Blair Mcpherson

Sheffield

Former local authority director now author and commentator on management with a special interest in equality and diversity.

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Articles

The importance of lateral thinking and puzzle solving

2 weeks ago | thehrdirector.com | Blair Mcpherson
The stonecutter's credo | theHRD

3 weeks ago | thehrdirector.com | Blair Mcpherson

Can you transform an organisation in 18 months? It sounds like a challenge issued to prospective Chief Executives, followed by ,” if you think you can then you could be just the person we are seeking to appoint”. But nobody ever transformed an organisation in 18 months. They probably undertook a major reorganisation, made some key appointments , changed some working practices and made some efficiency savings .
Corporate happy hour

3 weeks ago | thehrdirector.com | Blair Mcpherson

I read an article that argued that a corporate happy hour was a means by which organisations could encourage employee mental well being. The argument was that a drink after work was good for team bonding. Calling it a happy hour did seem to reinforce the idea that lots of alcohol would be involved. This brought to mind those stereotypes images of a group of mainly men, mostly white, city traders quaffing champagne to celebrate another big deal and another bonus in a trendy crowded cocktail bar.
Putting the passion back into Equality Diversity and Inclusion.

3 weeks ago | thehrdirector.com | Blair Mcpherson

Most organisations have management steering groups to monitor their equality strategies and action plans. But the agendas lack passion, fail to inspire and reflect the slow bureaucratic approach to change. Moreover, the groups tend to comprise of managers nominated as representatives of their departments rather than due to their passion for the cause. Undoubtedly, these groups are set up with the best intentions, but they are not necessarily the best way to champion EDI.
Do all organisations need an Intelligence Analyst ?

1 month ago | thehrdirector.com | Blair Mcpherson

The job of a prison intelligence analyst is about more than listening in on inmates phone calls or watching monitor screens in the hope of catching them deal drugs, fashioning weapons or using smuggled in mobile phones. Most of their time is spent reading 5 by 5 ‘s that is processing and analysing intelligence reports submitted by prison officers. These consists of overheard conversations, tip offs, rumours, gossip and who is mixing with who.
Does AI risk dehumanising businesses?

1 month ago | thehrdirector.com | Blair Mcpherson

AI- automated recruitment systems that aim to eliminate any subjective human bias risk overlooking candidates personal skills and contribute to creating a dehumanising environment for job seekers who spent hours crafting a supporting letter or completing the Additional Information section only for these to be over ruled by an AI straight jacket. Call centres and the Gig economy are examples of de humanised efficiency . Every one hates Call Centres even the people that work in them.
Gambling on the next chief executive

1 month ago | themj.co.uk | Blair Mcpherson

LEADERSHIP Gambling on the next chief executive Appointing any chief executive is a risk, so how can councils shift the odds in their favour, asks Blair McPherson. By Blair McPherson | 28 April 2025 SHARE Appointments at chief executive level are always a gamble. History tells us most appointments fail. Especially if the previous post holder was a long-term success.
Organisations that aren’t working have common characteristics

1 month ago | thehrdirector.com | Blair Mcpherson

Organisations that aren’t working have common characteristics , a dysfunctional leadership, poor cohesion at the top, cultures that avoid challenge and leadership teams misaligned on purpose or performance. Often it is not until financial failure that action is taken. By then decline is advanced. The early warning signs (staff turnover, disengagement, poor decision-making, cultural drift) are visible but have been ignored for too long.
Why your nickname at work matters

1 month ago | thehrdirector.com | Blair Mcpherson

Ever wondered what your employees/ colleagues really think of you? Well you won’t find it in the 360 degree feedback form they were required to fill in! How ever if they refer to you by a nickname ( behind your back) it’s probably unflattering but accurate. The existence of nickname for unpopular senior managers tells us not only something about them but also something about the culture of the organisation.
Middle managers - some times a bypass is more effective

1 month ago | thehrdirector.com | Blair Mcpherson

Yes we require /demand more of middle managers in today’s agile business environment more than basic management skills, more than simply passing on senior managers messages, more than hitting performance targets or achieving budget cuts. But some middle managers don’t want to be more and some haven’t the ability to be more. We can’t simply get rid of all this experience and knowledge, and trust we can find managers who embrace the new middle management leadership role.