What We Want from Government Transformation Programmes
Although many of the current portfolio of transformation programmes in all sectors are at various stages of completion, transformation is a continuous process and the work that needs to be done is evolving constantly.
Transforming the citizen experience of government is one such area that will continue, at each stage making best use of leading practices and technologies as they develop over time; and while current programmes are very challenging and need the full support of wider government partners to be successful, a proportion of time always needs to be spent beginning to plan the work that will be carried out in the future, whether by the same government or by a newly elected one.
Transformation programmes typically have a long lead time, so it is critical that we are always exploring the work that will be conducted over the next 5-10 years so we can take advantage of progress in technology, not just today. In all sectors, including government, this will put organisations in a much stronger position to maintain the momentum on transforming services and the way they operate, in line with the policy priorities of the government or the business priorities of the investors. In government, of course, the citizens are the investors and the shareholders.
Nobody can predict what the world of 2030 will look like. Technology moves quickly and changes constantly. However, we do expect what we term as ‘digital’ to be even more mainstream by then. Rather than thinking about specific technologies, in these circumstances we need to act now to continually become more adaptable to change and respond quickly to rapidly changing circumstances.
So, what do we, as citizens, want as outcomes from government transformation?
- we want a focus on our needs, but with an increasing focus on providing services that are personalised to meet the needs of individuals;
- we need digital transformation to build trust in government’s use of our personal data to enable service transformation;
- we need to see the reuse of more standard components, platforms and capabilities across the whole public sector using common technologies helping to save time and minimise the duplication of spend;
- we want to see good quality data used to make decisions, both to inform policy and to iterate rapidly the way services work;
- we want to see the effective tracking of emerging security threats and any security issues raised by new technologies;
- we want new and emerging technologies to be researched and for us to build a better shared understanding and demonstrate how they can help government continue to transform services;
- we want potential ethical and privacy implications to be researched up front and not as an after thought;
- we want effective gateway processes that mean we don’t simply jump on to the latest technology bandwagon – a real risk with AI – but implement new technologies when they are proven to add value and offer value for money;
- we want to see flexibility in the way things are organised to respond more quickly to a changing world - this means having the tools to work effectively across boundaries and ensure that we collaborate..(think ambulances getting access to patient data on the move from the multitude of service providers and data controllers);
- we want to see skilled, experienced leaders who understand how to effectively plan, implement, and deliver real benefits from transformation programmes;
- we want to see staff trained in the skills needed by the new systems and processes so we can transform our workforce into one that is skilled for the new digital world;
- and we want programmes to learn from past experiences, be run well and to have a far greater chance of success.
These are just a few ideas of what some of our expectations might be. I’m sure we have a lot more but hopefully it’s a reasonable start.
Find the best transformation leaders and talent with Malikshaw Interim & Executive...
Malikshaw Interim & Executive work closely with organisations to deliver real world outcomes from transformation and change programmes. Whether it is about people, process, technology, data or product, our talent pools contain the very best leaders and domain specialists that can help to drive your organisation's next stage of growth and transformation.
Unlocking Success: Propelling Digital Transformation Through Workforce Development
In the latest edition of our Unlocking Success series, we explore strategies to drive digital evolution within organizations by focusing on enhancing workforce skills and capabilities.
Give precedence to cultivating digital competencies to adapt, innovate, and enhance your brand's legacy. Acknowledging the indispensable nature of digital transformation for success, especially in the swiftly evolving landscape of artificial intelligence (AI), cloud computing, the internet of things (IoT), data analytics, devices, extended reality (XR), metaverse, and digital assets, can seem daunting. Yet, technology is only one facet of the challenge, with competitors and strategies rapidly emerging and evolving, changes in how and where we work, all compounded by a confounding economy.
In this context, the significant question emerges: How can you stay ahead of the curve? For many, an even more pressing question arises: How can you catch up?
