HGinSight February

From the Editor

I am sure everyone is either noticing, directly experiencing, and for some, being negatively impacted by volatility in a number of systems. We are noticing it, evidenced by the significant body of executive search work we have on month after month across Australia and New Zealand.

Because we work across jurisdictions and systems sometimes we are the canary in the proverbial cage that something is not right. So what is going on?

Certainly there is a relentless performance and efficiency drive that also translates to pulling billions of dollars out of systems. Or in plain speak paying back the cost of covid. Then there is the rolling impact of the political cycle, in some instances resulting in significant policy, funding, structural and leadership changes.

But ask around and leaders will all tell you the true burning platform is the workforce stupid. Workforce retention. Workforce attraction. Workforce Development. Workforce Wellbeing

What I find most interesting is the rationale some leaders have for keeping the workforce development tap on. What I find most perplexing is the rationale some leaders have for turning it off. I won’t focus on the latter.

For those keeping the tap on they know investing in their workforce, at all levels, is mission critical to maintaining organisational capability and capacity to navigate the current environment. They also know this is going to be the new norm for the foreseeable future and that disinvesting, resulting in poor attraction and retention, is a race to the bottom.

On the matter of cost, they know the cost of recruiting to key leadership roles takes time, is expensive and impacts organisational momentum.? They do the math basically.

How are you approaching leadership development, a cost or an investment?

Until next time please enjoy great reading.

Paul Ingle

Chief Executive

HG New Zealand & HG Australia

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