A great process is superior to good intentions - and we should use that fact as we try to reduce bias in performance management.
What to avoid when confronted with new and challenging information.
Worried about global engagement numbers? Think again.
What remains after intense debate marked the landscape of performance management over the last five years.
An analysis of how today's HR leaders climbed to the top.
A simple yet powerful tool to drive insights, awareness and action.
The consistently poor execution of employee development processes is rooted in naïve optimism about how managers and employees will act.
Typical competency approaches don’t help managers to accelerate development or provide employee with a guide for managing their careers. A fundamentally different solution is needed if we want to grow better talent faster.
A new year brings new directions and we’re seeing some definitive Talent Management trends emerge for 2018.
Most companies hold talent reviews. Few execute them to their maximum benefit. Our experience conducting hundreds of talent reviews and building the process for complex global companies shows us that six factors create a successful talent review.
Companies can manufacture talent in the same way that they manufacture any other product – using a structured and disciplined production line.
How to conduct an HR audit that really matters using science-based insights and practical experience.
For your company to get more than its "fair share" of talent, your leaders must grow better talent faster than your competitors. We describe the six capabilities that allow them to do that.
Distilling wisdom from his talent philosophy engagements with top global companies, Marc Effron updates his classic article "What's Your Talent Philosophy?" to provide case studies and specific details on implementation.
Great goal setting is the surest, clearest path to increasing your organization's performance. We show you exactly how to get there.
Many of us believe that the most effective executives are great coaches, highly relatable, strong relationship builders who get results. Some practical examples and some challenging research about CEO effectiveness may cause you to embrace a new model of the ideal CEO.
The ability to accurately predict potential is the Holy Grail of Human Resources – long rumored, never found. So it’s curious that Human Resource consulting firms have recently put their sales and marketing teams in overdrive to convince you that they’ve identified the genuine item.
We avoid assessing our talent practices for the same reasons that we avoid scheduling an annual physical exam. In both cases, it’s in your best interest to make sure that little aches don’t become big pains.
There’s plenty of passion and noise behind the movement to eliminate performance ratings. Now might be a good time to examine what the science and practical realities say about the validity of this approach.