The salesperson who thinks like a CEO knows there are parts of every job that are tedious. He or she also knows that the data is important in driving strategic decisions at the company. But having the big picture vision, similar to the common traits found in the C-suite, can make all the difference in the world.Read more
As it becomes more difficult to find top talent, the last thing companies want is to go through the trouble (and costs) of recruiting “new” individuals, only to see them leave shortly thereafter. And the reason so many employees leave so soon after they are hired is often due to an unhappiness and disconnection from what they thought their new employer was all about. In other words, disengagement. As discovered in Gallup’s recent survey on worldwide engagement trends, a mere 13% of employees are engaged at work, meaning the vast majority of employees are actively disengaged. That’s a lot of unhappiness.Read more
Perhaps you’ve been on the workforce planning journey for a year or two or perhaps even longer. You’ve come a long way and now you are starting to wonder how mature your workforce planning function is relative to “best practice” and other companies. It may be time for a third-party audit of your strategic workforce planning initiative.Read more
Personal, organizational, and technological distractions inundate our lives: from email and side chatter to pointless meetings and lack of sleep. Researchers found we only work 15 minutes at a time without being interrupted. To be successful in our jobs, we need to recognize when our focus is off course and mentally return to the work priority. Is mindfulness training the answer? Should organizations promote the practice?Read more
In the Internet driven marketing world we live in today companies across all industries are interested in and tracking our every interaction with them, whether occurring over the web, in the brick and mortar locations via an IVR (Interactive Voice Response) system, or while on the phone with a customer support representative. In turn, companies use analytic techniques to mine an extensive array of data to identify how best to acquire, convert, and retain customers. Once visitors are on a website, all that valuable behavioral data is captured and used to segment customers and prospects by their actions.Read more
As technology continues to advance and accessibility to electronic applications, email, and websites increases, combined with traditional factors like co-worker conversations, poorly designed workspaces or personal issues, employees today have more distractions than ever. And while some distractions can actually have a positive effect, giving employees the opportunity to pause from their responsibilities and refresh, too many can cause a lack of focus and have a drastic impact on both individual and organizational productivity. As the prevalence of workplace distractions continues to grow, employers must identify the policies, strategies and training programs that can help steer their employees through the distractions of their daily lives.Read more
If you look at the press and commentary you’d think that Millennials (insert zombies) are coming in mass to get us. They will soon take over business as we know it, booting out boomers, trampling Gen Xers, and demanding every entitlement under the sun. So we thought we’d add to the chatter with different perspectives, from all sides of the generational divide.Read more
To be an effective leader, you don’t need to be the smartest person in the room, but, it does help if you ask the right questions. Because leaders are the people responsible for resolving situations, this often requires taking or guiding action(s) in response to change. Critical thinking is just as important a mindset as decisiveness and leaders must be aware of the appropriate scenarios for each.Read more
“Here's a recruiting riddle: What costs more but often works worse? Outside hires.”
Rachel Emma Silverman and Lauren Weber for the Wall Street Journal
Internal mobility, talent mobility, internal career programs, the name you choose to call it is not as important as the concept it conveys. Internal mobility programs are designed to move talent from role to role within the company. Industry leading companies like McGraw Hill, Sodexo, and Google are leveraging internal mobility programs for their benefit and you should be too.
In most organizations, talent development investments are restricted to the executive level while first- and second-level leaders are largely left underserved. For these future leaders, the essential practice of coaching — helping the individual clarify and move toward a specified goal, higher level of job performance, improved state of being, or some other positive outcome — can increase employee satisfaction, improve communication, and reinforce other forms of learning. A coaching process that employs specific, progressive steps can help future leaders reach their full potential.Read more
In order for organizations to thrive in today’s rapidly paced global economy it would be very beneficial to explore utilizing a mutually inclusive change management and employee engagement strategy. Increasing employee engagement levels is currently a high priority for organizations across the broad, regardless of industry. Research has indicated that employee engagement is one of the best predictors of an employee’s performanceRead more
Few HR professionals enjoy the subject of layoffs—the act of separating valued employees can be uncomfortable and emotionally taxing, and it may feel as though the subject is best avoided until the eventuality of separation presents itself. It is much easier to focus on positive events, like hiring, as evidenced by the ease of finding data for benchmarking your salary bands.Read more
To the shock of some and the delight of others, I always advise clients and HR colleagues to ditch their 9 Box tool if they want to engage in successful succession planning. For those unfamiliar with the tool, the 9 Box is essentially a chart or grid commonly used to examine talent within the organization and to make succession planning decisions. Placement of potential succession planning candidates in the 9 Box is determined by ratings of performance and potential – both based upon a three point scale (low, moderate, high). Each of the 9 boxes or categories derived from the ratings are labeled. For example, the high performer/high potential category may be labeled “Consistent Star.”
When it comes to creating a personal digital brand, we’re all in. As executives who also blog about women and leadership, we’ve seen up close the positive impact that savvy use of social media can have on individual careers and entire organizations. The opportunity that digital platforms offer to build and sustain two-way relationships in the marketplace is unprecedented. But we also have some misgivings.Read more
In any high-performance organization, the acts of learning and achieving development must be prevalent and ongoing for employees at all levels. Great organizations understand that they have a responsibility to create two imperatives: An environment of stretch opportunity and a culture that develops others. I have seen that by providing employees with these two imperatives, which is inclusive of new challenges, a strong support system, and a structured method through which they can share ideas, companies are able to thrive.Read more
Over the past few years many have prematurely stated that video interviewing was already mainstream technology within talent acquisition. But with the widespread assumption that Skyping with someone constituted “video interviewing,” we were unwilling to agree. Our own research backed us up. Until now. Now we have supporting data for that mainstream scenario that we are ready to share.Read more
Day in and day out, employees show up to the office and fulfill the duties outlined in their job description. Whether that means they make sales calls or fix broken code, they come in and (hopefully) do their work. Seems like a successful employee, right? Yes, but maybe not a happy one. In fact, a majority of employees report they don’t feel driven to improve and innovate beyond what’s expected of them — and that’s costing companies big time.Read more
When there is something that requires objective, clear thinking in your business or personal life, challenge your natural propensity to see what you want to see and hear what you want to hear by:
- Challenging your assumptions - try to disprove, rather than prove, your hypothesis.
- Seek outside opinion - get feedback from others who may see things differently than you.
- Writing it down – the written word will make you feel more accountable to your analysis.
- Admitting you were wrong, when appropriate - we hate to admit it, but humility goes a lot farther than rationalizations and justifications.
Today’s succession planning efforts need to be integrated into all aspects of the talent lifecycle, and must extend beyond the reach of the executive team. Most organizations today are already experiencing the reality of a need for a deeper penetrating succession practice. In the United States, 64 million people or 40% of the US workforce will reach retirement age by the year 2020. This emerging reality creates a necessity of which organizations need no reminder. It has never been more important for companies to develop and retain talent at all levels of the organization.Read more