Leaders need to know when to shut up.
Leaders rise through the ranks because they’re good at adding value. Their ideas boost the bottom line, time and again. But there comes a point when a leader’s relentless need to add value to every discussion becomes a liability.
Several years ago, I had dinner ... View full Article
03
May2018
30
Apr2018
There's a difference between trends and predictions: A trend is something we believe will continue based on the information we have. A prediction is something we think might happen based on the information we have, combined with our experience. In HR and talent acquisition we have a ton of information ... View full Article
20
Apr2018
Hooking the best industry talent continues to remain one of the biggest tasks for recruiters who are constantly struggling to strike a balance between day-to-day recruitment activities. While this leaves little time to focus on emerging processes, it is equally important to stay updated because according to industry experts, the ... View full Article
18
Apr2018
Leaders need to know when to shut up.
Leaders rise through the ranks because they’re good at adding value. Their ideas boost the bottom line, time and again. But there comes a point when a leader’s relentless need to add value to every discussion becomes a liability.
Several years ago, I had dinner ... View full Article
16
Apr2018
If you talk to just about anyone who works in talent acquisition, they’ll say that recruiting in today’s market is harder and more challenging than ever before. Between the shifting expectations of job seekers to the increased competition for top talent, companies have been forced to improve and ... View full Article
12
Apr2018
In any organization, HR can be playing fundamentally different roles. In my previous articles here and here, I distinguished three possible roles. One is a kind of “administrator” acting principally as agent implementing processes on behalf of the top management. A second is ... View full Article
10
Mar2018
Across industries and geographies, many companies are redesigning performance management from top to bottom, from goal-setting and evaluation to incentives and rewards—and seeing the business benefits.
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07
Mar2018
3. Establish a flexible, humane, inclusive workplace
The third major element of an irresistible organization is the need to build a flexible, humane, and inclusive workplace.
Most employees today have complicated lives. Studies show that 68 percent of women would rather have more free time than make more money, and while ... View full Article
05
Mar2018
Becoming irresistible: A new model for employee engagement Deloitte Review Issue 16
Josh Bersin
January 26, 2015
The employee-work contract has changed, compelling business leaders to build organizations that engage employees as sensitive, passionate, creative contributors. Two years of research and discussions with hundreds of clients suggest ... View full Article
26
Feb2018
Continuous Performance Management Is Here: And You Should Get With It
I wont belabor this topic (read “The Myth of the Bell Curve” for more), but the answer is now clear: continuous performance management is possible, it works, and it can transform your company. We are not talking about ... View full Article