Articles
Ingrid Covington meets Professor Herminia Ibarra to talk identity and transition across our working lives.
Powerful sponsors with specialist training and a deep commitment are needed to help propel women into senior roles.
Sponsorship is emerging as a valuable tool for increasing diversity in an organization’s senior ranks. In this piece, Herminia and Nana von Bernuth define a number of dos and don’ts that apply specifically to the use of sponsorship to help the careers of promising employees from under-represented groups, and to boost diversity at the executive level.
In part four of Sifted’s #FutureProofonCulture, some of the most common organisational culture questions are put to Herminia Ibarra.
The lockdown we all lived through created a period in which a lot of people had the opportunity to reflect on plans for a career change. But reflection alone doesn’t get people very far. Those who are mostly likely to act during this kind of period are those who actively engage in a three-part cycle of transition — one that consists of separation, liminality and reintegration.
Today, and even more so in the years ahead, we need leaders who can help transform their firms — so they become more agile, more innovative, more digitally savvy, more customer-centric, more inclusive, and more human.
Before this pandemic, research suggested women benefitted more from working from home than men. But there are three factors that indicate women are going to be at a disadvantage if we continue to work remotely.
By altering attitudes toward working from home (WFH), COVID-19 may have forever changed the way we work. According to a new MIT study, half of those who were employed before the pandemic are now working remotely.