The Untethered Career

Today’s blog post is by 10Eighty CEO and Founder Michael Moran. He has a passion for helping people maximise their potential and believes everyone should have job Michael Moransatisfaction and a successful career and helps organisations design jobs and career paths that maximise employee engagement. 

The job for life is no more and employers no longer own their employees and control their careers. Instead employees choose to lend themselves to companies as it suits them, to undertake work that interests them; the theme is around untethering and providing an employee experience that is attractive to this agile and mobile workforce.

At the recent FuelX conference Josh Bersin talked about his research on today’s economy and the new world of work, touching on the increasingly noticeable crisis in productivity, engagement and trust, and exploring best-practice strategies that organisations can implement to address this crisis. He explains that “companies aren’t companies anymore. They’re a collection of individuals.”

The evolving business environment means organisations need to redesign work so people can progress regardless of their current role or place in the hierarchy. In a future likely to be dominated by robotics, AI, and other forms of automation, jobs won’t disappear but they will change and as result there will massive opportunities for those who are prepared.

Learning for earning

Bersin says the growth drivers of the future are learning and engagement. We’ve been talking about engagement for a long time and some employers still don’t seem to get it. Employees who work on flexible contracts, who are freelance, agile and mobile will work where they choose to work and if you don’t provide an attractive environment, collaborative culture and engagement employment experience the good people will choose to work elsewhere, very likely with your competitors.

“The learning curve is the earning curve” says Bersin and reiterates what research has been telling us that the primary requirement of younger workers in development opportunities. In a world of work that calls for complex and hybrid skillsets you have to be ready for the fact that workers will decide where they want to work and find somewhere that provides them with the learning opportunities and options that will fulfil their aspirations. In fact, Bersin looked at Glassdoor ratings and his analysis shows that “career opportunities” are twice as important (measured through correlation) as compensation in predicting whether or not an employee would recommend your company as a great place to work.

It is worth checking out Reid Hoffman’s book the Alliance. He makes the case that today it is the employer’s responsibility to make their employees more employable, and that employability probably means they will at some point end the alliance.

Employee experience

The workforce is intrinsically linked to business growth, agility and innovation. This means that when you think about the “employee experience”, you have to” think about how to stop interrupting people and think about how to make their work easier, more productive, and more meaningful.” This means empowering employees to make their own decisions related to their work and letting them design their own way of working.

Whilst not subscribing to the views of Jacob Moran’s recent podcast guest Cal Newport that employees need to be untethered from all distractions in order that they can focus on key tasks, he does have a point. Does your HR process free up people to do their work, or do you just get in the way! So what should HR/LD be doing to free up people to do their best work.

Our recommendations for those in HR, L&D and leadership in general are:

  • Coach team members
  • Invest in quality on-boarding and career development
  • Reward workers for helping others in their jobs
  • Build a self-directed learning experience at work

The “employee experience” really matters in the current environment. If your organisation is not respected, well rated on social media platforms, and seen as a good place to work, they you are likely to find it harder to attract talent. Those with in-demand skills are able to move around at will and they will move to the workplace that serves their needs.

At 10Eighty we believe that people go to work to be part of something bigger than themselves; they want to be part of something meaningful, to contribute and to help others.

Posted in Employee engagement, Homepage, Uncategorized

Love Your Career

Today’s blog post is by 10Eighty CEO and Founder Michael Moran. He has a passion for helping people maximise their potential and believes everyone should have job Michael Moransatisfaction and a successful career and helps organisations design jobs and career paths that maximise employee engagement. 

Love is in the air, early February, almost Valentine’s Day. At 10Eighty we’ll use any excuse for a celebration; Valentine’s Day is good because it involves both chocolate and flowers, we love both, though we’d always choose purple flowers and champagne!

At 10Eighty we believe it is possible for everyone to enjoy their job, find meaning and fulfilment in their career.

So here’s a great quote, not from a management guru, but from the author Maya Angelou: “You can only become truly accomplished at something you love. Don’t make money your goal. Instead pursue the things you love doing and then do them so well that people can’t take their eyes off of you.”


Enjoying what you do

We know that levels of engagement and productivity at work are poor; from blue collar workers to professionals, we see reports about dissatisfaction at work. Many people feel undervalued, treading water at work where they have too many meaningless projects and rarely encounter work they enjoy.

Staying in a job you dislike, that you find frustrating and disheartening, takes a toll. It’s not always easy to make the change, if you have commitments and bills to pay, then you have to take an adult and responsible attitude. But, and it’s a big but, if you are in a job that doesn’t engage you then no matter how much effort are you putting in, it’s never going to be rewarding and it’s highly likely your performance will be no more than average. Who wants to be average? You are wasting your potential.

In an ideal world you should be working with your manager and colleagues and doing what you can to rewrite your job description, says Thomas Calvard, lecturer in human resource management at the University of Edinburgh. It may be that your manager doesn’t really know you are dissatisfied and it may be that there are things that could be done to sculpt the job that would help both you and your employer. A redefinition of your job could make it more rewarding and engaging.

Career management

Happiness at work is its own reward. Employers want people who are keen to learn, want to find things out and how things work, eager to try new things, not afraid to ask questions and take a risk sometimes; people who will pick up the ball and run with it. We want to work with people who are passionate and engaged, who put their all into performance and productivity, it makes for better culture in terms of collaboration and creativity, it’s good for the team. It makes work fun.

