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
Effective strategic talent management practices can have an affect on business performance. However, there are plenty of potential pitfalls that can derail the best succession management, leadership development and culture improvement efforts. Here’s are the top 5 of the the more common one’s I’ve run into over the years. Not … Continue reading TALENT MANAGEMENT DERAILERS
As many of my clients look ahead to the tsunami of leaders that will be leaving their organizations in the coming years, a big question I often get asked is, ‘Where do we start?” My clichéd answer is, “At the top!” However, I don’t just mean that succession management should focus on … Continue reading Leading Leadership Development
The raft of baby boomers set to retire is astounding at some companies. I had a client that has been in existence for decades that recently experienced the largest per capita retirement in their history – many in leadership and executive roles. Add to this that 401k balances and stock … Continue reading Are You Ready for the Silver Tsunami?
Depending on the decade, there seems to be widely divergent definitions of leadership development. Based on the research and my experience in what works in this new millennium, I define Leadership Development as a deliberate and systematic process to: Identify critical leadership competencies, Identify pools of high-potential candidates at all … Continue reading Leadership Development Redefined for the 21st Century