When it comes to engagement, connection, and commitment with our teams we are kidding ourselves if we think it is the employment contract or the concept of employment that ensures we have their hearts and minds.

I've shared some more thoughts on the drivers behind this boom and the strategies for leading and managing a blended workforce.

CFOs are hot property! If there aren’t enough to go around, it makes sense for businesses to share them! I’m not being flippant here, I’m deadly serious.

After 4 years of research, work, and writing, along with 19 years helping to develop the Liberti Group business model, my book “Strategy and Leadership as Service: How the Access Economy Meets the C-Suite” is released today!

Something I hear often is that family-owned businesses would benefit significantly from engaging with fractional support but struggle with the idea of bringing in an ‘outsider’. How can they, when they aren’t family and they’re not employed either. Right? Well, how important really is that employment contract?

What is our obsession with ownership about? What can business owners learn from the access economy and the likes of Spotify when it comes to hiring top C-suite talent? Is it time to let go of the burden of ownership?

Employing our people so they belong to us, and our organisation is the best way of doing things, right? Well, maybe not … with only 20 - 23% of employees engaged at work, we are kidding ourselves if we think we have their hearts and minds. It’s time to debunk the employment myth.

Business leaders grapple with skill shortages in their top team; C-suite executives are stuck on the corporate treadmill, going through the motions, not enjoying life, and wondering why they do it. What's behind this?

If we put aside the idea that ownership of our people means having them on the payroll, we can embrace a new way of working: the access economy. We open up wider talent pools, deeper skillsets, and dynamic capabilities. Let me explain how …