So act, don’t just wish things would change. Each of us is responsible for our own career management and it’s important to plan for development and growth. Career planning and lifelong learning are key to success in the current business environment, no matter what sector you work in. We implore employers to be more aligned with their employees and to address the real needs and aspirations of their people.

So, go for it, loving your job is positively correlated with things like job satisfaction and engagement (Bygrave, 2011), happiness at work matters.

So this Valentine’s day, why not spend some time thinking about how you can love your job more, before hitting the champagne and chocolates?

Feel the love.

Posted in Uncategorized

Happy Chinese New Year

Today’s author is Liz Sebag-Montefiore, 10Eighty’s Founding Director who has provided HR solutions to a wide range of industries since 2005,Liz Sebag-Montefiore
working with numerous firms to understand their needs and is a great believer in the power and intelligence of networking.

The Chinese New Year will be celebrated all over the globe as it starts today and continues right through to 25th February.

This year, is the year of Pig. Pigs are the twelfth sign in the zodiac and are seen as independent, sincere, loyal and decisive, who aren’t afraid of difficulties in life.

New Year goals

We know that by this time in February many of us are already giving up on the resolutions we set ourselves at the start of the year. At 10Eighty, we see the Chinese New Year as a time to reflect and reboot the resolutions and career goals we made at the beginning of 2019.

So, we thought it was appropriate to offer you some advice on what you should be doing to enhance your career in 2019.

10 things you should do

  1. It might sound simple, but create time to think about your career.
  2. Write down where you would like to be or have achieved in terms of personal development in 12 months time.
  3. Seek feedback from someone who knows you well as to whether this goal is attainable.
  4. Write down a plan of what you need to put in place to achieve the objective.
  5. Set yourself 2 or 3 milestones which you will need to achieve in order to reach your overall goal.
  6. Identify within your network 2/3 people with whom you have a strong relationship and they have power of influence i.e. if they put in a call on your behalf, the recipient will take it, and make them aware of your career plan for this year.
  7. Share your career plan with your boss or one of his/her peers.
  8. Set yourself the task of helping 5 people in your network, what you do is not important, provided it adds value to them.
  9. Set time aside to understand your personal brand. What is it you want to be known for? Think of two things you need to do to enhance that personal brand.
  10. Commit to spending time to learn a new skill or to increase your knowledge in a subject area that will increase your employability.

Our Career Ladders app for Apple and Android devices, will help you assess your key strengths and weaknesses in respect of your career. Play the game to check how you’re managing your career, it takes less than 10 minutes to complete. Play it again a few months later to check how you’re doing.

Now, buy in some beer, cook up a Chinese fake-away and share some fortune cookies around, there’s a whole near year ahead

Posted in Career advice, Developing yourself

The FuelX Conference

10Eighty are passionate about creating world-class career experiences for employees all around the world, it’s our belief that everyone should love their job! FuelX is a celebration of those implementing best-in-class career experiences and journeys for their people.

The speakers

The conference will hear from Paul Corke, previously with MBNA on “The benefits of using Fuel50 in your organisation”, he is an author, speaker, LD manager at Lloyds Banking Group, and coach. We will also hear from Lynda Barton, of Roche on “Fuelled by Passion: The Roche Career Story”. Lynda is an accomplished senior leadership and organisational development and HR leader with experience in technology, software, financial services, life sciences and non-profit sectors. Strong business acumen and track record of success in development and execution of talent development and cultural transformation in complex global business environments.

Speakers from Fuel50 are Anne Fulton and Jo Mills, who will present on “Forecasting for the Future: Careers and skills forecasting to future-proof your workforce”. Passionate about career enablement and pathing solutions, Anne created Fuel50 career pathing software with co-founder Jo Mills to deliver career solutions to organisations that result in engagement uplifts, diversity career acceleration, and millennial career experiences that are delivering both engagement and retention impacts along with enhanced workforce agility. Working with hundreds of organisations across the globe, Anne and the Fuel50 team are delivering improved HR metrics through their career pathing solutions.

Jo Mills is an experienced OD Strategist working with organizations to design strategic career engagement programs, generating engagement uplift and organizational value across 3 levels – individual empowerment, manager enablement and organizational effectiveness. A domain expert in career engagement, Jo has led software development and career engagement initiatives that have delivered measurable engagement impact across a wide variety of corporate and government agencies.

The awards ceremony

Anne and Jo will also be announcing the finalists and winners of the FuelX Career Experience Awards. The FuelX Awards celebrate innovative employee experiences in organisations all around the world. Has your organisation implemented a cutting-edge career experience that is having a positive impact on engagement, retention, or even bottom-line metrics? The awards application process is free, simple, and super quick with just four categories and an incredible prize up for grabs!

About Fuel 50

Fuel50 career path software improves employee engagement, supporting diversity initiatives and creating career ACCELERATION for target employees whether they are high potentials, talent, graduates or emerging leaders. Using next-gen artificial intelligence and powerful algorithms to match employees with internal opportunities while also showing them insightful gap analysis – what they’re good at, and what they need to work on to better prepare them for their next step. Fuel50’s award-winning, gamified, employee experience platform improves retention of key talent and empowers employees to take charge of their careers. The intuitive, multifaceted platform built on employee-focused AI, to create a truly agile workforce! Equipping your leaders with a powerful machine-learning platform complete with employee-driven data and resources to help them deliver powerful career growth conversations. More details here. 

