Rosia Bay Ltd

Good leadership has always been a moving target. Whether in business, athletics or politics, leaders must constantly respond to the changing conditions around them with attentiveness and purpose. But during the Covid-19 pandemic, colossal changes were flying at leaders from all angles, impacting them just as acutely as those they lead. Naturally, they responded by implementing a patchwork of reactive remote working strategies to ensure business continuity and minimise disturbances. But now businesses are beginning to re-evaluate their strategies, with many planning a return to the office. As they do this, they are exploring the pros and cons of permanent hybrid working arrangements – that is, where employees work flexibly, from home, the office or co-located. As leaders evaluate their options for the road ahead, it can help to take stock of the past year and map out what lessons we have learned about remote working. Workers can be just as productive from home, but only for some tasks W...

Often, once a strategic plan has been created by executives, it fails to be put into place. Having HR step in can be a huge help, because they know so much about people. However, MD's are just now starting to realise the potential of HR professionals as business partners. What Is a Human Resources Business Partner? An HR Business Partner (HRBP) is a professional who has a lot of experience in the HR field and works closely with leaders in the company to support organisational goals. They are responsible for aligning business objectives with management and employees and is the link between HR and the business. They advise and support managers on strategic issues and help them implement high-performing, integrated human resources practices.  Partners tend to work more with the board of directors rather than the human resources department (if a business has one). What Are an HRBP’s Primary Functions Within an Organisation? The main purpose of an HR business partner is to use...

The story on the High Street continues to worsen, and it's not going to get any better any time soon. McColl's are the latest of the "big boys" to fall under the current trading climate, but I want us to focus on the independent high street business, where regardless of the sector, is going through a torrid time. Of course it all started with Covid, the impact this had on all of our lives is well documented and experienced through our own lens, and for an independent high street business, the unknown put pressure on mental health and cash flow. But as we came out of lockdowns and restrictions began to reduce, we all found ourselves slowly moving back to our own "normal". For the High Street businesses, this didn't have a uniformed impact, we are still seeing less people out on the High Street, the elderly in particular have been slower to start to venture out. On top of that, peoples shopping habits have changed. Many are going out and only visiting shop...

These days I hear a lot of talk about the role of culture in change management—whether it’s possible to “lead” organisational change using culture as a vehicle. In my experience culture influences change, but culture change is not the same as change management.  Most managers and executives are well aware of how important culture is to their companies’ success. But it’s not always factored into change management processes. The least successful change initiatives tend not to consider culture. And more successful initiatives leveraged cultural strengths to support them.  It makes sense.  If the culture of an organisation is not closely aligned with the company’s strategic goals, a major change is going to be harder to pull off.      I don’t believe culture change will ever replace formal change management processes.  But culture can enable and support change, if it’s leveraged right. Maybe your company has strong informal employee networks or a learning ...

Leadership values underpin the decisions and actions you make each day. Executive Coaching can help you identify these values and apply them to your decision making. My top five values to improve performance are;   Vision and Innovation Good leaders have vision in which they see the future more clearly than others, and before others. Business leaders should continually generate new ideas and explore ways to grow their business, a process that requires innovative thinking. According to HBR innovation gives businesses an edge, helping them penetrate markets faster, enabling business growth. Making innovation a shared belief has to go far beyond appointing an innovation lead or developing an innovation dashboard. It requires thinking about innovation in everything you do. It requires not accepting mediocrity and making sure that every offering, big or small enhances a customer experience in a meaningful way. Authenticity Authenticity is essential in creating employee loyalty...

  Leaders have a lot of responsibilities and they mostly follow a set pattern to fulfill them. Although you might not have sufficient time to change the way you do things, leadership coaching is something that you certainly shouldn’t miss out on. It does not necessarily mean that you need to completely transform your leadership style; rather it entails learning new strategies for the betterment of the organisation and your own self. Leadership coaching is concerned with the teaching of executive and managerial skills so that the trainee can become a better and effective leader. Some people are born with the qualities of a leader and others generally grow into this role. No matter which category you belong to, there are certainly scopes of improvement in leadership style and honing skills. Here are the major benefits of leadership coaching for you. You will gain a fresh outlook.    As a leader, you may understandably be caught up in the concerns of your organisation t...

Embracing Team Diversity  As businesses continue to face global challenges the need for increased critical thinking and problem solving are essential. Having diverse teams will allow you to see many different points of view and challenge old ways of thinking.  The key is to have a functioning diverse team where people are included and fully engaged so all voices are heard. Many structural changes need to take place to increase diversity and inclusion within organisations. It is also important to know that all levels of the organisation have the power to make a difference.  Building plans to facilitate the inclusion of team members and draw out those diverse ideas should be a focus over the next month so that you can enter the New Year with a renewed vigour and resilience. Align Purpose Keep people connected to the purpose – why we are here and what is really important? Select people based on the diverse characteristics needed to help move that purpose forward. I...