Register for our contact list!

The World of Performance Has Changed as of April 1, 2022

The dedicated scientists at Talent Strategy Group Laboratories, AG, had nearly given up after years of tireless effort with absolutely no results. Then, using right-brain thinking and a growth mindset, they made a discovery that will change performance forever.

Watch and be amazed.

How to Create a Talent Strategy

It’s surprising that so many organizations – even the larger and more sophisticated ones – still lack a well-designed talent strategy. By well designed, we mean a strategy that tightly flows from the business strategy, is clear about the talent team’s three or four big promises/deliverables, spans at least three years, and is specific enough to explain the activities and investment needed. Here how to do that.

Potential After the Pandemic

Should you change your definition of potential given the workplace changes after the pandemic? While the intuitive answer to that question after two years of turmoil would seem to be “yes,” the facts about potential guide us to a more nuanced conclusion.

Becoming a Talent6 Leader: The 6 Differentiators of Talent-building Leaders

Your leaders are your most powerful builders of talent. So why aren’t you using them that way?

The CEO’s Three Questions About Talent

The CEO was visibly frustrated just a few minutes into the CHRO’s presentation.
“I’m sorry, but I’m confused” she said. “This feels like the 10th different process that HR has asked our teams to absorb just this year. Why this one now?”

Life After the Competency Model

Few human resource tools promise as much and deliver as little as the typical leadership competency model. These models exist in a world of contradictions – simultaneously being specific but generic, ambitious but uninspiring, academically perfect but practically flawed.

Why ‘Meets Expectations’ Never Does:
A Conversation Guide for Managers

There’s no good way to dress up the dreaded middle rating and no way to convince anyone that being “average” is absolutely fine. If you have these conversations coming up, here are a few practical ideas to make them easier and more productive.

CHRO Trends 2021 Report

Our fourth edition of the Chief Human Resources Officer report reviews trends in the CHRO marketplace and introduces the Fortune 200’s new CHROs from 2020. The Fortune 200 welcomed 27 new Chief Human Resources Officers in 2020, a turnover of nearly 15%.

5 Reasons to Eliminate the Self-Review

As companies worldwide strive to optimize performance management, they often overlook a change that would simplify the process, build trust and increase accountability. They can eliminate the self-review.

The employee self-review continues to exist more due to benign corporate neglect than to conscious inclusion in the assessment process. Its presence can introduce bias, give cover to poor managers and create unrealistic expectations in employees.