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email@example.com | April 17, 2015
Challenge of upskilling line managers "faces every type of firm"
27 January 2015
UK organisations are struggling to train managers that have the
closest contact with staffers, according to IPA research – and workers’
mental health is at risk
Senior leaders throughout the UK have expressed mounting concerns
about how they will develop the skills and talents of their line
managers. According to a study published this week by business
consultancy the Involvement and Participation Association (IPA),
70% of HR officers, directors and chief executives have put “upskilling
line managers” in their Top Three of major challenges currently facing
“Implementing organisational change” came a close second – with 65%
naming it in their Top Three – while “strengthening the leadership team”
trailed a distant third at 30%. Significantly, IPA’s data showed that
there was scant difference between the priorities and challenges of the
private and public sectors. The only notable change was that “improving
working relationships” came out with a slightly higher score of 35% in
the private sector, narrowly beating the “leadership team” issue that
came in third place overall.
The findings have presented bosses across the country with serious
matters to consider in the realm of workplace wellbeing. Indeed, IPA’s
figures have arrived hot on the heels of comments from business
psychologist Professor Cary Cooper,
who told the recent Why Mental Health Matters conference
in London that most employee-engagement schemes have failed – and that
key areas of workplace happiness have deteriorated as a result. As
quoted in HR magazine, that malaise has led Cooper to conclude:
“Our line managers today are unfit for purpose. It’s rather sad in a
way, but they simply don’t have the interpersonal skills [they need].”
Other experts have highlighted the crucial role that skills play in
shaping company culture – a clear set of values that line managers are
often tasked with conveying to their staff. In a column this week for the Huffington Post,
Chartered Management Institute (CMI) chief executive Ann Francke argued
that the UK needs a “Culture Club”: a collective agreement among senior
leaders that they will regularly measure, and report on, their human
capital. In Francke’s view, that process is vital for ensuring that
people development drives and shapes company culture for the benefit of
all. “By championing greater development of skills and greater
transparency in people reporting,” Francke stressed, “we could foster
However, despite the shortcomings that those experts have identified,
IPA director Nita Clarke provided a positive angle on the findings,
saying: “it is encouraging that organisations are recognising the
importance of enhancing the skills of both their line and senior
managers. Engaging for Success,
my review of employee engagement with David MacLeod, clearly showed
that engaging managers are one of the four key enablers of employee
engagement – alongside a strong and empowering leadership team. For
organisations undergoing change – which let’s face it, in current times
is all organisations – investment in both is likely to pay dividends in
CMI director of strategy and external affairs Petra Wilton, said: “These results echo our own annual Future Forecast report
– which found that people development is one of the Top Three
priorities for employers in 2015 as they look to grow. Any organisation
that is serious about hitting the objectives ahead of it should be
looking at how it can develop its line managers. Whether through
management courses, management qualifications or the Chartered Manager award,
employers have huge flexibility to tailor development to meet their
needs. Without a renewed focus on developing managers, employee
engagement, productivity and bottom-line results will suffer.”
Powered by Professional Manager
See more at: http://www.managers.org.uk/insights/news/2015/january/challenges-of-upskilling-line-managers-face-every-type-of-firm
firstname.lastname@example.org | October 15, 2014
I believe all woman would be better off all over the world if they were taught Financial Literacy. Us ladies in the industry understand the jargon and core concepts, but so many do not. I am not talking about complex financial concepts here, I'm talking super basic. Put a little aside for a rainy day. Don't be bullied into making a financial decision you dont understand, someone huffing and puffing at you is TRYING to push into a decision that is to their advantage but not necessarily yours. Let's pick up this banner and help our fellow man (woman) with easy financial tips and stoies that everyone can relate to!!
email@example.com | July 29, 2014
I've just had an opportunity to review the proposals that were submitted by the 6 scholarship applicants. I have to say I am so proud of each and every one of these ladies. The hard work and dedication that is required to not only prepare the proposal but the effort that will be necessary to implement them is a measure of their commitment.
I just wanted to congratulate these women on a job well done. I wish you all the best of luck!
firstname.lastname@example.org | June 04, 2014
Kudos to the credit union community is more gender diverse
than many industries. Filene Research Institute released a study, Women in Leadership: Obstacles and
Opportunities, earlier this year, which states that two-thirds of CEOs at
credit union with less than $50 million in assets are women. However, in the
$100 million to $500 million range, the figure is only 20%, and at more than
$500 million, the stat is just one in eight credit union CEOs are women.
Globally, male CEOs dominate credit unions of all sizes. Then there’s this
directly from the April report: Women
comprised only 41% of credit union senior staff in 2012 despite making up 70%
of the credit union workforce in the U.S.
The reasons for this vary. Certainly many women make
legitimate decisions on the home front that they feel they can’t or don’t want
to balance with a career. Filene’s April 2014 study noted that fewer women
aspire to senior management. But it also found that employers nudge men and
women in stereotypical directions that lead women to areas of the business that
are not considered senior management track departments. For example, the head
of HR is typically considered an “appropriate” role for women. Or marketing
(which should be considered much more important than it generally is, but
that’s another discussion).
What perpetuates the stereotyping? Society? Some basic
evolutionary instinct? Whatever the cause, it needs to end. The statistics
don’t need to move closer to 50-50 out of a sense of fairness. Diversification
is not an equal rights issue. It’s a business continuity issue. Continuity in
the sense of prosperity and the fact that there will not be enough qualified
Gen X men to fill the spots vacated by those who will be retiring over the next
decade. According to a University of California-Davis report, among
the 400 public companies in California, the top 34 firms with the greatest
gender diversity at the senior management level earned three times more revenue
and 50% higher profit than the average company in the study.
