Basing Talent Management Practices on Purported Generational Differences Are Not Effective I’ve never been a fan of generational stereotyping – from Morris Massey’s frenetic exhortations on “What You Are Is Where You Were When” to the current media hype on Millennials, Xers and Boomers. The stuff maybe somewhat entertaining but … Continue reading It’s Time We Moved Beyond Generational Stereotyping – Here’s How
Author: Michael Couch
The Evidence against Generational Stereotyping
Why basing decision making and investments on generational differences is not effective Of all the social media topics that I’ve posted, none has had more reaction than The Degrading and Useless Practice of Generational Stereotyping. And the reaction has been overwhelmingly supportive. It seems that many are tired of the … Continue reading The Evidence against Generational Stereotyping
How to Make the Best Leadership Development Decisions
Use 5 steps to make the best-informed decisions about where to invest in leadership development that will make a difference. If you have been following the survey research, you know that Chief Learning and Talent Management Officers worldwide are struggling to build strong talent pipelines and to invest in leadership … Continue reading How to Make the Best Leadership Development Decisions
How We Learn: Reflecting on the Importance of Reflection
We learn the skills that are critical for success in any career, at any level, not in a classroom but from navigating a wide range and variety of experiences – fixing something that’s broken, working with a whole new team of people, starting up something from scratch, taking a “stretch” … Continue reading How We Learn: Reflecting on the Importance of Reflection
The Degrading and Useless Practice of Generational Stereotyping
“The next time someone calls me a Millennial, I’m gonna punch them in the nose!” That was the exasperated response of a bright, successful 30-something young professional when someone commented that “all Millennials crave attention.” Like many, she was offended by being put in a box with which she did … Continue reading The Degrading and Useless Practice of Generational Stereotyping
Top Companies Leverage Their Best Talent to Drive Results: Here’s How
My experience assessing talent within companies typically shows that high-performing, high-potential talent often makes up a small percentage of most organization’s total workforce, typically 10 – 15%. That observation has been confirmed in a global research study on workforce productivity conducted by Bain & Company. The study established that, on … Continue reading Top Companies Leverage Their Best Talent to Drive Results: Here’s How
How We Learn: Reflecting on the Importance of Reflection
We learn the skills that are critical for success in any career, at any level, not in a classroom but from navigating a wide range and variety of experiences – fixing something that’s broken, working with a whole new team of people, starting up something from scratch, taking a “stretch” … Continue reading How We Learn: Reflecting on the Importance of Reflection
Intentional Leadership Development – One Size Does Not Fit All
One of the essentials to our Intentional Leadership Development approach is the fact that it is highly unlikely that a given set of leaders in the same organization will have the same developmental needs at a given time. Why? Because no two leaders have been through the same developmental experiences … Continue reading Intentional Leadership Development – One Size Does Not Fit All
Just What Is Job Performance
Like many of the paradigm shifts we are seeing in talent management, the paradigm of what constitutes effective job performance is rapidly evolving. Much of this has been influenced by the research on social networks in organizations and the benefits of aligning organization goals and objectives with employee objectives. Network … Continue reading Just What Is Job Performance
The 3 Keys to a Successful Career Transition: Let Go, Preserve, Add On
Research has shown that 4 out of 10 leaders fail in the first 18 months in a new position. To avoid this potential derailment, I work with leaders-in-transition to basically reinvent themselves at each career shift . This means that at each career change there are: New skills that must … Continue reading The 3 Keys to a Successful Career Transition: Let Go, Preserve, Add On