About 10Eighty

10Eighty use Fuel50 to support managers and employees to have connected conversations, discover career pathways and find the right mentor to elevate careers to the next level. We work in partnership with organisations to deliver real return on investment and demonstrable improvements in performance.

Posted in career conversations, Employee engagement

Career pathing as a retention strategy

Shreya Nidadavolu, a career and team growth specialist at Indeed is a speaker at the FuelX Conference. Her talk is “From chaos to career pathing as a retention strategy in a fast-growth world”

We are passionate about creating world-class career experiences for employees all around the world, it’s our belief that everyone should love their job! FuelX is a true celebration of those who are implementing best-in-class career experiences and journeys for their people.

Workforce needs are changing, in fact, executives predict at least 1 in 5 roles in organisation will cease to exist by 2022, however, only 55% of HR leaders are confident in their company’s ability to re-skill displaced workers (Mercer – Talent Trends, 2018).

Shreya will share the agile process that Indeed have adapted to successfully create a culture of career development, future-proofing their talent and organization. Technology is a key driver in how they think about their talent, ultimately everything goes back to one of their biggest philosophies: we care about what you care about.

Career development at Indeed

Her company’s MADE Inside Indeed career-development program offers four different learning tracks:

The first is called “Manifest Your Vision,” in which employees seek to understand what’s important to them and where they envision their careers going.

Next is “Achieve Your Goals,” where workers learn the “tools, tricks and tips to really take a skills-based development approach to create dynamic action plans for themselves,” Nidadavolu said.

The third track is called “Dare to Ask for Help,” which provides employees with networking, mentoring and coaching opportunities.

The final piece of the program is called “Evolve as You Grow,” whereby “Indeedians” can seek out further experiences to continuously grow.

“It all goes back to our HR philosophy: We care about what you care about,” Shreya says “we want to make sure what we do has an impact and to me, there’s nothing better than a career success story.”

About: Indeed is an American worldwide employment-related search engine for job listings launched in November 2004. It is a subsidiary of Japan’s Recruit Co. Ltd. and is co-headquartered in Austin, Texas and Stamford, Connecticut with additional offices around the world. They have more than 7,400 global employees passionately pursuing this purpose and improving the recruitment journey through real stories and data. We foster a collaborative workplace that strives to create the best experience for job seekers.

Indeed is deeply committed to creating a workplace and global community where inclusion is not only valued, but prioritised. Diverse viewpoints bring diverse capabilities, strengthening decision-making and fuelling growth.

Regsiter for FuelX London here 

Posted in career management, Employee engagement

Josh Bersin on the rise of the individual” at the FuelX Conference

Josh Bersin, world-renowned HR analyst, founder of Bersin by Deloitte, is keynote speaker at the FuelX Conference.

We are passionate about creating world-class career experiences for employees all around the world, it’s our belief that everyone should love their job! FuelX is a true celebration of those who are implementing best-in-class career experiences and journeys for their people.

Bersin will present his latest research on today’s economy and the new world of work, touching on the increasingly noticeable crisis in productivity, engagement and trust, and exploring best-practice strategies that organisations can implement to address this crisis. He explains that “companies aren’t companies anymore. They’re a collection of individuals.”

The best leaders recognise they are in the people business and that key challenges facing companies today and in the future of work is understanding that employees need a lot more than a pay cheque from their jobs. Key to his vision are an inclusive talent system, understanding the employee experience and workplace environments designed for the job which involves analysing workstyle. The organisation of the future thrives when it recognises the power of individuals in the workplace.

He calls on HR professionals to look not just at reward programmes but also employee engagement. “HR needs to know it is the people who drive you forward. Respect for the individual and his or her well-being is critical. Every employee should be considered a partner and that’s true whether the employee is 22 or 62.” He cites evidence that there is a new ethos in today’s workforce – for instance, more than two-thirds of Millennials want to volunteer and give to charity*.

At 10Eighty we have been promoting the need to be more employee centred and to address the real needs and aspirations of our people. According to Josh, we don’t need more leaders, “we need more leadership.”

This changing business environment means that organisations need to redesign work so people can progress regardless of their current role. In a future often dominated by robotics, AI, and other forms of automation, jobs won’t disappear they’ll change and evolve, resulting massive opportunities as part of the process.

Now people are moving from role to role or job to job rather than climbing the corporate ladder, employers need new ways to engage and reward them doesn’t necessarily include a promotion. research revealed that companies that think about financial, physical and spiritual well-being as part of their rewards program are 11 times more likely to have high-performing outcomes—so, employers need to expand the concept of the rewards beyond just pay.

Josh offers Unilever as an example of an organisation trying to address these challenges, referencing the Unilever personal-purpose program, whereby each individual has a personal-purpose statement that talks about both career goals and personal aspirations. Employees are taught through coaching sessions how to create such a statement.

Fuel50 suggest organisations should do whatever they can to help employees grow. It’s time to allow your people to become the drivers of their own career by making learning personal and giving employees more control for their future. Fuel50 interactive, cloud-based career path software delivers clear career path mapping for employees and improves engagement; providing targeted benefits to all layers of the business, empowering employees, enabling leaders, and improving overall organization effectiveness.

