Tim Pointer

📊 Restructuring isn’t just about the balance sheet. Handled poorly, redundancies can leave long-term cultural scars: falling trust, disengagement, and higher voluntary turnover. That isn’t just an HR problem, it’s a strategic risk. The reality is that people remember how they were treated during tough times. Those who leave, and those who stay, form their view of leadership not from the reorganisation chart, but from the empathy, transparency, and integrity they see in the process. Handled well, redundancies can preserve dignity, strengthen loyalty, and reinforce leadership credibility. They can even become a moment where values are lived most visibly. 👉 For CEOs, this is more than an operational decision. It’s a leadership legacy. At Chiumento, we’ve seen both sides and the cultural impact can last years. We make you one simple promise: we will look after your people. Contact us today. Link in comments. 🔗 #CompanyCulture #ChangeManagement #Outplacement #InspireChangeSucceed #Chiumento

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The latest shifts in work, skills, and leadership expectations are reshaping how HR leads organizations forward. Our latest guide, The Talent Leader’s Playbook for the Future of Work, brings practical direction for HR leaders preparing for this next phase. Download your copy and explore what it now takes to lead with clarity and impact: https://bit.ly/48wAGv5 #HRLeadership #CHRO #HR2026 #TalentLeaders #AIinHR #TMI

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Executive coaching is easy to buy, much harder to commission well. We’ve just published a new resource for HR, L&D and Talent leaders who want coaching that stands up to senior scrutiny and organisational complexity. It’s practical, plain-speaking and rooted in what we see work and fail in practice. Read it here 👉 https://lnkd.in/e8HXcbSh

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The Board Effectiveness Gap The data is shocking. Only 30% of C-suite executives rate their board as "good" or "excellent." Less than 50% of directors believe their board has psychological safety. Yet organisations with healthy board culture deliver 200% higher shareholder returns. There's a massive gap between board capability and the challenges boards face. For banking and insurance boards, this gap is widening. Here's why: Regulatory complexity is intensifying. Basel 3.1. EU AI Act. IFRS sustainability standards. Climate stress testing. The burden isn't decreasing. It's becoming more complex and fragmented. Digital disruption is accelerating. AI is reshaping customer expectations and risk management. Fintech competitors are emerging from adjacent sectors. Boards without digital fluency can't provide effective oversight. Climate risks are materialising. Physical risks: flooding, hurricanes, wildfires. Transition risks: policy changes, stranded assets. Boards treating climate as a reporting exercise are failing. AI governance is now mandatory. EU AI Act compliance. Ethical frameworks. Algorithmic bias management. Boards without baseline AI expertise cannot fulfill oversight duties. The consequences aren't abstract: Missed strategic opportunities Inadequate risk oversight Slow response to disruption Regulatory breaches Erosion of stakeholder trust Eventually, it shows up in performance. The 200% return differential isn't a rounding error. It's the difference between thriving and surviving. How do we close the gap? Annual board effectiveness reviews. Most boards evaluate superficially. Effective evaluations examine composition, meeting dynamics, decision-making processes, and psychological safety. They produce specific actions with owners and timelines. Structured onboarding and continuous learning. New directors need comprehensive orientation. All directors should commit to minimum 20 hours annually of professional development on AI, digital, climate, and governance. Time allocation audits. If less than 60% of plenary meeting time is genuinely strategic, restructure the agenda. Boards spending majority time on strategy deliver better outcomes. Psychological safety assessments. Include metrics in evaluations: Do directors feel safe raising dissenting views? Are quieter voices solicited? The best boards create environments where directors challenge assumptions fearlessly. Skills matrix updates. Does yours include AI literacy, digital expertise, climate risk capability, cybersecurity knowledge? Address gaps through recruitment, development programs, or expert advisors. The bottom line: Board effectiveness isn't a soft issue. It's the hardest business issue there is. Because everything else flows from it. The gap between board capability and challenge has never been wider. When did your board last rigorously assess its own effectiveness? Not a perfunctory self-evaluation. A real examination of fitness for purpose.

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💡 Interesting read from HR Magazine today on the “blind spots” HR leaders need to address. What stood out to me is that many of these risks only become visible once they have already turned into problems. For SMEs without in-house HR, those blind spots can be even harder to catch in time. This is where outsourced HR support makes a real difference. We identify compliance gaps early. We guide managers through complex employee relations situations. We help build culture and wellbeing frameworks before issues escalate. It is not just about reacting when something goes wrong. It is about putting the right advice in place so that problems never get the chance to grow. 👉 At KAS Workplace Solutions, we make sure those blind spots do not catch you off guard.

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AI-driven personalisation tailored onboarding, benefits, and learning is transforming HR. But the real impact is cultural. When employees feel practices reflect who they are, they feel valued and engaged. That's why personalisation drives retention and performance not just satisfaction. At Culture Edge, we design people strategies that make culture uniquely yours, not one size fits all. How is your business making personalisation practical? Hashtags:  #EmployeeExperience #HRTrends #Personalisation #CultureEdge Source: 11 HR Trends for 2025: Embracing Disruption - AIHR

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Learn how leaders create a speak-up culture where employees feel safe to share ideas and feedback — driving trust, innovation, and accountability.