A crucial aspect of the solution lies in focusing on the people side of transformation. Advancing digital transformation involves developing the workforce, fostering team growth, and facilitating individual development. The digital competencies and capabilities thus acquired empower continuous adaptation, evolution, maturation, and thriving, regardless of the challenges posed by the world or technology.
Establishing a Legacy of Learning
To drive change and establish a legacy of learning, leaders should adopt a holistic, community-centred approach to their workforce development strategy. This proactive approach encourages leaders to seek understanding before drawing conclusions, fostering flexible learning opportunities aligned with changing technology, the needs of the workforce, and organisational requirements.
Recognising the individualised nature of the learning process, leaders should embrace its non-linear, time-flexible, and adaptable characteristics. Leveraging guidance from others, incorporating rapid learning through experimentation, and acknowledging the need not just for learning but also for unlearning and relearning contribute to a comprehensive learning strategy.
When building a legacy of learning, consider:
- Creating and utilising social contracts in your work culture to promote learning, equality, inclusion, and opportunities for all. Encourage an environment where expectations on engagement, connection, and support in learning are clearly understood.
- Engaging in a foundation of awareness and change management that allows assessment, aligning efforts and resources, and effectively managing change.
- Adapting and personalising learning approaches for individuals on your teams. Offer a mix of traditional, in-person training with digital training, such as virtual reality experiences, and include hands-on experiences, apprenticeships, and rotations.
- Constructively challenging leaders, mentors, and coaches by framing communications with active listening, empathy, feedback, and negotiation skills to build rapport, trust, and mutual understanding.
- Embracing openness and community by engaging beyond the traditional boundaries of the organisation, fostering learning, growth, talent discovery, and mutual support.
Workforce Development Techniques: Learning Versus Training
Moving away from the expectation that individuals immediately apply new knowledge and skills after annual training classes, the focus is shifting toward learning as an ongoing process. Approaches such as continual learning, lifelong learning, the 60-year curriculum, and open-loop learning are gaining prominence.
Recognising that training is just a small piece of the puzzle, successful leaders understand that mastery requires immersion and practice outside the classroom. Learning should extend beyond training events, fostering ongoing, constructive conversations that support employees while aligning with their professional goals. Leaders can establish a foundation for continual learning by auditing current processes and challenges.
Tech as a Complement, not a Complication
Tools designed to simplify jobs, like AI and VR, are still evolving, necessitating careful implementation, and learning along the way. Implementing technology to enable constructive learning requires ensuring that the tool aligns with the context. For instance, VR can enhance comfort and reduce anxiety during presentations. Integrating technology into the learning strategy is vital for leveraging its potential in advancing learning.
Elevating Business Through New Mindsets and Driving Digital Transformation
Shifting mindsets away from training events toward supporting ongoing learning processes is crucial. Leadership can lead by example, sharing their learning journey, allowing boldness in learning to unlock new skills and expand innovation capacity. Modelling behaviour, being vulnerable, and exposing gaps in knowledge foster a culture where flexibility and proactivity address gaps, find answers, and facilitate continuous learning.
The outcome?
A digital transformation that propels a more productive, adaptive, and forward-thinking workforce.
Finally
If you are looking for your next role or to employ new talent into your organisation, we can help.
For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.
Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.
Transforming our client’s performance through exceptional talent…
+44 7715 905810
Unlocking Success: Social Responsibility and its Value To You
Not that we all necessarily need reminding, in the latest edition of our Unlocking Success series, we look into some of the benefits of Social Responsibility.
We all know the UK government has made Social Value count towards 10% of the score for a public service tender.
Beyond this though, investing in a social responsibility program can be an impactful way to make a difference while transforming many facets of an organisation. According to plenty of industry reports, corporate social responsibility can promote equality, diversity, and inclusion in the workplace, improve employee relations, and give back to meaningful causes within the community. By leveraging the power of social responsibility, organisations can enhance many aspects of their business, from the quality of leadership to employee loyalty as well as ensure it is well placed to secure major contracts, particularly with public sector organisations.
