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Top Nine Most-Read I/O Advisory Services Blog Posts

I’m excited to share this list of my top nine blog posts from the 200-plus that I’ve published over the years! If you’ve missed these, you can catch up by listening or reading the following blogs articles on a range of career, HR, and organizational culture topics.

We’ve heard of working from home, what about leading from home?

The internet is awash in articles about ‘working from home.’ That’s an important topic, but I believe that leading from home – especially so suddenly – needs more attention.

Scapegoats and the Glass Cliff: When Careers Get Derailed

Scapegoating and the glass cliff may sound like something made up or exaggerated. In this article, I’ll break down what these terms mean, who they affect and why.

Less Lonely at the Top: the Rewards of Leadership & Executive Coaching

It’s lonely at the top. Modern leadership includes responsibility for staff in work environments that have grown much more complex – while also maintaining productivity and profitability. It’s no wonder that there’s growing acceptance for and use of executive and leadership coaching.

Overqualified and Underemployed – Big Ego or Real Problem?

A lot of us grew up being told that we were wonderful and can do anything that we set our minds on. Sometimes, this is true, and we have unlimited potential and abilities. This may leave us feeling overqualified for our jobs. If we feel overqualified, does it mean that we actually are?

It’s Impolite to Discuss Politics at Work – But What About Values?

We’re all entitled to our political and religious beliefs, and we’re entitled to keep those private. With that said, when it comes to values, our silence speaks volumes.

Latest Blog Posts

Pandemic Flux and Work

Pandemic Flux and Work

Recently, I have been reflecting on the “Big Quit” that seems to be happening across many workplaces and documented in countless articles. Some of those reflections are described in my recent two-part blog on the New Rules for Hiring and Post Pandemic Retention. Originally I’d assumed the massive workplace turnover was due in part to so many people re-evaluating various aspects of their lives – including their jobs. But now I think there’s even more to it – pandemic flux. Plus, although counter-intuitive, pandemic flux is probably also fueling a desire for some people to continue to work remotely.

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New Rules for Hiring and Post Pandemic Retention (Part Two)

New Rules for Hiring and Post Pandemic Retention (Part Two)

In part one of this two-part series, I told you about the great spike in job turnovers in the spring and summer of 2021 and the challenges of pandemic retention. Well, there is more to the story. A March 2021 U.S. Census Bureau population survey found that 80% of those who have left the workforce since the COVID-19 pandemic began in early 2020 were women.

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Inadequate Inclusion – A Barrier to Returning to Work

Inadequate Inclusion – A Barrier to Returning to Work

Although many people are looking forward to returning to a physical workplace, others are quietly dreading a return to the workplace. In some cases, this dread is linked to a long and arduous commute. This kind of dread is understandable and easy to talk about. In this blog, however, I want to focus on the racialized dread that countless employees are quietly experiencing because of inadequate inclusion at work.

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Will Remote and Hybrid Work Hurt Your Career?

Will Remote and Hybrid Work Hurt Your Career?

Remote and hybrid work may be here to stay since many workers say they hope and/or plan to work from home once the pandemic is over – and employers are responding. The Business Development Bank of Canada (BDC) conducted a survey on the topic that found 74% of businesses plan to offer employees remote work after the pandemic. But how will this impact employees’ career mobility?

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Why Your Organization Needs a BIPOC Mentorship Program (Part Two)

Why Your Organization Needs a BIPOC Mentorship Program (Part Two)

In part one of this two-part series, we covered how a more diverse leadership team is a stronger team and how organizations who hire outside of the old-boys network will attract a larger pool of young, talented, highly-qualified candidates. In this blog, talk about your workplace reaping the rewards of mentoring your young BIPOC staff in a well-structured BIPOC mentorship program.

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Why Your Organization Needs a BIPOC Mentorship Program (Part 1)

Why Your Organization Needs a BIPOC Mentorship Program (Part 1)

Many organizations are grappling with diversity, equity, inclusion, anti-racism, and creating more inclusive workplace cultures. Some workplaces are also trying to integrate four generations of employees. This means we’re at an interesting point in time when it comes to leadership and leadership development in the workplace – and some progressive organizations are now (finally) contemplating BIPOC mentorship programs.

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