*2018 Deloitte Global Human Capital Trends: The rise of the social enterprise, Deloitte Consulting LLP and Deloitte University Press, 2018,

More details on the conference at


Josh Bersin is an analyst, author, educator, and thought leader focusing on the broad talent market and the challenges and trends impacting business workforces around the world. He founded Bersin & Associates in 2001 to provide research and advisory services for the corporate learning market. Over the next decade, he expanded the company’s coverage to encompass HR, talent management, talent acquisition, and leadership and became a recognized expert in the technologies, trends, and practices impacting corporate workforces. He sold the company to Deloitte in 2012, when it became known as Bersin by Deloitte. Frequently featured in talent and business publications such as Forbes, Harvard Business Review, HR Executive, and CLO, he is a regular keynote speaker at industry events and a popular blogger. Prior to founding Bersin & Associates, Josh spent 25 years in product development, product management, marketing, and sales of e-learning and other enterprise technologies. His education includes a BS in engineering from Cornell University, an MS in engineering from Stanford University, and an MBA from the Haas School of Business at the University of California, Berkeley. He is the author of three books, The Blended Learning Handbook, The Training Measurement Book, and The Pre-Hire Assessment Handbook. He currently has another book under contract.

Posted in Employee engagement, Uncategorized

Positivity plus

Today’s blog post is by 10Eighty CEO and Founder Michael Moran. He has a passion for helping people maximise their potential and believes everyone should have job Michael Moransatisfaction and a successful career and helps organisations design jobs and career paths that maximise employee engagement. 

We’ve long been champions of the power of positive thinking and it’s scientifically proven: The sense that one is living a worthwhile and meaningful life is fundamental to human flourishing and subjective well-being. The more meaningful you believe your life to be, the faster you will walk, the stronger your grip will be and the less chronic pain you will suffer, says a study by professor Andrew Steptoe of University College, London.

The health benefits that positive thinking may provide include:

  • Increased life span
  • Lower rates of depression
  • Lower levels of distress
  • Greater resistance to the common cold
  • Better psychological and physical well-being
  • Better cardiovascular health and reduced risk of death from cardiovascular disease
  • Better coping skills during hardships and times of stress

When Harvard researchers studied 70,000 women over an eight-year period, the most optimistic quartile had an almost 30% lower risk of dying from several major causes of death compared with women in the least optimistic quartile.

10Eighty’s top tip for positive thinking: look for the positives in your situation. Make a practice of looking for good things and expecting good things to happen; it will have significant impact on how you approach life – difficult decisions become learning opportunities as you find some good in every situation. The key is to try to relish the opportunity instead of fearing the challenge!


Positive and productive

Positive thinking doesn’t mean that you bury your head in the sand and ignore challenges or difficult situations. Positive thinking is about approaching life in a more positive and productive way as positive thinkers have more energy. Whether you see things positively or negatively, a personality trait called “dispositional affect”, scientists have concluded that those of a positive dispositional affect have more energy and enthusiasm than those who have more negative affectivity.

I pays to encourage and coach staff to adopt a positive approach to work and problem-solving. Think about how you think, chart your thought processes, and ask yourself an important question: is the way I’m thinking beneficial or likely to bring about a positive outcome? Henry Ford said that: “if you think you can do a thing or think you can’t do a thing, you’re right”.

Choosing a positive approach is a lifestyle choice you make, and if you’re happy then that will make you successful, at work and in life. Happiness drives success and performance. Happy people are more positive, more engaged, creative, resilient to stress and productive. Also, happy people tend to feel more confident and optimistic.

Making it work

Shawn Achor in his bestseller The Happiness Advantage provides this tip: Create a two minute daily habit of thinking of three new things you are grateful for each day; share these thoughts with your partner or a journal. You can raise your happiness level by connecting with those around you and by finding meaning at work and these are also things that lead to improved employee engagement.

For organisations, we know that investing in employee well-being can lead to increased resilience, greater innovation and higher productivity, simples – it makes good business sense!

Wishing all my readers a happy and positive 2019

Posted in Career advice, Developing yourself, Wellbeing

Reflections 2018, Goals for 2019

Today’s blog post is by 10Eighty CEO and Founder Michael Moran. He has a passion for helping people maximise their potential and believes everyone should have job Michael Moransatisfaction and a successful career and helps organisations design jobs and career paths that maximise employee engagement. 

It’s that time of year. Time to reflect. Looking back over 2018.It’s all about taking the time to appreciate what you have. Enjoying the moment.As you get older you start to lose people who have been a constant feature in your life, it seems strange that they are no longer there.At the same time, you see the arrival of the next generation, and the opportunity to shape their thinking and behaviours (that includes supporting DCFC).

It’s also essential you take the time to appreciate your achievements. Savour the moment. It is far too easy to be dismissive of things you once strived as we move onto to the next goal. Likewise, don’t beat yourself up on things that didn’t work. Having blown £100k on marketing and business development that didn’t get the business to the next level, it is important to take the learnings, and seek out the positives. Business growth is not a straight line. What doesn’t kill you, makes you stronger. Resilience and determination are essential characteristics for the entrepreneur.

