Leadership pipeline: Let’s get it right
Let’s stop with the bluster, BS, and excuses. Continue Reading
Talent Strategy
Talent management strategy should leave HR
I know: let’s put the acquisition of people — a company’s biggest cost and greatest resource — into the hands of a department that executives barely care about. This will end super well. Continue Reading
Succession planning is about psychology
To some guys, this is the most emotionally-intense part of work: you essentially have to admit that your company can exist without you. OH LORDY. Continue Reading
Employee engagement activities die with this quote
Wharton professors summarizing the decline of modern business in, essentially, one sentence. Continue Reading
The A-Player fallacy
We deify the idea, but it’s mostly wrong. Continue Reading
Job role and definition is crucially important to the bottom line
How a job is designed — the role of the job, essentially — is extremely important to how a person performs, and we need to understand and discuss this more. First? A quick personal story. I recently got laid off… Continue Reading
Attracting top talent is actually fairly simple
Back in June 2014, I sat in a Starbucks near Copley Square in Boston and wrote this post on whether recruiting should even be a function of Human Resources anymore. At the time, I was applying for jobs — I was… Continue Reading
Treat your best-performing employees like your best-performing customers
The SHRM (Society for Human Resources Management) conference is going on/potentially ending right now in Las Vegas, and I’m insanely bitter because I’ve been writing about human resources and organizational development topics for about 18 months now and I was… Continue Reading