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My dream is that a 'try-before-you-buy' approach to leadership hiring will become the norm in the not-so-distant future (via interim roles). After all, how can you possibly know if someone is a good fit for the role after just a few short interview hours? It's nonsensical. We all know that both the company and the candidate are on their best behavior during the interview period—trying to sell, sell, sell. So the whole process is optimized for acquisition, not retention. And let's be real, impactful leadership hires are those who retain: stay with the company for a minimum of 3-5 years, because that's how long it takes to make an impact. A bad leadership hires are all around us. They bounce/let go within 1-2 years, often leaving long-lasting damage felt by everyone for years. And it's not that people are bad (but sometimes they are); it's that they are often in the wrong positions. I've been that bad leadership hire myself. It sucks for everyone involved. Enter the hero of this story: 'try-before-you-buy' approach via interim leadership. What is an interim leadership? I’ve held interim head of marketing or growth roles at Miro, Netlify, Amplitude, and Dropbox, and my take is that Interim is defined as a full-time leadership role on a short-term, contractual basis (not to be confused with Fractional, which is a part-time, long-term contract) In fact, I converted to full-time role at Dropbox after being an Interim first. It's glorious - I knew exactly what I was signing up for. Yet most companies are hesitant... chasing that illusive full-time hire. But there is a HUGE benefit for companies too: 1. Access to immediate expertise - Need someone by next Monday? No problem. 2. Hiring the right leader at the right time - Especially for companies going through major transformations. 3. Disrupting the status quo - Interim leaders aren't looking for promotions or bigger scope. They come without the bullshit and politics, ready to shake things up. 4. Helping to hire the right long-term person - The most beautiful part: they can hire their own successor! And who could possibly be a better hiring manager than the person currently holding the role? Nobody. I break down each reason, plus drawbacks, on my blog: https://lnkd.in/esDnbEj2 Cheers to a better leadership hiring: rooted in retention, not just acquisition! #hiring #recruiting #leadership

Ever wondered how to build a team that feels like a global family? Let’s talk about Workplace Diversity, Equity, and Inclusion (DEI)! 🌍 As the CEO of Goodman Lantern, I head a vibrant team spread across the world. From how we deliver results to how we solve problems, I have seen that diversity is our strength and inclusion is our superpower. A diverse team brings a wealth of perspectives, fostering creativity and innovation. Inclusion ensures that every voice is heard and valued, making our team more cohesive and collaborative. If you are looking to embrace DEI in the workplace, here are my 3 most important tips: 👇 🌈 Celebrate Differences: Acknowledge and celebrate the unique backgrounds, experiences, and perspectives that each team member brings. Host cultural events, share stories, and encourage open dialogue to build understanding and appreciation. 🌈 Foster an Inclusive Culture: Create policies and practices that promote equity and inclusion. This can include flexible working arrangements, mentorship programmes, and regular DEI training. Make sure that everyone feels welcomed and supported in your workplace. 🌈 Lead by Example: As leaders, it’s crucial to model inclusive behaviour. Show empathy, actively listen, and be open to feedback. Encourage diverse viewpoints and make decisions that reflect a commitment to equity and inclusion. We all want a diverse and inclusive workplace where everyone feels valued and empowered. To achieve this, you need effective internal strategies that work for you and your team. Let us help with that. Explore our DEI services here 👉 https://lnkd.in/gn6y7Za4 #Diversity #Equity #Inclusion #DEIinWorkplace #DiversityAndInclusion #DiversityEquityInclusion

From IP basics to IP strategy 🌟 Scientists are key creators of intellectual property (IP). Therefore, it is important that they know about IP rights. It enables them to recognize patentable inventions, comply with IP policies, and make informed decisions about publishing and patenting. IP rights protect creations of the mind. The most common rights are: 💡 Patents: protect inventions, such as a genetically modified microorganism or a new drug. 🎨 Design rights: cover the appearance of products, like the look of a smartphone or the shape of a lamp. 🛡️ Trademarks: names and logos that distinguish a product from other products, e.g., the Google logo. 🔒 Trade secrets: confidential information that is kept secret, like a manufacturing process or chemical composition. 📚 Copyright: protects original works, including art and research articles 🌱 Plant breeder's rights: protect new plant varieties. Often, products aren't protected by a single IP right, but multiple. For instance, a biotech company may have: - Patents for technical aspects of a product, e.g., an improved version of CRISPR-Cas9. 🛡️ - Trademark for the product's name, e.g., HelixForge.™️ - Trade secrets for its manufacturing methods or the optimal buffer composition. 🔒 Such an IP strategy combines various IP rights, each protecting a different aspect of the product. This enhances product protection as it is harder for competitors to copy the product or create similar products legally. By aligning IP strategy with business objectives through marketing, further R&D, licensing and strategic partnerships, IP decisions become a cornerstone for building a long-term competitive advantage for a company. 🚀 Organizations of all types and sizes, from universities and startups to large corporations, use IP strategies. Check the examples below to see how various IP rights can synergistically protect a product.