So looking forward, it’s time to set goals. It’s time to remind yourself of mission and purpose. My mission for all those clients with whom I work is to help them achieve job satisfaction and career success. I truly believe this is something that is attainable for all. My purpose is to create a self sustaining business, build on repeatable and predictable revenues. As both a career coach and business leader I recognise that you need to push yourself, risk take, seek out new experiences. This year I experienced my first massage and meditation sessions. Trust me when I say this is well outside my comfort zone. Whilst not something I would necessarily repeat, it is good to do things outside of your comfort zone.

This serves to reinforce my belief in the importance of learning and indeed the need to seek out learning. As a career coach I see too many people who have checked out of learning. I remain absolutely convinced the secret of everlasting employability (quick plug for the book) is self investment. This year my big self investment has been podcasts. I have combined my love of walking (read the need for exercise) with listening to podcasts. My favourite work podcast has to be Jacob Morgan’s the future of work, with sports favourites Radio 5 live The Football daily and Flintoff, Savage and the Ping Pong guy. Please check them out.

So to conclude, as we welcome 2019, I urge you to appreciate those around you, your family, colleagues and friends. Take the time to reflect on what you’ve achieved in the last 12 months, but more importantly make a commitment to stretch yourself, seek out new experiences and go boldly into the new year.

Wishing you all a very prosperous new year.

Posted in Career advice, Wellbeing

Give yourself a Christmas present

Today’s blogpost is by Leadership and Management Director, Emma Mitchell, a People Development professional with 2 decades plus experience of Emma Mitchelltraining and coaching business professionals from many sectors. Her focus is developing people and maximising their potential for leadership through coaching and training facilitation.

Giving is good, generosity is a virtue but don’t forget to be generous to yourself too. At 10Eighty we think self-awareness is important, reflection is a skill you should cultivate and that it’s important to have fun.

The holiday season can be stressful, so busy that you forget to take joy in the moment. It can be easy to lose sight of your needs when you’re looking after everyone else. Remember you are also important. Here’s our advice, not just for Christmas but for the whole year:

Stay positive, take care of yourself, forget about being perfect, and always keep improving yourself.

Take some time over the holiday to be good to yourself, be kind to yourself, stop putting the needs of others in front of your own needs briefly and think of something you want for yourself. Tiny and inexpensive things can help you unwind and sweep away the everyday cares:

  • Listen, and dance to, to favourite music
  • Go for a walk in the open air, chase a squirrel, feed the ducks
  • Change your screensaver to a beautiful landscape or beach
  • Check out funny YouTube videos – laughter is a great stress reliever
  • Make contact with someone you ought to have called ages ago
  • Have breakfast in bed
  • Borrow the Lego box from the youngsters and play
  • Bake some biscuits, peanut butter cookies are a treat
  • Watch the sunset
  • Read a good book, or a comic, or some poetry
  • Visit a museum or gallery
  • Wrap up warm and take your lunch outdoors, have a picnic
  • Binge watch a boxed set
  • Turn off your devices, have a digital detox, take a break from Twitter, turn off the news
  • Take a catnap, preferably with a cat, curling up with a pet has been shown to reduce blood pressure by up to 10 percent in as little as 15 minutes

Kindness counts

Amit Sood, in his book, The Mayo Clinic Handbook for Happiness says, “Kindness to the world starts with kindness to the self.” Ask yourself two questions: Am I doing something to myself that I would never do to someone else? Am I letting someone else do something to me that I would never do to him or her?

So, you know we are always a great source for an apt quote:

“Love yourself. Forgive yourself. Be true to yourself. How you treat yourself sets the standard for how others will treat you.” Steve Maraboli, Unapologetically You: Reflections on Life and the Human Experience

“It’s a funny thing about life, once you begin to take note of the things you are grateful for, you begin to lose sight of the things that you lack.” Germany Kent

Give yourself permission to try new things, to make mistakes and to learn and grow. Nurture yourself as a person and celebrate your overall worth. Those who respect themselves, who are kind to themselves, take their dreams seriously and turn those dreams into goals, then create a plan for achieving those goals.

Finally, we would just like to say Merry Christmas from all of us at 10Eighty!

Posted in Wellbeing

The gift of time

Today’s author is Liz Sebag-Montefiore, 10Eighty’s Founding Director who has provided HR solutions to a wide range of industries since 2005,Liz Sebag-Montefiore
working with numerous firms to understand their needs and is a great believer in the power and intelligence of networking.

Every year we hear more about concerns that gift-giving during Christmas is too commercial. Seventy percent of respondents to an online survey of 13,576 people in 14 European countries in 2016 said that too much attention is put on spending during the Christmas period, 42% said they felt forced to spend more at Christmas, and 10% borrowed money to be able to afford the gifts.

Christmas is a good time to think about not just giving but about giving back. At 10Eighty we like to do our bit, we do an annual fun run, do some mentoring, and support a range of charities.

Your time is one of the most important things you can give anyone, from quality time with family to volunteering, it’s good to concentrate your efforts on something outside your own immediate concerns.

“What we do for ourselves dies with us. What we do for others and the world remains and is immortal”, Albert Pine.

The greatest gift you give as a volunteer is your time. Whether you’re supporting people, volunteering in an organisation that works on conservation, or with animals; your time is what enables you to make a difference and enhance, or improve experiences for people and the organisation.