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🚀 The world of work is changing and how is your HR strategies keeping up? Long-standing beliefs in HR, like prioritising degrees over skills or relying on outdated performance reviews, are holding your business back from achieving true productivity gains. It’s time to challenge these antiquated paradigms. 👉 In our latest blog, we dive into how these traditional practices fail to address today’s workplace challenges and explore practical ways to drive meaningful change. https://lnkd.in/gigYgYnv #HRTransformation #FutureOfWork #Leadership #Productivity #Innovation #SkillsBasedHiring

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Stop overthinking your succession planning, start talking. Too often, organisations get stuck in frameworks, slides, and endless spreadsheets… while top talent quietly slips through the cracks. At Informa, we took a different and simpler approach and results speak for themselves: ✅ 75% adoption of a simpler, conversation-first framework 💷 Potential cost savings: £4.5–5M 📈 Engagement boost: +7% 🔄 Internal mobility: 26% → 30% The secret? Less overengineering, more meaningful conversations. Leaders aligned. Teams engaged. Pipelines full. 💡 See how Informa simplified succession planning and got real results → Read the case study: https://hubs.li/Q03K3R-h0 #SuccessionPlanning #LeadershipDevelopment #PeopleStrategy #TopTeamEffectiveness #CareerManagement #EsendiaEffect

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Coaching isn’t just for individuals. It’s how cultures shift. When coaching is embedded in organisational practice, it drives trust, innovation, and resilience. At M2M2, we don't just train coaches—we equip leaders to transform workplace culture from within. Explore how our advanced coaching pathways create high-performing teams: https://lnkd.in/d5rXNwMf #LeadershipDevelopment #CoachingCulture #FutureOfWork

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📈 During times of change, learning and development can either keep pace - or fall behind. Our latest guide provides HR and L&D teams a useful to-do list for implementing training that supports transformation, aligns with business goals and meets people where they are. From prioritising strategic initiatives to streamlining delivery, it’s designed to help you focus on what matters most. 📥 Download the infographic for practical steps that will help you build capability, boost engagement and support your workforce through change. #LearningAndDevelopment #HRStrategy #OrganisationalChange #EmployeeExperience #L&D #WorkplaceLearning #ChangeManagement https://lnkd.in/gBREDksw

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In an age of increased scrutiny, complexity and change, the role of the HR or People function has never been more visible or more questioned. Having firmly established itself as a key strategic business partner alongside Finance and IT, HR continues to attract commentary that scrutinises its influence, often without acknowledging the reality of what HR leaders are holding day to day. At the same time, expectations continue to rise. HR leaders need to be strategic, commercially credible, values led and deeply human, often all at once. While this tension is not new.... Click below to read the full article by Executive Coach, Culture Consultant & HR Mentor, Suzy Stollery MA FCIPD. https://lnkd.in/eint2F6U #ExecutiveLeadership #ValuesLedLeadership #HRLeadership #PeopleLeadership #ExecutiveCoaching #Leadenhall

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💡 SIX FREE MASTERCLASSES FOR LEADERS & HR PROFESSIONALS 📣 How do top-performing leaders turn stress, conflict and difference into growth, agility and trust? What truly makes a team thrive under pressure? Join Alan Olive, former Head of High Performance Coaching for Team GB and Consultant at The Colour Works, for a series of six virtual masterclasses exploring the science behind high performing teams. Discover the habits, mindsets and team dynamics that drive sustained success from resilience and trust, to conflict management and decision making. ⌛ Very limited spaces available. To book, follow: https://lnkd.in/eSVZtB6d

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What will define the Chief People Officer's agenda in 2026? After a year shaped by economic pressure, constant change, and evolving workforce expectations, many CPOs are shifting their focus from reacting to challenges to strengthening organisational foundations. In this article, Adam Purchase shares insights from conversations with Chief People Officers on the priorities shaping people strategy for the year ahead - from leadership capability and workforce planning to AI adoption, culture, and commercial alignment. If you’re thinking about how the people function can drive resilience and performance in 2026, this is well worth a read. Read the full article here: https://lnkd.in/e3pDYxyD

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Leaders are the cornerstone of organisational success — and their evolution is critical. Our latest guide, based on insights from 750,000+ leadership assessments, uncovers key data and trends that every talent leader needs to know. 📊 Discover: - Shifts in assessment volumes - The most valued (and overlooked) leadership skills - How leaders feel about being assessed Plus, benchmark your organisation with industry-specific analysis and get actionable recommendations to shape your leadership strategy — from selection to succession. 📥 Download the guide and take your leadership development to the next level. https://lnkd.in/e2tmZspy #LeadershipDevelopment #SuccessionPlanning #FutureOfWork #HRInsights #HR #HumanResources Aon

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If you work with HR data, this belongs in your toolkit. 👇 https://aihr.ac/4tEX0LC 📩 Download a 𝗙𝗥𝗘𝗘 𝗖𝗵𝗮𝘁𝗚𝗣𝗧 𝗣𝗿𝗼𝗺𝗽𝘁𝘀 𝗚𝘂𝗶𝗱𝗲 built to support HR analytics, from data interpretation to clearer reporting. Download it and start applying it right away. 🚀

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Constructive challenge is a cornerstone of effective governance, enabling boards to scrutinise decisions respectfully and purposefully. It balances support and accountability, focusing on clarity, evidence, and improved outcomes rather than conflict. This article includes a table which illustrates the differences between high, mid and low value challenges. All too often clarification, procedural or factual accuracy challenges use up valuable board time reducing the opportunity for transformational and other high value challenges. #Governance #BoardDevelopment #GGI #Challenge

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