Leadership is a Disposition not a Position

Realize that individuals come with multiple talents, and the role in which a person works doesn’t necessarily dictate their skill level or capabilities, just as a failure in one role does not mean failure in all roles. Read More+

Financial Gravity Podcast

Talent Snapshot, an online solution that helps small to medium-sized companies evaluate their employees based on competencies, and then provide courses to help them improve different skill sets. Read More+

History of Talent Management 101

In 1950, Congress passed the Performance Rating Act. The law was meant to establish a method to rate federal employees. They were marked as one of three subjective levels: outstanding, satisfactory or unsatisfactory. Read More+

Employee Super Powers

“The overwhelming consensus among employers is that too many graduates lack critical-thinking skills and the ability to communicate effectively, solve problems creatively, work collaboratively, and adapt to changing priorities.” Another finding, “Colleges and universities think they’re adequately preparing students for the workforce. You couldn’t have a more stark difference of opinion from industry.” Read More+

The Right Behavior = The Right Results

So how do you go about spotting your top talent? By evaluating individuals’ Behaviors (Competencies) and Results (KPFs).

Taking it a step further, when you link Competencies with KPFs you enable your organization to attain the specific results/outcomes that fit your organization’s particular strategy and business. Read More+

Take a Listening Tour

You are not going to discover who your employees are and be in a position to celebrate their talents if you limit contact to emails, text messages, tweets or voicemail. To do so effectively takes one on one interaction. Read More+

Employees Come First

We’ve certainly had our share of customer experience mishaps lately – airline employees gone wild, ad campaigns that bombed and exploding phones. How can you earn 5 star customer ratings? Read More+

Get Ready, Get Set, Go

Innovative performance management is valued for focusing on “speed, agility, one-size-fits-one, and constant learning, and is underpinned by a new way of collecting reliable performance data.” Read More+

It’s Your Move

There’s a movement towards performance systems that simply work better in today’s business environment, and is driven by a model that is more dynamic, sets goals that are innovative and linked to business results, and favors continuous learning. Read More+

The Employee Engagement Effect

According to multiple surveys of human resource executives, businesses are out of touch with their employees’ perceptions of engagement, training and career development. Read More+

Pivot or Pirouette?

Career changes happen throughout a person’s life, no doubt, but they can evolve in completely different ways. I like to call these transitions a pivot or a pirouette. Read More+

Engaging with Key Stakeholders

Organizations are complex systems. Roles, resources, and workflow from one group or function are often connected and reliant on the work product of other groups or functions. Read More+

Engaging with Key Constituents

Leaders who are new to a leadership role, new to the company, or recently promoted to a role of greater scope or complexity face significant challenges. Research shows that roughly 50% of newly hired executives quit or are fired within their first three years, and up to 40% of executives who change jobs or are promoted fail during their first 18 months. Read More+

What’s Trending in Talent Management

Did you miss our webinar? To listen in, click here, and learn about why developing a talent management strategy is important to your business’ growth and profitability. Some key takeaways include: How to avoid the termination costs of bad hires … Read More+