1 REPORT From in-house lawyer to business counsel A survey and discussion paper by Nabarro LLP
2 Contents 01 Foreword 02 Introduction 04 Key findings 05 The GC role today 09 Case study: Liz Kelly at Nationwide Building Society 10 The GC value pyramid 15 Case study: Iain Larkins, GC at Mercedes-Benz UK 16 Perceptions matter: Stuart Morton & Anna Ponton, Odgers Berndtson 17 How do GCs currently measure performance? 23 Case study: Chris Barnard, European GC at Coca-Cola 24 The value of performance measurement 25 Winning strategies for GCs: Bjarne Rugelsjøen 34 GC strategy map checklist 36 Conclusion 37 Methodology 37 About us
3 From in-house lawyer to business counsel Foreword Over the past year we have talked to many general counsel ( GCs ) and other senior in-house lawyers about their role and status, about the commercial value that in-house legal teams contribute to a company, and about how that value can be measured and expressed. This report concludes the first part of the exercise. We hope the wider community of GCs will now discuss these findings and the possible next steps. We will be hosting a series of meetings around the UK to consider questions raised by the report. We would also be delighted to talk to you personally if you are interested in the topic. Measuring value is often seen as a challenging process for an in-house legal team. There may be concerns about resourcing, the introduction of bureaucracy or inadequate returns. Our conversations with GCs and experts in the field suggest it need not be that way. Simple and practical approaches and systems can be introduced to clarify objectives, improve performance and measure value. Such tools should make it easier to run an in-house legal department, and may also make it simpler to identify areas in which GCs and other senior in-house lawyers can attain leadership. There is no single formula for measuring value. Business strategies, operational structures and cultures vary enormously and measurement has to reflect this. But there are common themes and obvious starting points. The concluding part of our report is what we call the GC strategy map, a generic checklist for GCs aiming to create and measure value. We hope you will find it useful. Jonathan Warne Partner T +44 (0) Peter Williamson Partner T +44 (0)
4 Introduction Has the time come for GCs and senior in-house lawyers to consider a fundamental rethink of their status, function and role? I don t think the business understands how we could demonstrate value. They very much understand that we are a cost, that we do provide return on investment and that our absence would mean things would be worse. I don t think they understand how to measure our value. This is something that is very much a focus for me at the moment, because we do believe we can measure ourselves and show our value. Our survey of GCs and other senior in-house lawyers (to whom we will refer collectively as GCs from now on) found that in-house legal teams no longer have to justify their existence. That battle has been won. But many told us that they struggle to be seen as anything other than business blockers. Relatively few senior managers believe their in-house legal function delivers significant economic value to the business. Instead, lawyers are often felt to be there only to make sure the commercial team do not mess up in other words, to avoid negative outcomes rather than to generate positive ones. Without action on the part of GCs, this is unlikely to change. At the moment few GCs hold a position in the upper tier of their company s strategic, managerial or planning functions. Most perform a quasi-risk management and legal management function, with little understanding in the business of how truly successful they are. Some are content with this. Others, who want to move up the business value pyramid, face a problem. They are confident of their worth, and they know they contribute commercially, but they don t have a way to show it. And in-house lawyers who cannot show that they add value to a business are unlikely to become strategically influential. We believe progress depends on a clear demonstration of both value and a real contribution to the business on terms derived from the business itself. This report sets out some metrics to align a GC s output with a business s commercial strategy and looks at how that output can be measured by reference to commercial success.