Here are some of the many ways in which an effective program can positively impact your organisation:
Greater Employee Engagement.
When an organisation offers its employees a more compelling sense of purpose through social responsibility, employees will naturally be more engaged and motivated to be part of something bigger than themselves. A social responsibility program that invites employee participation – such as volunteering initiatives and philanthropic opportunities – fosters increased inclusiveness and collaboration among employees, which in turn can elevate morale and create a more productive and vibrant workplace culture.
Stronger Employer Brand.
A social responsibility program can significantly elevate your employer brand, playing a major role in attracting more talent to your organisation, as well as engaging the public at large. This is because candidates are increasingly seeking employers that are committed to giving back to their communities and contributing to a greater good beyond the scope of their organisation. When a mission and culture of social responsibility is promoted publicly, it can often transcend to better relationships with all stakeholders, including employees, customers, or clients.
Increased Bottom Line.
With social responsibility increasing employee productivity and allowing you to build a positive reputation within your community, your organisation will reap many financial benefits. From greater sales or revenue to improved employee retention, your business will save money from establishing a socially responsible mission that resonates with your stakeholders. Overall, you’ll increase your business’s bottom line and set the stage for long-term success.
Building a social responsibility program can successfully lead to better community engagement, higher levels of employee morale, and better talent in your company.
While the impact of social responsibility programs can vary based on factors such as industry, program design, and execution, several compelling statistics highlight the positive outcomes organisation can achieve by investing in social responsibility. Here are some key statistics:
Employee Engagement and Productivity:
According to a study by Deloitte, companies with a strong sense of purpose are 4 times more likely to have engaged employees and 40% more likely to achieve high employee satisfaction.
Talent Attraction and Retention:
A Cone Communications study found that 76% of millennials consider a company's social and environmental commitments when deciding where to work.
SHRM (Society for Human Resource Management) reports that 55% of employees believe a company's commitment to social responsibility is crucial for retaining top talent.
Brand Reputation:
Nielsen's Global Corporate Sustainability Report states that 66% of consumers are willing to pay more for products and services from companies committed to positive social and environmental impact.
Reputation Institute's Global CSR RepTrak study indicates that a strong CSR reputation can lead to a 13% increase in consumer trust and a 9% increase in the likelihood that consumers will recommend the company.
Financial Performance:
The Harvard Business Review reports that companies with strong sustainability practices demonstrate superior stock market performance, outperforming their counterparts in both the short and long term.
A study by Oxford University and Arabesque Partners found that companies with high sustainability performance are less risky and have a lower cost of debt.
Community Impact:
The Committee Encouraging Corporate Philanthropy (CECP) found that companies that engage in societal investments (including philanthropy, pro bono service, and more) see a 7.4% median growth in total shareholder return.
The Edelman Trust Barometer reports that 80% of respondents agree that business should play a role in addressing societal issues.
Global Trends:
The Global GoalsCast study revealed that 72% of global consumers believe that business can be a force for good in the world.
The World Economic Forum suggests that by 2030, sustainable business models could unlock $12 trillion in economic opportunities and create up to 380 million jobs annually.
These statistics collectively emphasise the tangible benefits organisation can realise through social responsibility programs, spanning employee engagement, talent acquisition and retention, brand reputation, financial performance, and positive community impact.
Organisation that strategically invest in social responsibility often experience a positive feedback loop, enhancing their overall success and contributing to a sustainable and responsible business ecosystem.
Finally
If you are looking for your next role or to employ new talent into your organisation, we can help.
For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.
Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.
Transforming our client’s performance through exceptional talent…
+44 7715 905810
Unlocking Success: Help or hinder? What does your Online Profile do for you?
In the latest edition of our Unlocking Success series, we are a little introspective and look into our online mirror.
No matter who you are, your online presence impacts all facets of your life – including your job searching prospects. Whether positive, negative or neutral, your online presence can be the deciding factor of securing your dream job or getting rejected by a potential employer.
