Accountability is an inevitable part of the job. The more senior you go the more stakeholders get involved in this process, including those who you may only see rarely.

Each meeting of this type, and report to go with it, is wasted if only used once. It can be used in multiple ways with multiple audiences, including for ways which make your life as a senior leader easier.

Some public sector senior leader job descriptions are INSANE.

The perpetual time crunch is a very common issue.

Three key challenges are described here.

‘Gen Z solutions for leaders and organisations no.3. Regular and precise feedback. Recruitment, retention, motivation, engagement, training.’

Gen Z solutions for leaders and organisations no.2. Authenticity is key. If you want to recruit, retain and motivate the most able you must be who you say you are.

I enjoyed talking to Lucas Kemper from Haringey Education Partnership on the HEP Talks podcast.

Gen Z solutions for leaders and organisations no.1. If you want to recruit, retain and motivate the most able you need to be ultra-clear.

The final blog on Generation Z characteristics. For employers who are able to show what the future will look like for their employees there is much to build upon.

A key reason why diversity matters a great deal to Generation Z is because they are more diverse as a group. No.6 in a series of Gen Z key characteristics - diverse

Mental health is an issue which comes up over and over again with the leaders I work with, it is at the heart of the snowflake trope. It is an absolute red line for every Gen Zer I have spoken to. Not taking it seriously will only lead to keeping the revolving door moving. Key characteristic 5 - apprehensive

There may be plenty of jobs around. The same cannot be said of careers.

Gen Z is the generation which attended the secondary schools I led from 2006 to 2018. In recent years I have seen Generation Z described in ways I did not recognise, or appreciate.

This is the first of a series of blogs about them and their huge, as yet mostly untapped, potential to meet the challenges of today.

Here are 5 questions you need to consider

There are many possibilities for a workplace to become more equal, diverse and inclusive post-pandemic if an organisation chooses to pursue them.