5 Inevitably, there are some significant hurdles to progress. For example: GCs themselves can GCs adapt and move out of their legal comfort zone? GCs employers can employers change their corporate perception of lawyers as risk-averse business blockers? Job description is the role and function of a traditional GC too narrow? Can it be changed to allow for greater opportunity for progression? Approach can GCs move away from an events-driven approach to performance and create a role that is proactive rather than reactive in approach? Measurement can GCs help themselves by setting value-based performance measures to align themselves with their businesses? If you are an in-house lawyer who wants to move up the value chain, we think you need to answer yes to each of those questions. Even if you are not, we feel much of this report may be relevant to you GCs who don t want to move to a more senior or commercial role may still need to demonstrate that the in-house legal department is value for money. Many of the findings in this report will be familiar to GCs, coming as they do from our discussions with the in-house legal community. Some of the solutions we suggest may not be so familiar; we hope you will nevertheless find them interesting and potentially valuable. You will have noted that the title of this report is From in-house lawyer to business counsel. We believe GCs who successfully align themselves to their businesses and demonstrate their value can truly become business counsel, as opposed to just lawyers who work in-house. It is quite difficult to persuade the business that it is a good thing for a lawyer to move into the commercial side. We are seen as being technical experts and it is therefore difficult to transition to a broader role. I really see myself in a commercial role already. I spend most of my time negotiating the commercial terms of deals. I probably pull the Companies Act out of the cupboard about twice a year!
6 Key findings Lawyers and CEOs differ in assessing the contribution that the in-house legal team makes to a company. Nearly 40 per cent of lawyers felt the in-house team made a very strong contribution last year. Only 14 per cent of CEOs felt the same. Nearly one GC in seven felt it was not particularly important that the in-house legal team should add commercial value to the business. None of the CEOs we talked to agreed. Most lawyers and CEOs, 86 per cent and 85 per cent respectively, thought it was quite easy or very easy for inhouse lawyers to contribute commercially. Only one-third of in-house legal teams currently operate in the top half of the value pyramid (see page 10). But nearly half of the GCs we talked to want to be in the top half by 2015, with over a quarter aiming for the top quarter of the pyramid. CEOs tend to be sceptical about whether GCs can reach the top of the pyramid. We believe performance and value measurement will be crucial for GCs seeking to move up the value pyramid, and will be increasingly important for others as well. Only one-third of GCs currently have a formal performance measurement system. Nearly all the in-house lawyers who do measure performance find their metrics either quite effective or very effective. Many GCs who are interested in the idea of performance measurement struggle to define the commercial value added by their teams, and find it difficult to create a measurement system suitable for an in-house legal function.
7 From in-house lawyer to business counsel The GC role today Our GC sample ranged from someone with a team of 250 to someone who was the only lawyer in a company. Yet the motives and rewards for GCs appear to be similar across the board. Most of those we talked to said they had moved in-house to gain greater commercial insight, to see the impact of their work or to have a more generalist role. Usually they were fulfilled in their jobs. A quarter even felt the in-house path had exceeded their expectations. Nearly all the rest said it had met their expectations. Only a small number (five per cent) felt the role had fallen short of their expectations. Most of the GCs we talked to believe their job gives them the greatest commercial influence that a lawyer can have, although a few feel that the role is limited and their commercial decision-making ability is capped. Some want to move into a more overtly commercial role. Others feel that the system holds them back. Some are actually happy with the status quo. I definitely prefer in-house, mostly because you actually see the result of the advice you give. I had a massive breakthrough the other day when someone said they kept forgetting that I was a lawyer. I took this as a massive compliment. The thing that immediately struck me about moving in-house is that I actually got to do some decent work. New recruits today still say the same thing to me.
