JULY 2013.




Lynda Gratton has been selected for the long list of Most Influential HR Practitioners and Thinkers 2013. The final ranking will be revealed on 16 September 2013 at a ceremony in London.


We have a few seats left at our breakfast session on FoWlab jams on 8 August. Please contact Jayna Patel to inquire about an invitation.


Vote for Lynda Gratton in the highly recognised Thinkers50 ranking by clicking here.



We are fascinated by Dan Cable’s areas of research and the insights he generates. He focuses on cultural fit, talent management, the organisational entry process, incentive systems, and career success. We learn a lot from Dan’s work, and likewise we hope to inspire Dan with our research consortiums (Future of Work and Inclusion & Diversity).

Dan received his PhD from Cornell University, Ithaca, NY, in 1995 and was the Townsend Distinguished Professor of Management at University of North Carolina at Chapel Hill before joining London Business School as Professor of Organisational Behaviour where, since 2012, Dan has been Department Chair, Organisational Behaviour.

In this month’s Feature we are uncovering Dan’s work, and we recommend you read the article we refer to.


Lynda Gratton’s next book will be one of the management literature’s most exciting launches in 2014. Here is an excerpt of what you can look forward to:

To create a good future, I believe it is crucial that those who lead corporations become increasingly transparent about their actions and intentions, and see themselves as part of the wider world they inhabit. In other words, that they revise the subtle questions of what the role of the corporation could and should be.

To do this, there are indeed tough questions to be faced. What can be done to build the resilience and engagement of employees in a world of increasing stress and strain? How can a deep involvement and interest in the community be more than a PR exercise? What are the incentives and choices an executive team is faced with as it thinks about its corporate strategy? What is it legitimate for workers to expect from themselves, and what can and should be the expectation of those in the supply chain and corporate partners? Read More


Do you also find it challenging to find time monitor and to make sense of all the trends that impact on future of work? Are you also worried that you may be missing some important trends that are pivotal to your organisation’s ability to attract, retain and engage future talent? Watch this recent webinar in which Lynda Gratton talks about three important themes pertaining to the future of work that you will want to understand and advise your colleagues about.

As a member of the Future of Work Research Consortium, you will be involved with our research on these three themes and join a great group of companies that are keen to understand and prepare for the challenges of the future of work.

Contact Tina Schneidermann to find out how you can join the Future of Work Research Consortium.


In a recent blog post Lynda Gratton outlined five major gender related challenges - big questions – that still haven’t been addressed properly. In this article we want to draw your attention to the first two (What are organisations doing to change attitudes to fatherhood? and How can women operate in male dominated senior networks?) because we believe the likelihood of getting more women into senior positions depends on both men and women’s gender challenges being resolved. The two are so intricately linked, and until we understand how one impacts on the other, positively and negatively, we are unlikely to make significant progress.

Our Inclusion & Diversity Research Consortium is looking into the above amongst several other as of yet unresolved Diversity & Inclusion challenges. Interested in knowing more? Please contact Haniah Shaukat.

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