As the technology age moves us along, innovation has been heralded as one of the few growth spaces left, and the power of community, think social media, is the other. Do they blend? Does creativity have a place in how this can happen? Enter change. It is important to keep change leadership and [...]
Archive for the ‘Talent Management’ Category
Slate Magazine has taken on the often quoted gender bias in math and science and has offered more nuanced, evidence based perspective. It’s the chicken and egg dilemma. It is why many programs out there about girls and women in science are needed. It is why drug addicts learn best from other, fully recovered, successfully clean ex-drug addicts. The power of the peer group is huge.
People are usually a lower order value in many organizations, number seven (7) according to consultant Peter Block in his earlier writings. In some rarified companies, the people rank is quite a bit higher, such as with SouthWest airlines, owing to its success in fractious airline industry. via flickr.com . Note: This post was updated [...]
Conversations are key to releasing potential in developing communities, both in business and socially. When conversation is controlled or squelched, the community loses traction to individual agendas and fragmentation. Excerpted material features Oshry’s classic work on Tops – ‘Elites’, Middles and Bottoms and Peter Block’s message of simplifying leadership and seeing it as a quality that exists in all human beings.
The findings cited are common. Consider the Talent Myth not as a myth but as a capacity FACT. Such views that you can be ANYTHING create an economy of self-help seminars, books, academies and plenty of revenue in leadership coaching. One label for this prevailing viewpoint is Blank Slate, a you-can-be-anything view given the proper attitude, support and practice. It is also a recipe for frustration and unhappiness, often limiting full effectiveness and success. Consider a different approach.
via flickr.com The statistics below about women in leadership were surprising. Women, including many wealthy women who’ve earned their money themselves, are now entering politics, becoming university presidents and taking on roles as power brokers. Excerpted | The Women’s Information Network, from Paula’s Blog: …the amazing American Baby Boomer women ~ women born between 1945 [...]
References a new study by Hewitt Associates and the Human Capital Institute. Very few of the companies studied are executing their talent management strategy successfully. In short, plans on paper don’t translate to reality in the workplace when it comes to recruiting, developing and retaining talent.
An original longer article citing two approaches: Talent Management Choices: Who is the Star, the Individual or the Organization? Used to launch my first blog at the University of Michigan. Still relevant in helping you build an appropriate talent management choice today. Also see my October 2010 post entitled: The Pervasive Talent and Blank Slate Myths Meet Potential and Capacity Coaching.
America’s Best Leaders 2008 – Do you agree?
Panelists rated the nominees from to 1 to 5 based on how well they met the following criteria: Sets Direction (25 percent), shared sense of purpose, innovation,; Achieves Results (50 percent) Of significant depth and breadth;, positive social impact, sustainable; exceeds expectations; Cultivates a Culture of Growth (25 percent) communicating positive core values, inspiring others to lead. See the top three at EdgeCat and the full post if you want to read more.