8 The way I look at it is that the business people go away and create a deal which is a bit like a bucket with a load of holes in it [ ] where the lawyers add value is that they are very good at spotting all the holes and helping fill them in. I think that s where an awful lot of value is added, but it s very difficult to measure because it s quite difficult to benchmark back to what the original deal was. What do GCs do? The GCs we spoke to said they do a great variety of things. The most common answers included: company secretarial work managing external counsel acting as a cheap alternative to external counsel drafting and negotiating commercial terms dealing with employment issues giving compliance advice and training identifying and avoiding risk structuring deals managing brands managing disputes Some were involved in specific strategic activities, such as mergers and disposals, or were involved in industry-specific activities, such as structuring investment products. But the question to which we sought an answer was: what value is placed on the GC s contribution? The answers, as the chart below shows, were mixed. Most GCs and CEOs felt that the in-house legal function had made a contribution to the commercial value of their company over the past year. The lawyers had a more positive view of their contribution than CEOs. Nearly 40 per cent of the lawyers felt the in-house team had made a very strong contribution. Only 14 per cent of CEOs felt the same. HOW IMPORTANT IS IT THAT GCs SHOULd add value? We also asked GCs how important it is to the senior management that their legal team adds economic value to the business. No one thought it was not important at all, but 14 per cent felt it was not particularly important. None of the CEOs we talked to shared that view, with all feeling that it was at least quite important. Why might some in-house lawyers not think it important to add economic value? In the words of one of our interviewees: I do not think it is our job to have a commercial impact. We are here to be legal advisers not business people tasked with making money. Our role is to advise and to mitigate risk. What has been the contribution of the in-house legal function to the commercial value of the company in the past year? Not strong Quite strong Very strong Lawyers CEOs
9 From in-house lawyer to business counsel How easy is it for GCs TO CONTRIBUTE COMMERCIALLy? Lawyers and Ceos had a uniform view of how easy it was for in-house lawyers to contribute commercially. Among the lawyers, 35 per cent thought it was very easy, 51 per cent thought it was quite easy and 14 per cent thought it was not very easy. Among the CEOs, 31 per cent thought it was very easy, 54 per cent thought it was quite easy and 15 per cent thought it was not easy. No one thought it was impossible. WHAT ARE THE BARRIERS TO PROGRESS? A number of respondents felt that traditional perceptions of lawyers were holding them back (with some adding that those traditional perceptions are sometimes justified). One said that progress required the willingness of the business people to accept commercial judgment from a legal function and the willingness of those within the legal function to move outside their comfort zone and express views on and make commercial judgments. Many others felt that the possibly related tendency of other teams in the company to involve them only near the end of a transaction made it much harder for them to contribute. Perhaps the most telling observation was that it is easier to add value in some industries and circumstances than others. One GC observed that being in a company where regulatory concerns are a major issue makes it easier for a lawyer to make a commercial contribution. Another described a situation in a large company where the head of legal is head of business development and has been the key architect of the company s recent big-ticket deals. One respondent has worked in his organisation for two decades and is clearly a trusted member of the senior management team. But the situation for most lawyers is different. As one said: it is quite easy for the lawyers to contribute but I don t think it is always easy for the business to see what the lawyers are contributing. HOW WILL GCs MAKE AN IMPACT IN THE NExt few years? GCs tended to think the main opportunities for the in-house legal function to make a major commercial impact over the next two or three years lay either in possible major strategic transactions (M&A, JVs, IPOs) or in dealing with the impact of regulation. The implication is that these GCs rely on external drivers to help them make a high profile commercial contribution. Others felt opportunities would come from being more involved in commercial decisions, managing their panel firms better, preventing litigation or even just carrying on what we re doing now. Traditionally it has been all too common for the in-house function to be seen as a blocker, the people who say no you can t do that, and therefore the business has not consulted the lawyers unless absolutely necessary. It is essential to lift that perception and show that the legal function can add value and find the right solution, and is not simply going to say no you can t do it, and will work as part of a team to find the right solution. How important is it to senior management that the legal function adds economic value? Not very important Quite important Very important Lawyers CEOs