It is a win-win scenario, too – volunteering helps the giver:

  • develop skills and gain new skills; which may be part of supporting a change of career direction, developing a career or finding a new sense of purpose;
  • bridge the transition back into a work environment after a break or redundancy;
  • learn about yourself and your capabilities, and enhance self-confidence;
  • make new contacts and improve networking skills;

If you decide to volunteer, your reliability and commitment to the organisation is vital, they will be relying on you and expect you to take your responsibilities as an unpaid worker seriously. So be realistic about the contribution you can make alongside any existing work or personal commitments.

Finding time

A paper published in Psychological Science, shows that helping others can increase feelings of “time affluence” and alleviate perceived “time famine.” The research shows that spending time on others makes people feel like they have done a lot with their time – and the more they feel they have done with their time, the more time they will feel they have.

The researchers found that that doing brief “pro-social” tasks – such as helping edit an underprivileged child’s university application essay – consistently made people likelier to see their future time as plentiful. Spending time on themselves didn’t have the same effect; nor did being given a “time windfall”, by being allowed to leave the experiment unexpectedly early. Curiously, participants didn’t enjoy the volunteering the most; they preferred spending time on themselves. But only volunteering delivered a major boost in time affluence.

Christmas is a time for exchanging gifts, enjoying food and spending time with family but also a time to think about the many who are less fortunate and less able to celebrate, from those sleeping rough over the festive period to elderly people living alone.

Money saving expert Martin Lewis suggests that just being more considerate, is more in keeping with the spirit of winter festivals and that perhaps the real gift is to release someone from the obligation of buying you a present!

Image author: Kasia Koziatek

Posted in Wellbeing

Tests are gifts

Today’s blog post is by 10Eighty CEO and Founder Michael Moran. He has a passion for helping people maximise their potential and believes everyone should have job Michael Moransatisfaction and a successful career and helps organisations design jobs and career paths that maximise employee engagement. 

“I’ve always thought tests are a gift. And great tests are a great gift. To fail the test is a misfortune. But to refuse the test is to refuse the gift, and something worse, more irrevocable, than misfortune.” L McMaster Bujold.

It’s Advent and gifts are good topic; from the odd array of gifts that the ‘true love’ offered to the gold, frankincense and myrrh given by the three wise men. For the record this blog writer would prefer the gold and perfumes!

A gift is an item given to someone without the expectation of payment or anything in return. Although gift-giving might involve an expectation of reciprocity, a gift is meant to be free. Wikipedia says that a significant fraction of gifts are unwanted, or the giver pays more for the item than the recipient values it, resulting in a misallocation of economic resources known as a deadweight loss.

The Bible tells us that it’s more blessed to give than to receive. In truth a gift doesn’t just reveal the image the giver has of you; it shows the character and the thinking of the giver as well.

Testing times

Far from being voluntary, the 20th century French sociologist Marcel Mauss says that presents are tied up with strict obligations. “To refuse to give, to fail to invite, just as to refuse to accept, is tantamount to declaring war; it is to reject the bond of alliance and commonality,” he wrote in his 1925 essay “The Gift.”

From time to time we’ve all had to face up to challenges and tests in our professional and personal lives. We don’t always do as well as we would like but tackling the new and difficult is what helps to grow as people. When we face a test of our ingenuity, experience or confidence we find ways to push ourselves and see what we are capable of.

At10Eighty we believe that leaders help their teams to learn to collaborate, to share, to explore the unknown, and to take risks.

We all have to cope with a lot of uncertainty and volatility in managing our careers in the current climate. Building resilience and consolidating career management skills will help employees to thrive in such an environment and meet the challenges thrown up by new ways of working and disruptive technologies.

Fronting up

Faced with life’s ups and downs, we all have different ways of coping. There’s no point in being guilt ridden at every failure, it’s important to learn how to take accountability in a balanced way. There are two things crucial for success at work, they go had in hand – self-knowledge and self-confidence.

We all make mistakes sometimes and it’s not just a truism that we learn from our mistakes. Being prepared to tackle a challenge, a difficult situation, or testing circumstances is the mark of a winner. In the face of a testing situation it may seem easier to back away but address the challenge head-on and you will learn about yourself on the way.

In difficult times it’s not possible to wave a wand and have every test result in a great success but it’s important to learn from difficulties and apply that learning to future challenges.

Here’s another quote to finish: “What greater gift than the love of a cat.” Charles Dickens. Whatever gifts you hope to give or receive in the holiday season don’t forget to take joy in the simple things and learn from everything you do.


Posted in Uncategorized

Giving great gifts!

Today’s author is Liz Sebag-Montefiore, 10Eighty’s Founding Director who has provided HR solutions to a wide range of industries since 2005,Liz Sebag-Montefiore
working with numerous firms to understand their needs and is a great believer in the power and intelligence of networking.

“Books make great gifts because they have whole worlds inside of them. And it’s much cheaper to buy somebody a book than it is to buy them the whole world!” Neil Gaiman.

We’re great readers at 10Eighty and we like podcasts and TED Talks too. Here are some recommendations that you might want to consider as ideas for yourself and your friends.

Gigged by Sarah Kessler – the full-time job is disappearing and landing the right gig is a challenge. Kessler talks to a wide range of individuals from across the country to provide a nuanced look at how the gig economy is playing out in real-time. She looks at the big questions: What does the future of work look like? Will the millennial generation do as well their parents? How can we all find meaningful, well-paid work?

