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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?”

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.

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.

(This article was originally published in Entrepreneur magazine in 2019)   There’s an insidious set of forces working against your being a high performer. It’s not your jerk of a boss, the local cantina that starts happy hour at 2 p.m. or your inexplicably slow wireless connection. It’s a combination of click-bait misdirection (e.g. The 4 […]

Our field gained traction about ten years ago when most companies were either adding or exploring how to add Talent Management as a function. In the years that have passed we’ve made amazing progress in some areas and shown our weakness in others.

Intense debate marked the landscape of Performance Management over the last five years.
After much uproar, the dust settled and presented new challenges and opportunities for HR professionals. Between the calls for change and the debate over validity – what has really changed?

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.