11 From in-house lawyer to business counsel Case study Liz Kelly at Nationwide Building Society The past three years have been momentous for financial services organisations. Liz Kelly, GC at Nationwide Building Society, the UK s largest building society, has found herself developing a framework for a whole new legal landscape, where keeping pace with emerging rules and their unprecedented impact on the business is tough. Lobbying and responding to public consultations is another big challenge. This climate may make the in-house legal team increasingly important, yet the risk also increases of lawyers being seen as consummate box-tickers. Kelly is keen to dispel stereotypes of the highly technical, risk-averse lawyer. In her seven years at Nationwide she has helped to drive considerable change in her department. We ve moved away from the traditional legal department model with clocking in and out and the lawyers who knew their stuff but were giving non-committal, legalistic advice. Now, we have employed young and enthusiastic lawyers who will challenge and who are commercial and ambitious. The team has even developed a motto, Partnering Business Success, to emphasise their commitment to integrating with the business to achieve corporate objectives. In the past, says Kelly, the legal department might have been perceived as being a backwater. We have had to work hard to raise our profile. Kelly is a great supporter of measurement and feedback. I believe if you don t measure it doesn t get done. Team members who complete a project are encouraged to circulate e-feedback forms across the business seeking views on the quality of their service. Each team has a target of three responses per quarter. Kelly explains: This was a change in mindset for some lawyers who had a natural aversion to seeking any kind of feedback. However, it is now being delivered because staff can see the benefits of really knowing where they and Group Legal stand. But, she warns, any measurement must be flexible enough to adapt to changes in the business. Informal feedback is regularly sought as well, and Kelly is experimenting with industry benchmarking, believing that you can always learn from others even if it is just in one area. She adds that in-house lawyers don t have the private practice opportunity to work with different clients and share best practice. We now ask our panel law firms if we can talk to their other clients, especially in other regulated industries. We did this recently and it was invaluable. Kelly believes that lawyers who want to perform exceptionally need to hone their soft skills. She coaches junior team members to have the right approach from the outset, challenging them to prepare for the moment when they are stuck in a lift with the CEO and need to maximise that opportunity by talking about a situation where they have added value to the business. Being a lawyer is not enough their technical competence is a given in senior level communications. They also need to understand workplace politics, how to get things done and how best to manage and motivate others. And for Kelly, it is important that they can deliver a persuasive, commercial and articulate opinion with impact. If you can nurture this combination of skills then you re well on the way to becoming a credible business person with the ear of senior management, rather than being viewed as just a lawyer.
12 The GC value pyramid We presented our interviewees with the concept of a value pyramid for the inhouse legal function. This divides tasks into four levels, according to the value they provide for the business. Level 1 involves tasks with the greatest strategic value to the business. The tasks in the bottom level (Level 4), while essential, are felt to be bread and butter work. Increase in perceived value Level 1 Level 2 Level 3 Level 4 Strategic business planning Change and process management Introducing commercial opportunities Board influence Complex problem solving Lead negotiator on significant deals / contracts Crisis management Risk mitigation / planning Influencing business stakeholders Developing teams Leading external advisors Getting the job done Providing legal solutions to business issues: compliance / regulation Working with stakeholders None of our interviewees disagreed fundamentally with the concept of the value pyramid, although some were unsure about what task fitted in what level. This uncertainty was mainly due to differences in the scope of the GC role between companies. A few interviewees also felt that not all elements of the pyramid were relevant: I can only comment on the third level as none of the other levels applies to us in the particular way our legal department works in this organisation. DO GCs WANT TO OPERATE IN THE TOP TIER? Our interviewees have great ambitions for taking the legal function to the top of the value pyramid. But at the moment most of them have a long way to go. Only
13 From in-house lawyer to business counsel three per cent felt they were operating in the top level. Just over one-third felt they had reached the second highest level. That leaves most GCs in the bottom half of the pyramid, with 38 per cent still operating exclusively in the bottom level. We asked GCs whether in five years time they see themselves delivering greater value. As can be seen from the diagrams below, 29 per cent expect to be performing tasks at the top level by 2015 compared with three per cent currently Level 1 3% Level 1 29% Level 2 34% Level 2 47% Level 3 62% Level 3 79% 100% 100% Level 4 Level 4 Clearly this is an area in which more research is needed but, if our GC sample is an accurate indicator, we may see an increasingly clear division among GCs, with roughly half involved in complex high value work and half staying in more traditional roles. While it is difficult to say with certainty why those stay in that lower half, it may be due to the nature of the business in which they operate or it may because of their personal desires.
14 We were involved in an M&A deal recently where I saw an opportunity to get involved in a capital markets transaction. This generated value based on the probability of the M&A deal coming off. We ended up doing this and I think it probably made the company about $20m. Making money? Most of our interviewees could not see areas where the legal function might make money for the business, an activity we included speculatively at the top level of the pyramid. Most felt the legal function was more about saving money than earning it. One said that too much of a mandate to create value could be seen to compromise the degree of independence necessary in an in-house legal team, a position shared by several others. Some interviewees offered ways in which they did make money for their companies, although not all related to tasks we have identified as belonging to the top level of the pyramid: Exploiting intellectual property rights. Aggressively litigating to enforce rights. Billing for services provided to group companies. Identifying areas of the business that can profitably be restructured. Working with a property company s potential tenants especially smaller, start-up tenants. By recovering funds from clients delaying payment (one in-house team said it had made 5m for the business in a year from this), or identifying funds for recovery.
