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8
Dated: 03-17-2015
A week ago, I got a call from a CEO wanting to talk with me about Executive Coaching, he had heard me give the keynote at his industry association meeting late last year, and liked what I had to say. Truth was, he was at his wits ends, and was really struggling with how to move himself and his team forward.
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8
Dated: 03-17-2015
The dilemma of “to tell or not tell?” employees that they are part of a high-potential pool has been around for decades. A November 2014 Korn Ferry executive survey found that most organizations (63 percent) have policies of not telling employees they are in the program, but there are arguments on both sides.
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8
Dated: 03-17-2015
If you can only do one talent management process right, make it performance management.When done well, performance management will enhance employee engagement, shape your organizational culture, and align employees to your strategic intent. When done well, performance management optimizes performance and positively impacts every key performance indicator for your business
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8
Dated: 03-17-2015
The biggest competitive differentiate or or the x mantra that makes the difference between an organization that is thriving and one that is stagnant or declining is the talent pool of the organization. Every company has a few best talents with them. But what makes the difference is if the company is actually utilizing the talent kitty they have or just using it.
$authorProfileLink
8
Dated: 03-17-2015
Have you ever thought “I need to find another job” Or did one of your top performing employees find another job? If you’ve been in the workforce for long, of course you have. Everyone gets restless at some point. People get tired of doing the same task or job on a repeated basis. People lose interest in what they do or who they work for. They want to try something new and different that (at least initially) seems more exciting and fulfilling. They want to escape that accumulating list of outstanding to-dos that could all be erased like an Etch-a-Sketch if they changed jobs.
$authorProfileLink
8
Dated: 03-17-2015
A lot of talented folks are unemployed, underemployed or “in transition” these days, trying desperately to land a new job that will not only pay the bills and support their family, but also offer a degree of professional respect. When that goal is finally reached, when someone finally says, “we love you, please come to work for us,” the tendency will be to respond with “thank you, YES.” However, that immediate, knee-jerk reaction could be a mistake, as at that point you’re a desired candidate with options, while tomorrow you’ll be one of the staff – with little leverage at all.
$authorProfileLink
8
Dated: 03-17-2015
Today, organizations are plagued by serious talent crunch. Everyone talks of the need to spot talent, acquire talent, nurture them, retainthem and manage them - the whole gamut of activities connected with 'winning the war for talent’. One finds a paradoxical situation involving on the one hand, large scale unemployment and, on the other, availability of abundance of job opportunities. Why this is happening? This is because many of the jobs need the right skill sets, and there is a widening mismatch between available labor and the required right kind of skilled labor.
$authorProfileLink
8
Dated: 03-17-2015
When a high potential employee decides to leave your firm, they don’t stop being high potential. Increasingly, leading firms are recognizing that an employee leaving an organization shouldn’t necessarily end the employer-employee relationship, but rather mark the brand new start of another stage in it.
$authorProfileLink
8
Dated: 03-17-2015
Multi-tasking.Research claims it's frying our brains. Most of us have heard it's bad for us. And, most of us are never going to give it up.If we're not going to quit multi-tasking, let's at least do it smarter -- so we can get more done in less time.
$authorProfileLink
8
Dated: 03-17-2015
There is no shortage of management and leadership books available to you as you search for answers on how to manage and motivate the people who report to you – whether they are formal reporting relationships or dotted-line. In fact there are over 60,000 books with the word “leadership” in their title. Most of these books are based on surprisingly simple and straight-forward ideas that for one reason or another we find absent from our day-to-day thinking. It always amazes me after I read these books how I could have over-looked such simple yet salient ideas. The fact is, it is difficult to maintain appropriate perspective each and every day as we constantly deal with the challenges and frustrations inherent in managing people.
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