When we see organizations fail in their transformation efforts, we find that many of them have not asked and answered three fundamental questions about how to succeed in the transformed company:
1. Do people know what to do?
2. Do they know how to do it?
3. Do they want to do it?
Just like the rules for avoiding a bear attack in the wilderness, the rules for your company avoiding an attack from private equity bears are very clear. Just like those in the wilderness, these rules are often violated and the consequences can be deadly. clear and violated even more frequently.
While some HRBP’s consistently support talent management, others actively or passively block the talent agenda. Their resistance may be driven by control needs, jealously or outright lack of confidence in your abilities. That resistance can destroy any chance that your talent practices will deliver their intended business impact.
The hard truth about performance management is that its success – like most good things – requires challenging and sometimes unpleasant work.
This makes benchmarking your neighbors a risky proposition when you audit your HR strategy and practice.
Benchmarking stories provide false comfort even if they describe well-known companies and come from well respected sources.
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 comes a point in every professional’s career when new information contradicts one of your deeply held beliefs. This moment can either be enlightening, or embarrassing, depending on your response.
Ten days from now your core talent management practices could be redesigned, your executive team aligned with your talent agenda and your HR generalists more capable of effectively managing talent. Doubt it? Read 10 Days to Talent Management
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.