All Discussions

Does anyone have any experience they can share of introducing a Resource Management system and/or Resource Manager to their firms? Interested in learnings, how it was approached, feedback etc.

Thank you!

What is parental burnout? How is career progression affected by parenthood? How can we help our colleagues and employees after maternity/parental leave? How can we manage the return to the office while balancing family obligations?  - these are just some of the questions we looked at in todays Insight Session into Parental Burnout.

This was the third session of this type that we have held with BlueSky, (and we were also joined by BrightHorizons this time) and we know on each call that you, the audience, have a lot to say, and share, so we would like to provide this space to continue that conversation.

Some questions to start you off-

• What are your experiences of juggling parenthood and work?
• How have you been supported?
• What has worked well?
• What do you wish there was more of/less of?
• What do you wish your colleagues/managers understood?

Or, of course, don't feel you need to stick to our questions -  you can discuss any aspect you choose, either here or in a separate thread of your own making!

You can view the recording here.

High performing professionals in a variety of sectors often experience mental ill health, stress, anxiety and depression, but can also experience a reluctance to seek support. As their colleagues and friends, we of course want to encourage them to get help. However, this isn’t always easy; we may not know how to approach the subject, and our attempts can even backfire. The distorted thinking caused by depression often makes accessing support seem pointless, or likely to cause them more problems than just carrying on “as normal”.

Dr. Jason T. Siegel has developed a science-based approach to this - looking at what does and doesn’t work, and importantly - why.

You can view the recording here along with the slides.

We know that a change of leadership can often be a difficult time to maintain focus and engagement with MBC. Sometimes the former leader may have been the primary sponsor of your MBC membership and work and a new leader might have other priorities and/or want to be seen to be setting their own agenda. This is obviously particularly a risk with longer standing members. We are keen to understand how to manage this and to support members with it. We’d love to hear from MBC Leads who either are facing this challenge or have successfully managed a transition of this kind and would be willing to share their learnings.

Let us know below how you have experienced change like this and how you feel it has/or could impact your firms MBC journey.

Yesterday we had a great Insight Session with Steve from Harmeston, looking at how we can use the MBC in a comprehensive framework to project manage with third parties.

We know that often speaking to third parties about working in an MBC fashion can feel quite daunting - and we think this example from Harmeston is a great way to go about it.

You can view the recording here and if you want to see the slides, you can do so here.

Let us know your thoughts below, and if you have any ideas or examples of how you have built the MBC into the processes you use with third parties, we would love to hear them!