15 From in-house lawyer to business counsel Barriers to creating value Are our interviewees over-optimistic about reaching the top level of the value pyramid? There will certainly be obstacles to their progress. To take a few of the most obvious: Routine tasks at the bottom level of the pyramid will still need to be performed and these need to be resourced effectively and efficiently. Many lawyers are perceived to lack the behavioural characteristics of first-level commercial performance. Even if they have such leadership characteristics, they need to win the trust of various stakeholders. For lawyers aspiring to the top of the pyramid, board-level influence will be critical. Many of the CEOs we spoke to were sceptical about whether GCs could make it to the top of the pyramid. As one put it: the tasks in the two top levels are nothing to do with being a lawyer, those are tasks for business people to perform. If you ask me if lawyers make good business managers, I would say no. Our merger would be an example of where I was working at the top of the pyramid. I led the deal itself and looked at how the two businesses fitted together, both strategically and from a legal/regulatory perspective. If we could outsource the bottom two levels it would leave more time to focus on the higher value levels of tasks.
17 From in-house lawyer to business counsel Case study Iain Larkins, GC at Mercedes-Benz UK Most GCs are deeply involved in the business of their employer. But legal functions have to work harder at maintaining that perception than other business functions. I am particularly conscious of the stereotype that lawyers are programmed to campaign against profit. The legal team at Mercedes-Benz understand the importance of being business enablers rather than just focusing on the risks. Our strap-line is Maximising Opportunities and Minimising Risks. We will sometimes advise the business to take more risk in a particular area. But all legal functions need to have the courage to stop a project in extreme situations. We are interested in the concept of performance measurement and setting KPIs [key performance indicators], but there is no mandatory measurement of the legal function s performance beyond budget adherence, compliance and individual appraisals. I think this is pretty standard for the in-house profession. However, regardless of whether legal teams are currently under pressure to demonstrate value, I believe a day will come when this is needed. The more enlightened general counsel will not wait for their seniors to require legal department metrics. There are other reasons to have metrics in the legal function. I am confident that my team offers an excellent service, but we will not know what areas need our attention if we are not measuring. So we are implementing KPIs to measure our performance. One area that has already been implemented and has demonstrated its value is within our training programmes. We measure the percentage of people that have attended against a defined target and a percentage of satisfaction against target. Our measurements proved that, whilst satisfaction ratings have always been high, our attendance percentage was poor. By tracking this we have implemented a series of measures and within a year we have almost hit our target. We are also looking at surveying perceptions of all support functions in the business, whereby we would ask the remainder of the business does this function enable you to do business? A relative scoring would be very helpful and would create healthy competition around service delivery. And we are interested in bringing in targets around the volume of commercial contracts dealt with, speed of turnaround and outcome. We aim eventually to create team and individual scorecards. It s critical to consider the impact of introducing onerous KPIs on team members. Individuals could meet a performance target but still not do what you want them to do or it could miss some of the value they add. Unless a performance measurement programme is rolled out and implemented well, there could be resistance and damaged morale. Sophisticated change management is required to achieve buy in and compliance from the different personality types in a team. There will be some subjectivity in measuring performance, and it is helpful and possible but not easy to capture the nuances of how someone does their job.
