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In association with:

Dissenting Perspectives: Talent Management

LONDON: MAY 10 2017

Facilitated by Bruce Macmillan, Founder Director of CLL

The evening was structured around four short ‘TED’ style talks and interactive exercises inspired by those talks.

Creating an effective feedback programme (Patrick Rowe, deputy general counsel, Accenture)

Too often feedback can be focused around a pre-determined value judgement of ‘good’ (or not) and less around tools to actually grow abilities and improve performance.

Accenture has been actively growing a culture of feedback. This is tied to developing a sense of self-awareness, in-line with the notion of continuous development and growth, rather than considering performance only at certain points of the year.

Creating the mobility mindset: attracting, retaining and engaging talent (Amol Prabhu, head of emerging markets legal, EMEA, Barclays Investment Bank)

Mobility can be assessed in three different ways:

  1. Firm mobility – the variety of options available to organisations;
  2. Role mobility – creating a structure within the legal function to promote and encourage mobility, and
  3. Mind mobility – motivating in-house lawyers to explore opportunities outside of their role – and often outside of their comfort zone.

Mind mobility prepares lawyers to cast aside the concept of 'career ladder', where progress is recognised in a one-way, vertical direction, and view their career as a 'jungle gym', where they spend time acquiring skills, competencies and experiences.

Encouraging all of these aspects of mobility is key to allowing organisations to really develop and retain their talent.

Tapping the potential of a truly inclusive workforce (Prash Naik, general counsel, Channel 4)

Channel 4 has made inclusion and the development of diverse talent one of its strategic objectives. Its 360 degree diversity charter puts this at the centre of every decision the broadcaster makes, on- and off-screen.

Disability has been a significant focus for Channel 4, partly inspired by its Paralympic coverage.

Retaining Senior Women (Catherine McGregor, editor-in-chief, GC magazine)

The three biggest issues for businesses looking to improve in this area are:

  1. Redefining work
  2. Redefining parenthood
  3. Redefining leadership

It’s often not discussed, but businesses are losing women at senior levels, partly because of the challenges inherent in balancing an executive role with children, who are highly timetabled in and outside of school. Moreover, businesses field few convincing leadership role models for senior women. But empathetic working could positively impact both female and male employees.