Coronavirus has had a devastating impact on the lives of millions of people and on the global economy. As we adjust to a ‘new normal’, our behaviours and habits will need to change. What will be the impact of these changes on the organisations and industries around us?
Read the thought leadership from our members below.
Charlotte Keefe is the Global Talent Programme Manager for Man Group and is responsible for ensuring there is a framework of Career, Development and Performance support available to all employees.
Following the decision in 2018 to introduce a talent function at Man Group, the last 20 months have been focused on putting in place a system of easy to navigate career and development support for all employees to help optimise our people performance. This includes a wide selection of programmes, initiatives and training opportunities and given the size of our company, we are able to adopt a highly personalised approach to talent management and identify what type of support is of most value to an individual.
In addition to joining the FT Women in Business Forum, we have introduced a number of internally led initiatives which are particularly beneficial for mid-career level women:
Mentoring: In 2019, we launched a firm wide programme where over 10% of employees volunteered to become a mentor. All mentors are briefed and provided guidance on how to commence, build and sustain a mentoring relationship. Mentees and mentors are proactively matched to ensure both parties benefit from the relationship.
Coaching: The talent team provide coaching support for critical talent, as well as running 1:1 Career Clinics to provide employees with the opportunity to have a confidential career conversation and explore specific goals or aspirations. They also have the opportunity to discuss any challenges they may be facing.
Support: Ultimately it is an employees’ responsibility to own and drive their career, but, we recognise the important role managers play in supporting their team’s goals and aspirations. In order to help them do this effectively, we have put in place a programme of support which includes a core curriculum of training aligned to our manager expectations. mentors are proactively matched to ensure both parties benefit from the relationship.
Staff networks: We launched Women at Man (WAM) in early 2019. Which consts of both members and allies, with the aim of improving the gender balance at Man Group. WAM has run a number of events including a negotiation workshop and a lunch & learn on the benefits of joining a board.
Women returners: To support those returning to work following a career break, we partnered with Women Returners who offer a tailored programme of coaching to support an effective reintegration back into corporate life.
January 2020
Charlotte Keefe is the Global Talent Programme Manager for Man Group and is responsible for ensuring there is a framework of Career, Development and Performance support available to all employees.
Following the decision in 2018 to introduce a talent function at Man Group, the last 20 months have been focused on putting in place a system of easy to navigate career and development support for all employees to help optimise our people performance. This includes a wide selection of programmes, initiatives and training opportunities and given the size of our company, we are able to adopt a highly personalised approach to talent management and identify what type of support is of most value to an individual.
In addition to joining the FT Women in Business Forum, we have introduced a number of internally led initiatives which are particularly beneficial for mid-career level women:
Mentoring: In 2019, we launched a firm wide programme where over 10% of employees volunteered to become a mentor. All mentors are briefed and provided guidance on how to commence, build and sustain a mentoring relationship. Mentees and mentors are proactively matched to ensure both parties benefit from the relationship.
Coaching: The talent team provide coaching support for critical talent, as well as running 1:1 Career Clinics to provide employees with the opportunity to have a confidential career conversation and explore specific goals or aspirations. They also have the opportunity to discuss any challenges they may be facing.
Support: Ultimately it is an employees’ responsibility to own and drive their career, but, we recognise the important role managers play in supporting their team’s goals and aspirations. In order to help them do this effectively, we have put in place a programme of support which includes a core curriculum of training aligned to our manager expectations. mentors are proactively matched to ensure both parties benefit from the relationship.
Staff networks: We launched Women at Man (WAM) in early 2019. Which consts of both members and allies, with the aim of improving the gender balance at Man Group. WAM has run a number of events including a negotiation workshop and a lunch & learn on the benefits of joining a board.
Women returners: To support those returning to work following a career break, we partnered with Women Returners who offer a tailored programme of coaching to support an effective reintegration back into corporate life.
January 2020
Charlotte Keefe is the Global Talent Programme Manager for Man Group and is responsible for ensuring there is a framework of Career, Development and Performance support available to all employees.
Following the decision in 2018 to introduce a talent function at Man Group, the last 20 months have been focused on putting in place a system of easy to navigate career and development support for all employees to help optimise our people performance. This includes a wide selection of programmes, initiatives and training opportunities and given the size of our company, we are able to adopt a highly personalised approach to talent management and identify what type of support is of most value to an individual.
In addition to joining the FT Women in Business Forum, we have introduced a number of internally led initiatives which are particularly beneficial for mid-career level women:
Mentoring: In 2019, we launched a firm wide programme where over 10% of employees volunteered to become a mentor. All mentors are briefed and provided guidance on how to commence, build and sustain a mentoring relationship. Mentees and mentors are proactively matched to ensure both parties benefit from the relationship.
Coaching: The talent team provide coaching support for critical talent, as well as running 1:1 Career Clinics to provide employees with the opportunity to have a confidential career conversation and explore specific goals or aspirations. They also have the opportunity to discuss any challenges they may be facing.
Support: Ultimately it is an employees’ responsibility to own and drive their career, but, we recognise the important role managers play in supporting their team’s goals and aspirations. In order to help them do this effectively, we have put in place a programme of support which includes a core curriculum of training aligned to our manager expectations. mentors are proactively matched to ensure both parties benefit from the relationship.
Staff networks: We launched Women at Man (WAM) in early 2019. Which consts of both members and allies, with the aim of improving the gender balance at Man Group. WAM has run a number of events including a negotiation workshop and a lunch & learn on the benefits of joining a board.
Women returners: To support those returning to work following a career break, we partnered with Women Returners who offer a tailored programme of coaching to support an effective reintegration back into corporate life.
January 2020