18 Perceptions matter Stuart Morton & Anna Ponton Odgers Berndtson (Board level international executive recruitment solutions) The holy grail of in-house practice has long been the demonstration of value. Being seen as a critical business partner is now the defining characteristic of success. However, this needs a complex matrix of skills it is this that defines the real leaders of the in-house profession. Communication Most legal departments already add significant value, but fewer GCs are active in publicising it. There is little point in climbing the value pyramid unless key people know you have made it to the top and how you have contributed along the way. This involves developing measures of success and evidence of impact on the bottom line. Most companies now have more mechanisms than ever to publish success: the intranet, internal newsletters, strategy away days etc. The most adept GCs also have a ready fund of anecdote to show that their value is real and that their teams are not cost centres or obstacles to be manoeuvred round. Alignment to the business The most effective GCs make huge strides to understand the goals, drivers and realities of the business they advise. They make strenuous efforts to spot the pressure points and identify where legal input can enhance the business proposition. This not only creates mutual understanding, but raises profile and the perception of value. Commerciality A successful GC is never a lawyer s lawyer, but provides practical, workable solutions delivered in an authoritative and timely manner appropriate to the commercial context. The strategic business partner who is alive to innovation is always sought after. Judgment, integrity and discretion Being a trusted adviser and a reliable sounding board are key attributes. The chairman, the CEO and the executive and non-executive directors all from time to time have slightly different needs. The GC must have an excellent antenna for disquiet and the discretion to handle sensitive situations with a deft touch. But being the conscience of the company is not sufficient. Agility in finding solutions and the readiness to act decisively are the defining characteristics of excellence. Leadership and management ability Being a respected leader requires charisma and presence, setting a clear direction, building cohesion and a sense of purpose. These skills are not always part of a lawyer s make-up, but successful business people have usually risen to their positions because they do have these skills. They respect strong leaders and more readily accept them as key influencers and contributors to the strategic debate. Inspirational leaders also retain their staff, always a challenge in an in-house department with scant resource and little room for promotion opportunity. Relationship management GCs must manage relationships with law firms and secure added-value packages, as well as more advantageous rates. However, in these days of increased regulation, with the ever higher profile of legislative and reputational risk and corporate responsibility, the best GCs also have a positive involvement with other stakeholders acting, for example, as ambassadors for the company s stance on competition or environmental issues.
19 From in-house lawyer to business counsel How do GCs currently measure performance? To climb the value pyramid, GCs need to show more clearly how they add value. But to do this they have to be able to measure what they do, and lawyers as a whole have not rushed to embrace performance measurement. Only 32 per cent of the GCs we surveyed use formal performance measurements and fewer than half of these were directly involved in creating the measurements they use. However, nearly everyone who had metrics in place thought they were either quite effective or very effective Percentage of mentions Objective setting 14 Legal cost-cutting 11 Effective budgeting 6 6 Activityrelated metrics Performance reporting 3 Companywide KPIs The metrics which our sample use currently are fairly basic, and mostly of the hard variety. For example, nearly all the GCs using performance metrics have budgeting or cost-cutting, or both, as a measure. Others measure against purely personal objectives. So which themes are in-house lawyers currently measuring performance around? SPENDING Effective budgeting is a standard way of controlling and measuring legal spend. As one interviewee said: We have a budget and you have to make sure that you are within the budget, which isn t particularly stressful. But simply looking at the level of legal spend may be a misleading approach. As one GC noted, its fluctuations may be based on group activity rather than the performance of the legal team. SAVING Some GCs measure money saved by calculating what the work done inhouse would have cost had an external firm been used. This is quite a passive criterion, and may give misleading results when seen in isolation, but again has the attraction of being easy to calculate. We have a company-wide appraisal and objective setting system, which we are part of, although because lots of our work is reactive this is sometimes difficult to handle. For example, we didn t know in December 2008 that we would have a rights issue this year. I have kept us out of court and I have controlled external legal costs. I have provided business-focused advice to the team. How can you define that on a scale of 1 to 10? HR have, on a few occasions, tried to give me more measurable targets. But I ve always kind of shied away from that. I find it almost impossible.
