Events

For some time CPD (/CPE) has often been viewed by professionals – especially senior people – as a waste of their time. This has resulted in a tick-box exercise with limited impact. More professional bodies are therefore moving away from hours-based CPD (i.e. based on inputs) to encourage reflection and rapid impact. Real reflective learning is relevant, supports career development and has lasting benefits. It is impossible to mandate it. So how can it be encouraged?

Whether your metaphor is ladders, lattices or crazy paving, it’s important for organisations to communicate the kinds of work roles that are available, and what’s needed to reach them. In this virtual roundtable Sharon Peake from SABMiller kicked off the discussion by describing their career framework.

The UK ‘Brexit’ has reinforced the need for organisations to be agile in the face of change. But the need for resilience is a longer-term trend. In this virtual roundtable we discussed the market transformations that demand new ways of managing people and their careers.

In this discussion we debated the role of plans and planning in professional development.

This discussion explored latest thinking on new approaches to CPD and emerging ideas for the future.

In this roundtable we explored what it takes to build a compelling business led approach to career development.

In this roundtable call our provocateur argued that we need to shift the balance away from selection and towards development of talent. How? By equipping employees – especially emerging leaders - to learn faster and more effectively from daily experience.