Explore Insights

The first of a three part series on mobility and its benefits. Divya Dewan, LHH's Practice Leader for Career Development & Mobility delves into what employees really look for in their organisations, and how they can provide their employees with the right support and tools to thrive.

“Where do you see yourself in five years?” We’ve all heard this question, but it’s one to seriously consider when looking to move to a senior leadership role.

It's important to know the difference between a dead end and burnout before you make any career decisions. A dead end represents a stronger incompatibility with career choices themselves. It is a feeling of emptiness in the contribution you are making in your professional life. Burnout might be a signal that something needs to change and you simply need to recharge.

The four-day workweek may indeed be an idea worth examining. Particularly if a modified work schedule not only alleviates burnout, but also helps you attract new talent in a market where there is a huge appetite for flexibility in where and when people work.

People who embrace lifelong learning and bring a growth mindset to their careers are more likely to take on new challenges and are typically better able to cope with disruption and adapt to change. These attributes will serve them well, enhancing their employability both now, and throughout their journey.

Boost your profile and build your professional network in ways that will help you land your next job. These key best practices will give you tremendous advantage over a sea of other job applicants.

Recognising the value of career progression conversations is one thing; making it a pillar of your talent management strategy is certainly another. It can be done with a patient strategy to equip frontline managers with the tools and mindsets to start the conversation, and a focused process to translate the outcomes of those conversations into talent management.

To ride the ups and downs of an uncertain economy, many are on the hunt for a more flexible work life. Contracting could be the answer.

Keeping up to date with workplace trends is key to hiring and thriving

Why investing in athlete career planning can lead to a brighter future and a win win for athletes and sports organisations

C-suite executives are not being asked to personally match the reskilling demands that are being placed on other levels of the leadership hierarchy. There are some very basic things senior business leaders can do to ensure you are transforming yourself at the same pace and magnitude as you are trying to change your organisations.

The evidence is clear that inclusion is good for business. From productivity to people, these are the 4 areas that will start to thrive when inclusion is more widely adopted within organisations.