In this blog, we investigate how being online can affect your job hunt and how a digital scrub up can best reflect who you are in real life.
What Employers Look For
With how social media has become part of our daily lives, it has shaped the way employers find new employees. In its most basic form, job applications tend to involve sending your resume, having an interview, knowing the outcome and starting work. But nowadays there’s another step involved – online screening.
Each employer is different, so they might adopt different approaches for investigating your online presence. But no matter how they do their online checks, they will always find your online profiles, social or otherwise.
Employers will be keeping an eye out for potential red flags when they look into your online life. Some of these red flags include problematic or offensive behaviour, negative posts about your previous workplace and any provocative content that might rub them the wrong way.
However, there are some benefits to having an online presence. If you have a website that showcases your cv or portfolio, then most employers will look favourably on you as a worker. Additionally, a professional social media presence can demonstrate that you’re confident with networking in your industry.
Job agencies might also use your online presence to determine where your interests lie, how you refer to past employers, and signs you’ll be a good cultural fit for theemployer. This can help the agency work out what up-and-coming roles will be best suited for you.
Have a look at yourself!
If you’re worried about how you think you present online, then make an incognito tab and google yourself. You should search for a combination of your first, middle and last names. Go five pages deep into your search, and don’t forget about the other search options too – you never know what images or videos of yourself might be out there.
What you see will be what your potential employer sees. If anything incriminating crops up, get rid of it as soon as you can.
But take caution, as a blank online presence might also be a red flag for some employers – it can show you’re not attuned to the news and trends of your chosen industry.
Separate Your Professional and Personal Socials
Having separate apps for your professional and personal lives is important for maintaining a healthy presence online. Decide which social media platforms are better suited for professional use and those that are better for private matters. Think about how you will use these platforms and how they can further your career.
If you’re in doubt about splitting your professional and personal socials, you can ensure that your feeds are protected, such as only being viewed by approved followers or friends. While this ensures that you are screening the users who can view your content, there’s nothing stopping them from taking a screenshot and sharing it publicly.
Stop, Look, Think, Post
When navigating social media, always take care when posting or sharing content. Anyone, including future employers, can see what you do online. When in doubt, youcan reach out to a recruitment agency for advice about how you can be your most professional self online!
Finally
If you are looking for your next role or to employ new talent into your organisation, we can help.
For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.
Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.
Transforming our client’s performance through exceptional talent…
+44 7715 905810
Unlocking Success: 3 Ways To Motivate Your Team To Improve in 2024
In the latest edition of our Unlocking Success series, we look intodifferent ways you can motivate your team and improve both their morale and your retention of key staff.
With skilled staff at organisations in all industries increasingly becoming more sought-after employers must be increasingly proactive in retaining top talent. Indeed, a recent Gallup report, indicated quite clearly a major need for organisations to invest in better retention efforts. From management protocols to communication practices, here are some ways in which employers can produce high-achieving and loyal employees:
Schedule One-On-One Meetings with Employees
Don’t let WFH stop you here because while team meetings including with remote workers, are helpful, they do not give employees an opportunity to express their thoughts and opinions in a private manner. One-on-one meetings provide an outlet for employees to meet with their respective managers to discuss their current performance, ask questions, and voice their concerns. With the feedback generated, managers can implement changes that improve employees’ job satisfaction and create a more positive workplace for everyone.
Establish Clear Paths for Advancement
Employees perform their best when they’re motivated and driven to succeed. As an employer, it’s important to establish and communicate clear paths of advancement so employees understand specifically how they can grow within your company. This involves training managers on how to set goals with their team so employees have a blueprint for how they can excel within their roles and achieve higher paying positions. This also requires providing staff with the tools and training platforms to expand their skillset so they can rise to new positions internally.
