Richard Martin’s Post

Read our past report, Implementing Systemwide Changes in the CSU, authored by Thad Nodine and Robert Gabriner. This report found that the Academy served as a catalyst in helping campus teams address resistance and take advantage of opportunities for substantive change through leadership, communications, and networking. As a result, the Academy appears to be well positioned, with additional supports and resources, to facilitate and deepen campus efforts to address long-standing issues such as equity. Read the report here: https://buff.ly/4bGPc2z 

it's important for leaders to get use to dealing with pushback, and building some resilience and relational networks to sustain the hurdles of mobilizing diversity, equity, inclusion, and justice work. #wokewednesdays with Seth Naicker sethnaicker@gmail.com If there is interest in reading more deeply, engage Seth Naicker's masters in organizational leadership @ https://lnkd.in/d_KjDa4c

In this week's leadership reflection, Ron McFarland shares this article about the value of corporate global responsibility: “How employees in multinational corporations can develop a sense of purpose and mission while leading their organization toward greater global social responsibility.” https://lnkd.in/gB3Pzfp9 coaching buttons . com

How does private equity address the need for a human capital strategy? Applied anthropologist and C-suite talent and leadership advisor, Cher Murphy partnered with our co-president, Matthew Mooney, to shed light on three imperatives that address the changing landscape of private equity's human capital strategy.  Read their combined insights and advice to our private equity community here.  https://lnkd.in/ezq2CrB2 #privateequity #humancapital #leadership #humancapitalstrategy

Yes, it really has to be a COLLECTIVE effort, otherwise it won't be effective or sustainable! We have to challenge societal and cultural norms and structures - and that means in our organisations too. We advocate discussions on cohesive leadership and inclusivity, for people of all genders, and we're helping businesses across the UK create more inclusive, fair and diverse environments, where everyone has a seat at the table. See how our coaching can help you to achieve this, whatever your industry: 🔥 flamingleadership.co.uk #DEI #diversityinleadership #equalityinleadership #flamingleadership #mondaymindset

An applied anthropologist and C-suite talent & leadership advisor, Cher Murphy, partnered with Matthew Mooney, to discuss three imperatives changing the landscape of private equity’s human capital strategy: 1️⃣ Leadership is more than just the individual. 2️⃣ Agility and talent development are not opposing forces. 3️⃣ Trust is foundational for building human capital strategy. Join the duo as they focus on the pressing question, "How does PE address the need for a human capital strategy?" 🔗 https://lnkd.in/ezq2CrB2

Increasing the Effectiveness of Leaders in Private Equity Beyond deal sourcing, due diligence, acquisition, and value creation, Private Equity professionals also understand the critical role of leadership in investment success. Effective leadership creates value, leadership failure destroys it. Conventional leadership recruitment methods have a high failure rate because they do not solve two significant challenges:  -- the diversity problem and  -- the performance problem. Doris Hofmeister, Partner at MU explores these issues and introduces a transformative solution tailored for the dynamic world of private equity in this article. https://lnkd.in/g-YwMgQN

In the realm of corporate leadership, CEOs often find themselves in unfamiliar territory when it comes to matters of human capital and corporate culture. It’s a predicament stemming from the fact that most CEOs don’t have an HR background. Consequently, they may grapple with intricate inquiries from board members regarding these vital aspects. https://lnkd.in/e6SKD8GB #strategicplanning

Who are we, and what are our values? At its core, ONYL is more than just a network—it's a vibrant community for young professionals within the Ontario Credit Union System. Our mission is clear: to motivate, develop, and collectively strengthen the system. In the realm of Credit Unions, talent and succession planning are universal challenges. ONYL is driven by a passion for retaining this valuable talent within Ontario Credit Unions. Our focus is on cultivating the leadership potential already present within our community, ensuring that young professionals don't need to seek support elsewhere. While Young Leader initiatives unfold nationwide, ONYL stands out by creating a dynamic space for collaboration. We believe that these initiatives, whether at the national, provincial, or organizational levels, can complement and enrich each other. Together, we're not just fostering leadership; we're shaping the future of the Ontario Credit Union landscape. Leave a comment below if you have a leadership group at your organization and share what they are doing to cultivate leadership. #CreditUnionLeadership #TalentRetention #collaboration

Yes, it really has to be a COLLECTIVE effort, otherwise it won't be effective or sustainable! We have to challenge societal and cultural norms and structures - and that means in our organisations too. We advocate discussions on cohesive leadership and inclusivity, for people of all genders, and we're helping businesses across the UK create more inclusive, fair and diverse environments, where everyone has a seat at the table. See how our coaching can help you to achieve this, whatever your industry: 🔥 flamingleadership.co.uk #DEI #diversityinleadership #equalityinleadership #flamingleadership #mondaymindset