The grand experiment The Covid pandemic triggered a spontaneous and global management experiment to explore the management implications of operating a largely remote workforce. How would it impact productivity? How would managers cope with not being able to hover over their subordinates? What’s in it for me? During the pandemic a new generation of people entered the workplace. They had never known what it was like to commute, be nice to people they didn’t necessarily like or

Are you sitting comfortably? Imagine a world where giraffes are known for their ability to create start-ups. They love the buzz, and their height allows them to spot trends before others. Deep down they fantasise about one day becoming a unicorn. However, their entrepreneurial energy becomes a little counterproductive as the organisation starts to mature. Elephants on the other hand are great at process thanks to their great memories, often making excellent accountants. It ma

The problem Most talent management systems are built for a stable world—linear career paths, rigid roles, and annual performance reviews. But we no longer live in that world. High performers are disengaging. Quiet quitting is rising. The ' Great Resignation ' was just a warm-up act. The real problem? Organisations are still managing their talent like inventory, rather than as dynamic, intelligent team players. ⚠ If your talent model can’t adapt in real-time, neither can your