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+

Let’s Talk About Culture

Designing and deploying programs that address employee needs and the culture of the organization, so that you’re turning organizational values into more than words on a page is an important part of performance management initiatives. Read More+

Connected Talent Management Strategy

In Jim Collins’ book Good to Great, he provided evidence from data captured over five years that drew a correlation between five universal, distinguishing characteristics companies possessed, and the fact that those same companies consistently produced great results. Like companies, not all employees are created equal. Read More+

Comprehensive Talent Management

Senior VPs of Human Resources complain daily that their CEOs still treat talent management strategy as an afterthought, failing to grasp both how it supports the CEO’s plans for the business and his or her role in making a contribution. Read More+

Why Competencies Matter – Integrating Talent Management Practices

Competencies provide a structured model that can be used to integrate talent management practices throughout the organization. With competencies appropriately defined, you can tie the entire life cycle of the employee together and align recruiting, performance management, training and development and reward practices to build and reinforce key valued behaviors. Read More+

Why Competencies Matter: Learning

One of the primary challenges organizations face is ensuring learning takes hold, and the best way to do this is to ensure employees are acquiring the knowledge and experiences they need to improve the competencies they use daily to perform their jobs. In other words, make it relevant to the work they do. Read More+