20 Unless a person you re delivering a service to has some sort of knowledge of the law, or understands the difficulties with which you are grappling, they don t know whether you ve done a good, bad or indifferent job. You can lose a case, for instance, but have done a fantastic job. Rather than KPIs, it tends to work through an ad-hoc or less formal basis; often it can be, how do people feel how it is going. However hard you try to make it different it can be based on what people s latest experiences are rather than a more rigorous thing over a longer period of time. OPERATIONS Activity is often seen as a useful measure of performance, being inherently quantifiable. Typical operational measures include the speed of work and, in some cases, volume (although some GCs felt the key measure was the absence of problems in particular, the absence of litigation). It is noticeable that such measures apply almost exclusively to activity at the bottom (fourth) level of the value pyramid. DISPUTES We are usually defending claims rather than making them. The success is measured in terms of how few we get, the relative settlement value versus the claim value, and the cost involved in the resolution. MISSION, vision AND VALUES Hardly any GCs we spoke to are measured on company-wide objectives. This is surprising, not least because about half our sample use measures developed outside the legal department (by a variety of corporate officers, ranging from the HR department through various senior managers to the CEO). INFORMAL FEEDBACK Some lawyers without formal performance metrics felt they were still able to demonstrate the value of the legal function to the business. Often this came from informal feedback. Also, the extent to which trusted partnerships with the business exist is measured by the perceived willingness of managers to involve the legal team in business meetings or decisions. It is clear that many lawyers are wary of the perceived bureaucracy and difficulty involved in performance measurement. They don t want to see more (or in some cases any) measurement, arguing that there are only so many hours in the day. But there is some suggestion that the use of key performance indicators ( KPIs ) may be increasing anyway. A number of interviewees said things like we re looking at all aspects of how we run the business, so it is possible that the performance assessment processes and procedures will get looked at.
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Not every cloud has a silver lining Arlene Adams (Founder & CEO of Peppermint Technology) Arlene Adams pulls on her experience to offer some simple steps for legal providers considering cloud computing.
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Volunteer Managers National Occupational Standards Contents 00 Forward 00 Section 1 Introduction 00 Who are these standards for? 00 Why should you use them? 00 How can you use them? 00 What s in a Standard?
Internal Mediation Services Surrey County Council in partnership with South East Employers Introduction and Summary Surrey County Council s cultural strategy is clear it wants to create a coaching culture
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Coaching: bringing out the best Opinion piece Philip Brew Coaching: bringing out the best Philip Brew 1/6 Organisations need fully functioning human beings In today s demanding and complex environments,
superior service / feb 2014 EMPLOYEE ENGAGEMENT Five best practices for protecting and investing in your most prized corporate asset: Your employees! By Eli Federman, Customer Service Simplified Pipeline
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Scrum Is Not Just for Software A real-life application of Scrum outside IT. Robbie Mac Iver 2/9/2009. Agile methods like Scrum can be applied to any project effort to deliver improved results in ever evolving
The Emotional Economy at Work White Paper Series: Paper 400: Selecting & Working with Emotional Engagement Performance Metrics Jeremy Scrivens This paper is dedicated to my highly rational but emotionally
Becoming Agile: a getting started guide for Agile project management in Marketing, Customer Service, HR and other business teams. Agile for Business www.agilefluent.com Summary The success of Agile project
A guide to strategic human resource planning By Workinfo.com, www.workinfo.com 1. Introduction A comprehensive Human Resource Strategy plays a vital role in the achievement of an organisation's overall
Which of these come easily to you now, and which do you need to work on? Helping others to rise to the challenge I do these aspects easily and well WORKSHEET 1 (page 10 of Practitioner) Skills of a change
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Talent management demystified A white paper that explains the principles behind organisational talent management, its link to succession planning and the latest thinking in developing an effective strategy
Proving the Value: Getting Internal Buy-In for a Knowledge Base Ask business leaders in almost any industry what their biggest challenges are as their organizations grow, and the answer will almost always
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Workforce Development Pathway 8 Supervision, Mentoring & Coaching A recovery-oriented service allows the opportunity for staff to explore and learn directly from the wisdom and experience of others. What
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Metrics by design A practical approach to measuring internal audit performance September 2014 At a glance Expectations of Internal Audit are rising. Regulatory pressure is increasing. Budgets are tightening.
Finance Transformed Changing the focus Finance Business Partnering Contents Out of the shadows of the back office 1 Striking the right balance in finance 2 Finance finds multiple barriers to becoming a
Level4 Civil Service Competency Framework 2012-2017 About this framework We are introducing a new competency framework to support the Civil Service Reform Plan and the new performance management system.
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Bath Consultancy Group www.bathconsultancygroup.com Making the move to HR business partnering really work Bath Consultancy Group 11 Kelso Place, Upper Bristol Road, Bath BA1 3AU Main Office: +44 (0)1225
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WEEK SIX Performance Management Performance Management: objective-setting and systematic performance review Monitoring Performance: control/monitoring systems, absence control and the design of disciplinary