What makes Google the #2 Most Admired Company in Fortune’s 2015 rankings? Does their unique organization culture play a role? Gaining answers to these and other questions was the force behind a Culture Benchmarking Trip to Silicon Valley in which I participated. The purpose of the trip was to unearth … Continue reading Lessons from Google’s High Performance Culture
The ultimate leadership development investment not only increases the capacity and capability of leaders but also provides a return to the organization in terms of meaningful results. We just completed a project with a client that achieved both. The Situation: A mature and growing business wanted to assure their continued success. … Continue reading Making a Difference: Intentional Development in Action
Yes, generations differ. However, I don’t think that all the hype about Millennials and the differences between generations is all that helpful or meaningful. The Hype: The cited differences between generations are often quite small and the wide range of individual differences within a generation are often ignored; the distributions … Continue reading The Millennial Paradox . . . or Hype?
Google “Strategic Talent Management” and you will come up with about 2 million hits. The discussion about STM is reaching a fevered pitch online, in blogs, and at conferences. Approaching talent from a strategic perspective is more than just a hot topic. It is a significant evolutionary step up from … Continue reading Top Signs That You Are NOT Taking a Strategic Approach to Talent
One benefit we often see from doing robust, objective Organization Capability Assessments is that we uncover hidden talent (Click here or here for more info on assessing talent). These are often employees that report to a leader that is not a good developer or promoter of talent. Or they have … Continue reading Finding Hidden Talent in Your Organization
Don’t get me wrong, effective and targeted communication from key leaders is important for any organization to be effective and engage its workforce. Communications are important . . . but not sufficient. What is more critical are the behaviors regularly exhibited by leaders and the impact of those behaviors. For … Continue reading Employees Remember 1% of What a Leader Says but 100% of What A Leader Does
Easy. Behavior comes first. And its not a chicken-or-the-egg kind of thing. The culture of an organization is first created by the behavior of its leaders that are then reflected across the organization. Employees remember about 1% of what a leader says but 100% of what a leader does. This means … Continue reading Which Comes First, Culture or Behavior?
The short answer is “Yes, but . . . “. The “but” being that most of the leadership development I come across does not achieve any kind of meaningful business impact. The long answer is, “Yes, if the development is properly designed around evidenced-based practices”. So much leadership development is really … Continue reading Is Leadership Development Worth It?
I was interested to read a quote from Google’s Sr. V. P. of People Operations, Laszlo Bock, in which he stated that, ““G.P.A.’s are worthless as a criteria for hiring, and test scores are worthless . . . We found that they don’t predict anything.” That’s exactly what I have … Continue reading GPA, Experience & Test Scores are Worthless Hiring Criteria
Organization Culture is a hot topic. I am working with several clients who see culture as a source of competitive advantage and a driver of their future growth. This is not just an example of the “next shiny object” syndrome because there’s plenty of research to back up their interest. … Continue reading Culture Change Levers