In The Hot Seat: CEO Succession Planning
Read the article in the June 2022 edition of AICD's Company Director magazine. Our Managing Director, Michelle Loader, is interviewed on the future of CEO succession planning. How can we take a systems-level approach to this critical appointment? What groundwork can be laid before the new CEO arrives, and what structures and support are needed to give them the best chance of success when they hit the ground running? Talk to us about a wrap-around solution to keep the 'Hot Seat' warm!
Gig Executive: Hybrid Happily Ever After
From pandemic management response to a preferred work arrangement, remote and hybrid work is here to stay. It’s time to evolve our thinking beyond ‘temporary arrangement’ and think about how we successfully and sustainably make this our workplace ‘modus operandi’. Adam Kyriacou interviews Greg Bott, who shares his experience and insights on why the future of work is hybrid and how best to lead the way in agility, flexibility and resilience.
Gig Executive: The Ultimate Hybrid Talent Model
Somewhere between the Great Resignation or the Great Realignment, the hybrid workforce is gathering momentum. The way people want to work is changing, and the way organisations need to engage talent has reached an inflection point. It’s time to think more flexibly about flexible work, because it’s here to stay. Read Adam Kyriacou's latest thought leadership piece on 'Four Top Tips Why Gig Executives are the Ultimate Hybrid Talent Model'.
Announcing Adam Kyriacou as our new Partner, heading up Gig Executive
Adam Kyriacou has joined Fisher Leadership as Partner for the firm’s Interim Management business, Gig Executive. A specialist in Interim Management, Adam has held numerous executive leadership roles in the UK and Australia and partnered with a range of high calibre clients for over 20 years. Adam has found his niche helping clients find people … Continued
Mental Health Whitepaper: what is the leadership call to action?
Disclosure of a mental health condition remains very low in most workplaces4. A psychologically safe culture that promotes mental health must first be championed by leaders. This includes Boards as well as Executives. It can no longer be the responsibility of the Human Resources team alone. Strong governance, risk management and investment is crucial particularly in the face of an event such as the current pandemic when increased vigilance must to be sustained.