Your leaders are your most powerful builders of talent. So why aren’t you using them that way?
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?”
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.
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.
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.
Even CHROs who have aggressively upgraded other elements of their organization have hesitated to make the often-obvious talent changes needed in their direct reports. We tell you how to ensure you shape your team for incredible results.
Transparency about performance and potential remains an incredibly important topic with our clients around the globe. Yet, we find that the frequency of our client discussions about the topic is not correlated with a meaningful increase in transparency. We provide you with direct advice about how to move towards a more transparent organization.
If you believe that having a growth mindset means that if you try harder you can accomplish more, you don’t need to read this article. We agree and the science in areas from self-efficacy to goal setting to motivation supports that exerting more effort often leads to better results. However, if you believe that growth mindset means that different outcomes in life will occur if someone has a Fixed Mindset or a Growth Mindset, or that it’s possible to increase one’s intelligence or change one’s personality, please keep reading.
It’s the missing foundation of talent management in most companies. Does your executive team agree about the best way to manage talent to achieve your business strategy? How do you know?
Companies can manufacture talent in the same way that they manufacture any other product – using a structured and disciplined production line.