Where nice goes wrong is when the label is used by leaders to explain why they don’t have, or don’t force others to have, the difficult conversations and make the challenging decisions needed to improve their organization. Let’s redefine a “nice culture” so that it benefits everyone in your organization as well as your external stakeholders.
There may be high potentials in our midst who have been passed-over in our talent review processes because they don’t meet the conventional definition of potential or because the process didn’t work as it was designed. Are there hidden gems in your organization and, if so, how can you find them?
The Chief Human Resources Officer has emerged as the role to advancing business strategy through the organization’s people. The criticality of the role necessitates a look at the trends in the CHRO marketplace – who are the CHROs of our most complex companies?
It’s Harvard’s best-selling book on talent that revolutionized how talent is assessed, grown and engaged. Read the book often called the “talent management bible.”
The secrets behind HR success lie beneath the organization design. How you bring that structure to life, through the people within it, will differentiate your success far more than the design ever can.
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. We believe that it’s less about the tool and more about the process.
What makes a Fortune 200 CHRO? Find out in the third edition of the CHRO Trends Report, the in-depth guide and analysis of today’s leading Chief Human Resources Officers.
How can you accurately predict potential? Hear leading practitioner and academic Allan Church and leading talent voice Marc Effron as they present and discuss what we know (and don’t) on the topic.
The surprising findings in our Global HR Census raise questions about the purpose of HR in today’s organizations and the typical HR leader’s mindset as they approach their job.