DEI REMINDER: Stop saying and believing that a diverse workforce starts with recruitment. That's not the starting point. It’s this - Equity-centered policies and practices Create the right working conditions for a diverse workforce, including re-evaluating your leadership and company structure as it relates to sponsorship, performance evaluations and promotions. Remember that people are not necessarily coming to work for you so they can "feel included" or a sense of family at work. Not sure about you but the feeling of inclusion does not get bills paid or necessarily move me towards my next career and economic goals. People, especially those facing systemic marginalization day in and day out, are coming to work for you to primarily grow their careers and economic mobility as well as build generational wealth to help their families. Many of our communities are only one generation away from the poverty line. Some are still working their way out of it. However, racism and -isms tend to continue getting in our way. Leaders need to work on tending to the work environment, including its people. Do this and you won't have issues recruiting and retaining people from diverse lived experiences and backgrounds. Relevé DEI Consulting and Coaching ***** 🔔 Ring the bell up at the top of my profile to see more posts like this. 📨 Sign up for my newsletter to access Q&As, free DEI resources and updates on my research. Link in the comments. 🌐 Visit my website for more information about leveling up your DEI strategy, implementation and sustainability.

Project Management going into 2025: It’s Not Just a Skill; It’s a Strategy. (If you’re only managing people and timelines, you’re playing small.) The best Project Managers aren’t just checking off tasks—they’re transforming how work gets done. Here’s what will set them apart in 2025: 1. They’re Masters of Adaptability When plans change (as they almost always do), elite PMs pivot with speed and precision. They anticipate, adjust, and keep the team moving forward. 2. They Communicate with Precision Successful projects live or die on clarity. The top PMs ensure every update is timely, every stakeholder is informed, and no team member feels lost in the process. 3. They’re Relentless About Efficiency Busywork? Not here. Great PMs ruthlessly cut through red tape and optimise workflows. They’re always asking, “What’s the fastest path to value?” 4. They Empower Their Teams True leaders don’t just delegate—they inspire. The best PMs give their teams ownership and accountability, making every member feel crucial to the project’s success. 5. They Let Data Lead the Way Experienced PMs know that data is their compass. They track the metrics, spot trends, and make adjustments grounded in facts—not gut feelings. 💡 Pro Tip: Want to elevate your Project Management game? Focus on impact over tasks. Projects succeed when they drive real outcomes. 👇 What’s the #1 project management trait you’re prioritising this year? What did I miss? Let’s discuss below! P.S. If you found this helpful, hit the repost button to share ♻️

More than half of Salesforce’s most strategic suppliers — based on the amount the $38 billion software company spends on their goods and services — have agreed to cut their greenhouse gas emissions as part of binding provisions in their contracts. Those clauses are part of the Salesforce Sustainability Exhibit, introduced four years ago in May 2021 as an amendment to the company’s standard contact. Many large companies actively encourage suppliers to reduce emissions through science-based targets, and some offer educational resources and technical assistance to help. Salesforce remains unique in codifying those commitments as part of its procurement process, although customer service software company Zendesk — a Salesforce supplier — was inspired enough by the approach to introduce a similar set of contract clauses in November 2024. Best practices for companies interested in shaping similar programs: ➡️ Get procurement teams involved. They can help prioritize engagement and signal which suppliers might find new requirements difficult to meet. ➡️ Provide technical support. Many companies, especially smaller ones, will need an education on the concept of net zero. ➡️ Offer options. Allow suppliers to choose the emissions reduction path that makes the most sense for their business rather than dictating a one-size-fits all approach.  ➡️ Look for ways to support supplier investments. For example, a corporation could motivate supplier investments in renewable energy or lower-emissions materials through better procurement terms. Lessons from Salesforce’s unique contracting process: https://lnkd.in/eHZ7qGvm Cooper Wechkin Louisa McGuirk Serena Ingre Emily Damon Amy Garber

The theory behind Systemic HR is powerful, but real implementation taught me lessons no framework could.. HR is no longer just about payroll and compliance. It is about driving business impact. Josh Bersin’s research shows that HR teams evolve through four maturity levels, and understanding these stages changes how leaders design their people strategy.  📌 Level 1: Transactional HR Early projects are mostly admin: payroll, compliance, reviews. Necessary, but not a growth driver. 📌 Level 2: Efficient HR Global HR systems brought shared services and standardised processes. HR became cost-efficient, but still seen as “support.” Gartner reports 65% of HR leaders face this perception. 📌 Level 3: Solution HR Here, HR ties programs directly to business outcomes with measurable impact. HR earns its place as a trusted strategic partner. I designed an onboarding program that reduced early attrition by 20%, showing how HR can drive real business results. 📌 Level 4: Systemic HR HR becomes an internal consulting partner. HR operates holistically, solving business challenges across functions, not in silos. This is where HR shifts from fixing problems to shaping the entire organization’s growth and future. The takeaway is simple. Each level adds value, but the leap from Level 2 efficiency to Level 3 and 4 transformation is where HR becomes a true driver of business growth. Where do you think most HR teams sit today, focused on efficiency or moving toward systemic problem-solving?