Focus On Upskilling
The most driven and ambitious staff seek opportunities from their employers to continuously learn and acquire new skills. Employers that focus on upskilling – or training staff to take on new roles and responsibilities internally – can help their people leverage their strengths and gain the expertise to transition into different roles within their organisation. This naturally gives employees more confidence to apply their expertise to different roles and take advantage of new opportunities that can propel their career growth.
Think Ahead!
And our final suggestion is to think ahead. With the workplace continuing to change with, no doubt, a continued move back into the office, think about the future implications for your staff. Who will be impacted, in what ways, and how can you help mitigate any negative impact on their work-life balance and their mindset.
By putting these practices into action, you can foster a culture that breeds high-performing talent while retaining the most motivated employees in the workforce.
Finally
If you are looking for your next role or to employ new talent into your organisation, we can help.
For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.
Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.
Transforming our client’s performance through exceptional talent…
+44 7715 905810
Unlocking Success: 2024...The Year for Networking
As the new year starts, the latest edition of our Unlocking Success series looks at something we are all familiar with, but don’t always remember and aren’t always comfortable with..
To borrow a Strictly quote, keep… Networking…
Networking and connecting with others are the cornerstones of the business landscape. Knowing the right people and exchanging the right information can mean getting that job interview or finding the solution that you have been looking for. Many people can attribute a specific social interaction to getting an interview, being hired or connecting with a client. It can be the difference between getting your dream job or not. In today's fast-paced world, networking skills are a great way to get ahead.
Many organisations can help you here, not least recruitment businesses like us. At Malikshaw we see our relationship with job seekers as lifelong. As people grow professionally, we are here to help them along the way and connect them with the most suitable employers. By networking together, we can help lead you to organisations and people you should get to know. We and others hold events where we can meet and build rapport. Equally, simply talking on the phone or, these days, by video, means we can develop just that little more familiarity and knowledge that might just help.
How to Network
The prospect of networking can be intimidating, and this prevents many people from participating in it. It’s fine to start small. You can only get better.
Making a LinkedIn account or going to a job fair are great places to get started, but it's important to know how to get the most out of these things.
Online, social networking sites like LinkedIn or Facebook groups are good sources to begin with. Posting regularly and commenting on others’ posts are good ways to meet contacts. You can use hashtags and special interest groups to get connected to relevant people.
Volunteer work is another great way to get started. Many volunteering opportunities can also be done completely online. The closer the volunteer work is to your field, the better. You will not only get to meet like-minded individuals, but also showcase your skill set while learning from others. Not forgetting being able to give something back!
Job fairs are not only for seeking employment, but they can also be a great way to meet business partners and like-minded people. Just be sure to exchange information like email addresses or LinkedIn accounts (QR codes make this so simple now). Once you’ve made a contact, be sure to keep in touch!
Networking Tips
How exactly to go about networking can be dependent on the details of your career. A few tips
to keep in mind include:
- Interaction is key. Whether it's online or in person, networking is tough to do as a silent observer.
- Stay in touch. Make sure you keep in touch with your contacts regularly so that they have you in mind. Having a large variety of contacts is great, but it means little if you don’t have an ongoing relationship.
- Quantity and quality. Both are important, and one shouldn’t replace the other. Access each opportunity separately and make sure you are using your time effectively.
- Have fun! Meeting new people with similar passions and interests can be a good time. Networking doesn't need to be strictly professional. It’s also a great way to make friends. Think golf, wine, book clubs, all sorts of ways work.
- Our Managing Director developed one of our largest clients through a common interest in cycling!
Finally
If you are looking for your next role or to employ new talent into your organisation, we can help.
For more information on how we can help you become or recruit the high-performing individuals you need, get in touch with us on 0870 042 1430 or email us here.
Marta Ortigas is a Director at Malikshaw Interim & Executive, a leading interim management and executive search firm exclusively focused on helping organisations achieve transformational change through delivering high performance, diverse, impactful talent teams.
Transforming our client’s performance through exceptional talent…
+44 7715 905810