New Power, Jeremy Heimans and Henry Timms consider the biggest stories of our time – the rise of mega-platforms like Facebook and Uber; the out-of-the-blue victories of Obama and Trump; the unexpected emergence of movements like #MeToo and show what’s really behind them: the rise of “new power.” The battle between old and new power is determining who governs us, how we work, and even how we think and feel.

Listen as you walk

We like to listen as we move around town and in terms of podcasts our great favourite this year has been Jacob Morgan’s Future of Work podcast – Jacob has in-depth discussions with senior executives and business leaders around the world on the future of work. Each episode of the podcasts explores a new topic and features a special guest. Why is the world of work changing? How is work changing? What do you and your organization need to do about it?

The BBC’s Evan Davis hosts the In Business show and podcasts are available at – a series that showcases business conversations with people at the top giving insight into what matters now.

This year I’ve also being enjoying BBC Radio4 show The Disruptors where a recent episode featured Reid Hoffman, a 10Eighty favourite. In 2016 professional networking site LinkedIn was sold to Microsoft for $26.2 billion, co-founder Reid Hoffman talks about the intense learning curves on the way to success.

Free resources

Another great resources is INSEAD which posts great materials at that showcase the latest business thinking and views from award-winning faculty and global contributors. Updated daily, with a weekly top picks email from the editor and a tablet and smartphone app, it is a free resource for global executives and managers looking for answers to business challenges.

An academic resource also worth a look is eCorner from Stanford University which offers content that helps entrepreneurs bring bold ideas to life and supports educators in developing thoughtful innovators.

Nobody can give you either wisdom or knowledge as a gift during the holiday season but you can work on broadening your horizons and widening your point of view. Which leads us to another quote to finish: “A gift consists not in what is done or given, but in the intention of the giver or doer.” Seneca, in Moral Essays: Volume III

Posted in Developing yourself

Why it’s all about culture!

Today’s blog post is by 10Eighty CEO and Founder Michael Moran. He has a passion for helping people maximise their potential and believes everyone should have job Michael Moransatisfaction and a successful career and helps organisations design jobs and career paths that maximise employee engagement. 

I’m a big fan of Jacob Morgan’s Future of Work podcast series, he interviews entrepreneurs and business leaders who have some really creative and energising ideas. His recent interview with Jonathan Neman of Sweetgreen, a start-up food company, rang a lot of bells for me, a positive peal of them in fact. Sweetgreen has a very strong company culture that focuses on passion and purpose. I reference the article on Linkedin last month.

This is a touchstone for me, my whole career has been about my passion for helping people maximise their potential and I believe everyone should have job satisfaction and a successful career. At 10Eighty our motto is “work hard, do good and along the way have fun”. I believe leaders need to foster a culture of curiosity and encourage employees to learn and grow as part of their working life.

Interestingly Neman defines Sweetgreen’s culture as: happy, humble, hardworking, curious and coachable. That picks up some other enthusiasms of my own, I am keen proponent of lifelong learning and the value of curiosity. I want to work with people who are keen to learn, want to find things out and how things work, eager to try new things, not afraid to ask questions and take a risk sometimes; people who will pick up the ball and run with it.

I believe that what leaders need to do is to create a meaningful employee experience for their people. This is not just about employee engagement but also about creating a great experience for customers that goes above and beyond. Sweetgreen are on a mission – working for them is not just a job they want their team to understand that there is a greater purpose both from a company and community perspective.

I’m a big sports fan, as regular readers will know, I think business can learn a lot about team building and motivation from some elite coaches. I was happy to hear that at Sweetgreen they view the work as a team sport. Leadership and good management are important but in no organisation can one person do it alone. Work is cross functional so collaboration and knowledge sharing are key. I believe it’s important to hire for attitude, look for people who will share the credit and have positive intent.

Another thing that struck a chord for me was the assertion that humility leads to wanting to hire people that are better than you. Hire smart people and then let them get on with it; micro-management doesn’t bring out the best in anyone. Empowerment and autonomy make this work, good people don’t want to be told what to do, they want a goal and then to be trusted to give it their best shot.

Live your values

At10Eighty we emphasise the value of curiosity and the pursuit of learning for its own sake. Neman thinks that velocity of learning is what matters, the right attitude to problem-solving. We want to work with people who are curious, coachable and committed to personal development. That means it’s important to have real conversations about goals, exceeding the day job, development work and stretch assignments.

Jonathan Neman’s advice for leaders:

·        Connect to your mission

·        Don’t just put values up on the wall, make them real action items for everyone

·        Allow your team to co-build the culture together

·        Understand that your culture will evolve over time


Creating a great culture is, simply, the right thing to do. It’s not HR fuzzy feel-good thinking, because employee engagement makes a difference to productivity and profits. Ensuring your organisation is a great place to work is the right thing to do for the team, it makes the workforce happy, makes the customers happier and makes more money, it’s a win-win-win situation.

Posted in Corporate culture

Outplacement, globalisation and collaboration

Today’s blog post is by 10Eighty CEO and Founder Michael Moran. He has a passion for helping people maximise their potential and believes everyone should have job Michael Moransatisfaction and a successful career and helps organisations design jobs and career paths that maximise employee engagement. 

