Successful organizations focus on people as well as profits, often built with talented staff that take action as co-owners of the business. Twenty-first century talent retention practices can build greater success in your organization. Here’s are 4 ways leaders can help this happen: 1) Check your “hire smart” bench strength & compensationNothing breeds success like talented staff and the abilityContinue reading “Leaders Know Talent Wins: 4 Strategies to Ramp Up Retention”
Let it go, let it go, let it go! It takes courage, tenacity and teamwork to let go of performance appraisal practices and industrial age thinking. In our post 9-11, post financial, no-such-thing as “New Normal” world, business models continue to evolve dramatically and surprise us. Yes, the old relic of performance appraisal from twentiethContinue reading “6 Steps Beyond Industrial Age Performance Appraisals”
Entrenched habits tend to persist, mostly invisible, until poets, reformers and provocateurs start writing, talking and asking questions. They challenge us to reexamine long-standing practices that no longer fit our current world and what’s on the horizon.
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 andContinue reading “Change, Innovators, Creativity and Community, Will it Blend?”
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.
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.