Performance is at the heart of strategic talent management, and the company’s ability to unlock human potential by activating performance and accountability can make a significant difference in the process outcomes.
To Get Big Results, Think SmallI was recently on a phone call with a client who is in the middle of an overwhelming amount of day-to-day work and trying to balance that with a focus on accomplishing a significant strategic initiative. In the phone call, my client said, “They aren’t big, but we are making small incremental changes, and we’ll […]
Selecting talent and selecting FOR talent, are two different things. To be most successful, strategic talent management calls for talent-based selection or selecting for talent.
Strategic talent management in professional sports is a business imperative every season, and it is built into how they think and work.
If you’re a leader or a CEO, one of your top priorities in building a healthy and sustainable organization is to lessen the dependence on you. In other words, you need to intentionally “work yourself out of a job.” It doesn’t mean that you don’t lead. You still will. It’s how you lead that ensures your organization will be sustainable.
People Managers are a key change enabling role for any organization. Your People Managers are your team leaders, supervisors, and direct managers – anyone charged with actively supporting and supervising employees to deliver results.
In this time of COVID-19 change and uncertainty, many of our game plans have been significantly disrupted. Businesses and leadership teams find themselves “on their heels” feeling like they are in a constant mode of reaction and defense to the new developments of the day or week. One strategy to shift from defense to offense is to establish a temporary “rallying cry”.