In order to move toward greater equality and prosperity, we
must acknowledge and educate. Part 2 of Filene’s research series is coming out
next month, Credit Union Women in
Leadership International Research Series Part 2: Attributes and Challenges.
Filene is hosting a colloquium
to discuss the results of the next survey on June 19. As of this writing the
event had 68 registered attendees, only four of who are men and one is a
professor at the University of Southern California where the event will be held.
issues are not just women’s issues. They are your business issues, your daughters’ and your
wives’ life and career issues. It can be uncomfortable for men to address the
issue of gender. I applaud the men at Filene like Mark Meyer and Ben Rogers for
tackling this issue. Some male executives might be afraid of saying the wrong
thing so they bury their heads in the sand, but Filene and the handful of men
attending their colloquium are lassoing this issue that is bucking just under
the surface to obtain a better grip on the future of the workplace, leadership
and how it can improve credit unions.
“If you’re not aware of what the data says, then it’s easy
to put it aside,” Rogers explained of Filene’s research. If it’s not in your
life experience, it’s easier to turn a blind eye. True leaders read the
landscape, saddle up and ride that pony—not off into the sunset but into the
sunlight. Do you have the spurs?
By Sarah Snell Cooke, publisher/editor-in-chief of CU Times
email@example.com | April 28, 2014
At Mudi SACCO we have just had our Annual General Meeting for 2013 on 26th April, 2014. Being a female General Manager for this SACCO, I am very happy to see, my fellow two women scooping two seats in the Executive BOD of four, making it 50-50. All the past years it has been men only or just one lady in the executive. Indeed, its time women we need to break the ceiling. "WE CAN". Sisters, share your experience at your Organizations/C.U/ SACCOs.
firstname.lastname@example.org | April 21, 2014
These days everyone is thinking about drawing on the power of the internet to promote themselves, their business, and their professional career as well as reach the younger generations. But most of us do not have endless amounts of cash to pay for the training, and also don't have schedules that allow for formal classes. And still many others don't live in an area where training is available.
I've been an ongoing student of all things "internet" for a while now and have compiled a great list of 6 sites that provide free training, templates, services, and ways to stay connected with the ever changing world that is digital marketing. If you're considering the world of digital marketing, I strongly advise you to take your time. Read about the different channels, start small, and allow yourself the time to learn while you grow. Just jumping in can result in much money spent, without much in the way of return. Free sites are plentiful, but unless you have the time to check them out, they may do more harm than good. For a start, I'd recommend sites like distilled, surveymonkey, hubspot and subscribing to bloggers like Avinash Kaushik and Occam's Razor for some honest and trustworthy support. To read more about these sites, you can check out my article, 6 Free Online Marketing Resources, recently published by Yahoo! I think that when we learn, we should share what we can, so hopefully this information will help you in your career.
email@example.com | April 08, 2014
I never go to the doctors. I know that's bad, but I'm relatively young and never had any health issues before. It's a waste of a lot of time (and money) to go for annual physicals only to have the doctor tell you you're fine, which you already knew. It's like asking a meteorologist what the weather is currently while standing next to an open window.
But you never know what's brewing over the horizon. As I'm rushing headlong toward 40 in the next couple of years, I'm finding it's not so hard to take the time as I previously thought. This is in part because I have come to realize the world does not fall apart if I spend an hour or two at the doctors every once in a while. Or when I finally determine a day or two when I can take time off, I actually make an effort to take the time off.
Women tend to take care of everyone but themselves, whether it's kids or parents or significant others. They insist any of those loved ones go to the doctor's office immediately or take it easy when they're not well, yet women do not require the same of themselves. Many work full time, come home often to do most if not all the domestic chores, volunteer, and run kids to various activities in the evening.
Given that the Centers for Disease Control and Prevention found that stress-related illnesses were twice as high in women than men, working women's health is of particular concern. Work-related stress was also linked to heart disease, muscle and bone disorders, depression and burnout. In fact, job stress affected immunological biomarkers in a test performed on female nurses. In addition, 1 in 8 adult women binge drink and a large percentage come from homes with $75,000 or more in household income. Women also feel nervous-or at least admit to it-more than men. The National Health Interview Survey by the CDC found that women felt nervous most if not all of the time in the 30 days running up to being interviewed for the study, while 12% of men said they did. And yet women's life expectancy increased. We must be tougher-go figure.
Women may be able to out-multitask men, but that doesn't mean we always should. Take time off to see the doctor or to kick your feet up with a glass (or two) of wine. How much damage can the men really do while we're away?
By Sarah Snell Cooke
Publisher/editor-in-chief of CU Times
firstname.lastname@example.org | March 20, 2014
I recently received the link to this video. It's thought provoking and perhaps could start conversations about usage of technology helping women by providing the flexibility that so many of us need and if done properly by organizations will allow us to take advantage of that flexibility guilt free.
"How can we get people more engaged, more productive, and happier at work? Is technology part of the problem – and could it also be part of the solution? Dave Coplin, Chief Envisioning Officer at Microsoft, imagines what might be possible if more organisations embraced the full, empowering potential of technology and encouraged a truly open, collaborative and flexible working culture."
email@example.com | March 04, 2014
What is your Credit Union doing to recognize International Women's Day?
firstname.lastname@example.org | February 13, 2014
Great article in the CU Times today. Some of our sisters are featured in this article that focuses on the benefits of having women on boards, some of the barriers women are facing and ways to remove those barriers.
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