Examine a fundamental shift in learning mindset, where L&D relinquishes control of the story, while shaping the overall narrative. All this in the name of helping people perform better.
What are we really talking about when we talk about change? And more to the point - what is HR supposed to do about it? Recent HCI research on HR's Role in Change Managment suggests that facilitation of change through people processes is ...Read more
As the economy rebounds and the labor market warms up, some organizations are seeing their most promising employees leave. While turnover is inevitable, HR professionals have to create an environment that fosters the growth of high performers ...Read more
Your organization’s future depends on a healthy pipeline of talented leaders, but how do you ensure today’s high potentials are ready to meet the challenges of the future? In this HCI Keynote video, Carmen Allison, Vice President ...Read more
There’s a lot of work to do this year!
We’ve poured over responses from nearly 200 departmental business leaders and learning and development professionals who took the ...Read more
Zero in on mentoring strategies that have a track record for facilitating career advancement for high potential women.
Tracing the history of human resources attempts to achieve objectivity through data is an exercise that begins with Frederick Taylor in the late 1800’s. Fast forward to 2016 and people analytics tops the list of trends for yet another year continuing to be a challenge for most organizations. Of course, this applies to many other fields in human resources but in terms of analytics, we are still hovering rather far from our destination.
Success at the corporate level depends in large part on the ability to accurately describe, evaluate and predict the present and future state of organizational leadership. A clear leadership model is the foundation for promotion management, building succession plans, and managing high –potential programs. The challenge is to define a clear concept of leadership and yet still leave room for individual differences, innovation and alternative approaches. This challenge of balancing the needs of the whole while valuing the contributions of its parts is amplified in multi-cultural corporate environments.
Bridging the knowing-doing gap of global leadership is no easy task HR leaders must learn a well-designed model that can liberate the organization to pursue new international markets more strategically.
What do you do when everyone wants to be a leader, but there aren’t enough openings to go around? In this HCI Keynote video, Brian W. Cook and Debra Stam of Parkview Health describe how a “followership” development model is ...Read more