Ever walked into a room and felt like you didn't belong? Now imagine feeling that way at work. Every. Single. Day. This is why diversity and inclusion in recruitment isn't just a buzzword – it's a business imperative. As someone who's spent years in executive research and recruitment, I've seen firsthand the power of diverse teams. But here's the truth: attracting diverse talent is just the beginning. I remember when a client came to me, frustrated. "We're trying to hire diversely," they said, "but it's not working." Their mistake? They were fishing in the same old ponds. So, how do we shake things up? Here's what I've learned: 1. Cast a wider net: Look beyond your usual talent pools. Partner with diverse professional organizations. 2. Check your job descriptions: Are they truly inclusive? Words matter more than you think. 3. Diverse interview panels: Candidates should see themselves reflected in your team. 4. Blind resume reviews: Remove bias-triggering information like names and schools. 5. Showcase your commitment: Make your diversity initiatives visible on your website and social media. And hiring diverse talent means nothing if you can't retain them. Inclusion is where the real work begins. I once worked with a company that hired a diverse workforce but couldn't figure out why turnover was so high. The problem? They expected new hires to "fit in" rather than creating a culture where everyone could belong. To foster true inclusion: -> Mentor programs: Pair diverse employees with senior leaders. -> Employee resource groups: Give people a place to connect and be heard. -> Inclusive leadership training: Help managers understand and mitigate unconscious bias. -> Regular feedback: Create safe spaces for honest conversations about inclusion. -> Celebrate differences: Don't just tolerate diversity – embrace it! You should focus on creating a workplace where everyone can thrive, contribute, and feel valued. As leaders, it's on us to make this happen. It's not always easy, but it's always worth it. What's your experience with diversity and inclusion initiatives? #DiversityAndInclusion #RecruitmentBestPractices #InclusiveLeadership #WorkplaceCulture

Project management isn't really about managing projects. Sure, there's the larger project life cycle and associated tasks, dependencies, timing, and budget that need to be managed. But effective project management is really PEOPLE management. Projects largely deal with change, and change has everything to do with people. → Getting people from A to B. → Getting them to embrace "new" or "different" → Getting people to reject "this is the way we've always done things" And because we deal in the business of people, we've got to be good at everything dealing with them. ✅ Support ✅ Education ✅ Facilitation ✅ Negotiation ✅ Critical thinking ✅ Problem-solving ✅ Conflict resolution ✅ Emotional intelligence ✅ Servant leadership ✅ Communication ✅ Active listening ✅ Collaboration ✅ Adaptability ✅ Teamwork ✅ Training There's a whole lot more that PMs have to be good at beyond these power skills. Ex: process development, risk management, planning, change control, etc. But the foundation lies with being good with people. So get good at that first. Develop a reputation as the "go-to" for knowledge + support. Be your team's most collaborative weapon. Embrace challenging conversations. It's in the drive to be multiskilled that a PM truly becomes effective. Always be looking to add to your toolbox.

Are your new hires lacking engagement at work or disappearing without a trace? This concerning trend is not only frustrating but also costly for companies. Losing time, resources, and dealing with the aftermath can be overwhelming for any Hiring Manager. But fear not, there are solutions to reduce these occurrences. First, understanding candidates' priorities is key. By identifying what matters most to them in their next career move, you can ensure alignment and foster engagement from the start. Without this insight, candidates may accept a job but continue seeking a better fit elsewhere. Secondly, be aware of potential counter-offers post-hiring. Maintaining ongoing onboarding and mentoring for the first year can prevent employees from being lured back to their previous positions. Regular check-ins and addressing concerns are vital. Additionally, frequent feedback is crucial. Instead of waiting for traditional performance reviews, opt for regular meetings or stay interviews. This approach resonates well with Millennials and Gen Z, who value continuous feedback and recognition. Lastly, clarity on performance objectives is essential. Ensuring that both Hiring Managers and new hires are aligned on goals for success can significantly boost engagement and retention rates. Remember, when faced with disengaged or departing employees, reflect on your hiring process first. Solutions often lie in proactive and insightful approaches during recruitment and onboarding. #EmployeeEngagement #HiringTips #RetentionStrategies