Globalisation leads to overall benefits for growth and employment, but it can also cost some jobs, and it’s important that transnational organisations develop programmes to help these workers to explore new and different opportunities.

The march of globalisation means more organisations need to develop the effective capability to locate, source and manage human resources anywhere in the world and enable their organisations to manage the wide range of options associated with global resourcing.

HR is working with an ever more diverse and global workforce and it is a challenge to ensure that HR professionals have available to them HR processes that are robust enough to operate across cultures and diverse labour markets. Employees in career transition programmes need programmes that enable them either to remain in employment or find a new job quickly; this should comprise of counselling, job search advice, technical resources, appropriate training and entrepreneurial support.

Increasingly, workers suffer job insecurity and the life-long job guarantee has disappeared. Responsible organisations provide career transition programmes for displaced workers to improve their chances of finding new and better jobs, the emphasis being on protecting and empowering people, helping them move on, set up new businesses, acquire new skills, and rethink their career management planning. This, of course, is very different from trying to protect jobs. The life cycle for technical skills is getting shorter and shorter; any specialisation in technical knowledge will not last a career span. In times of bankruptcy, downsizing, mergers, outsourcing, and off-shoring, businesses frequently offer outplacement assistance, but rarely career re-training.

The rapid pace of change and globalisation alongside shareholder pressure to perform mean that organisations may have to make difficult decisions regarding employees but the impact is not limited to departing employees. Those employees left behind are also affected and, if redundancy is badly handled, the effect upon an organisation can be serious.

It is vital to handle displaced workers professionally, not just for the individual but for the reputation of the organisation and the motivation of those left behind. Outplacement services can be used to protect the organisation’s image and brand from adverse publicity that sometimes arise from staff lay-offs and the potential for former staff to criticise the organisation.

Managing effectively across multiple cultures is one of the toughest tasks facing HR professionals in transnational organisations. Creating structures to identify and deal with specific cultural problems an organisation may face and processes to deal with HR administration in a multi-domain structure is a necessity in the modern workplace.

The GOA helps individuals make successful career transitions. GOA works with organisations to ensure they manage change, maintaining their employer brand at the same time helping their employees’ maximise their potential.

This year’s GOA conference was held last week in Louisville at which 15 participating members came together to share best practice in outplacement.

Posted in Change management, Outplacement, Uncategorized

Cracking career architecture for a 2020 career experience

Today’s blog post is by 10Eighty CEO and Founder Michael Moran. He has a passion for helping people maximise their potential and believes everyone should have job Michael Moransatisfaction and a successful career and helps organisations design jobs and career paths that maximise employee engagement. 

Fuel50’s latest seminar looked at the challenge of defining career frameworks in a disrupted world. The good news is that today it is easier than ever before to build career frameworks highlighting the competences that drive performance. The future of work depends on agile career pathing solutions that allow organisations to deliver a 2020 career experience for employees that is personalised and based on employee values, talents and career aspirations. In short today’s career paths must be employee centric. To thrive in the modern business world, it is critical that roles enable employees to play to their strengths, those things that energise them. In this dynamic, rapidly moving environment, you need people who have broader more diversified capabilities, while also having the opportunity to maintain their connection to a specific area of expertise and competency as they move around the organisation.

At 10Eighty we champion the Fuel50 system which uses a path mapping capability to incorporate job functions, jobs content, skills, competencies, matching them to the values and talents of employees. Fuel50 uses an IBM framework to identify core competencies and leadership behaviours. The database has 3000 roles and over 2000 competences. The adoption of this “one I created earlier approach” facilitates speed of implementation, external benchmarking and an updating capability to ensure competences do not become obsolete.

Career development is key to retention of talented employees

Employees expect to be empowered, with resources and support from the organisation, in order that they are truly able to take control of their own career path.  They expect this career experience to be tailor to their values, motivators and talents. They also expect career development and will, in fact, move on if it is not available to them; there is an expectation that their organisations will make them more employable. Employees need to be able match themselves against the competences required for roles to which they aspire. The problem is that until recently most organisations have struggled to collate this base data and to make it widely available to all employees; and, all too often this was restricted a few anointed individuals who were deemed to be high potential or emerging talent. The latest generation of career pathway software, and the underpinning AI, can allow individuals to truly own and manage their careers. Organisations that fail to embrace this technology will increasingly lose talent and be unable to attract it.

Start from where you are

So, assuming this article resonates with you, where do you start? It sounds like a big ask but one of the key points made in the seminar was that making a start is the important piece, the architecture can be built process by process and will evolve as jobs and markets change. Some parts of the organisation may have clarity around their roles and competencies while others are less mature in terms of career architecture. Taking a small section of the organisation and making a trial of the framework will pay dividends that make the effort well worthwhile. I also strongly believe that by giving employees a better understanding of themselves, as to what is important, what motivates and what it is they enjoying doing and are consequently good at, is a critical first step. To quote Lao Tzu “The journey of a thousand miles begins with one step.” This small step, will drive up employee engagement, increase productivity and reduce attrition.

Find out more

If you would like a demo of our career pathing software Fuel50 please complete the short form.

Posted in career conversations, career management, coaching
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Michael Moran – CEO 10Eighty

A blog about career and talent management, things that might help you with your career and in your job.


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