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Helping Line Managers become successful Talent Managers...


Many of our readers are taking leave across the Summer, so we decided to revisit mentoring. A topic that has struck a chord with many of you over the last couple of years. I hope that you are enjoying your time off work or are about to! This blog is part one of three and it makes sense that the best and most insightful place to begin is defining what we mean by a mentor.

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Over the last 10 years or so we’ve grown used to stories of unethical corporate behaviours, from Enron’s accounting tricks to Oxfam turning a blind eye to the behaviour of its leaders in stricken countries.

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The population is falling, and talented people are said to be in short supply. We are also judged, in several studies, to be ageist. Yet, when people can and want to work for longer, surely the answer to any talent shortage is to

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Is it enough though to ensure you develop your team’s talents to the full? Not according to new research from the ILM. Their Trust Survey (2018) shows a worrying decline in trust of CEO’s, whilst line managers generally are considered trustworthy.

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As a manager, how often do you give feedback to your staff? Feedback is one of the most effective ways to improve performance and develop the talents of others, so if this is something you’ve ever felt hesitant about doing read our top tips below.

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