In Crabwise: The Theatre of Leadership, Roffey Park Programme Director Ben Baginsky draws inspiration from Peter Brook’s seminal work The Empty Space to offer a refreshing perspective on leadership. Ben explores Brook’s four types of theatre—Deadly, Holy, Rough, and Immediate—and develops a framework for leadership to meet the complexities and challenges of today’s world. Rather than viewing leadership…
This paper looks at inclusive workplaces (IW) – organisations where people can be themselves, feel they belong and fully contribute. We want to find out more about the drivers and the barriers decision makers face as they attempt to shape more inclusive workplaces. We also explore the role of metrics, their potential and limitations, in…
Join us on a journey of love-infused leadership and unleash your full potential with ‘Leading From Love’ by Helena Clayton and Roffey Park Institute. What role does love play in leadership, and how could it transform our approaches in the workplace? These intriguing questions form the core of Helena Clayton’s white paper, ‘Leading From Love.’…
There is no question that building a workplace culture of gender balance and inclusivity is good for individuals, organisations and society. It is equally true that significant progress has been made to empower individuals from diverse backgrounds to achieve their full potential and thrive at work. In our latest whitepaper – Female Leadership in the…
Effective line management is central to the success of any organisation. But has it changed in our post-COVID world or are the principles of effective line management the same as ever? Using Roffey Park Institute’s network of training and development professionals, as well as its repository of prior research in this field, our latest white…
In the context of the global COVID-19 pandemic, the #MeToo movement and the economic crisis, organisations and their people have been battling extreme pressures over the last two years. From these challenges have come opportunities to have courageous conversations about what equality and fairness look like in the future of work; What changes need to…
Building resilience at work is about workplace and workforce There’s a tendency to think that organisational resilience is just the sum total of everyone’s personal resilience at work. That your people should have what one football manager described as ‘bouncebackability’. The belief that some people respond well to problems and stresses, and some people just…
At Roffey Park Institute we have been helping organisations with HR business partnering for many years. They have benefited from our experience of best practice for HR business partnering, our expertise in implementing the approach and in developing HRBP professionals, and our understanding of how to develop, implement and maintain an effective HR business partner…
This paper was the winning entry in the 2017 research competition. Written by Gervase Bushe, Professor of Leadership and Organization Development at the Beedie School of Business, Simon Fraser University in Vancouver, the paper explores the proposition that OD only thrives under specific change conditions and is particularly well suited to certain kinds of issues. It…
People skilled in specialist technical or professional areas are often wary of taking on leadership roles. Those technical experts that do take the plunge often find a lack of development opportunities limits their success. Looking beyond the stereotypes, this practical research report builds a fuller, evidence based understanding of an expert as leader. Whether you…
This paper was a finalist in the 2016 Research Competition and explores the topic of collaboration and what it actually means in practice and what it takes to be successful. The paper sets out to address this, uncover ways in which organisations might improve their collaboration, and shed light on behaviours that can get in…
Most of the studies on trust in organisations have taken a cross-sectional approach (snapshot view) and looked at it at a single point in time. However, trust is a dynamic phenomenon and cross-sectional studies of trust are inadequate to meaningfully capture changes in trust and understand how it fluctuates over time in response to events…
