery of our first people plan back in 2010 for the Asian businesses of a large global bank.  At the time it wasn’t new for the bank but it was certainly new for the people team in the region, and of surprise to Business and Finance colleagues!

Since then we’ve facilitated, supported and delivered countless People plans and we know from various discussions with peers in other organisations that people leadership teams are planning more frequently.  So that’s all good, right?

M&A Leadership Assessment

Is your organisation planning potential M&A (mergers & acquisition) activity as part of it’s strategic plan? Do you understand how you will combine any new leadership teams?  Knowing skills, behaviour and experience is key, however understanding a persons impact and contribution will be critical for successful integration.

Bringing together any new leadership team can be problematic. Whether that’s the team leading the new organisation or teams within the business leading different functions its critical to get the team right.  At InFocus HR we’ve gained global in mergers and acquisitions. As a result we’ve supported a wide range of discussions around appointing a new leadership team.