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.
There’s plenty of passion and noise behind the movement to eliminate performance ratings. Now might be a good time to examine what the science and practical realities say about the validity of this approach.
The right mindset will take you farther, faster on your journey to grow great talent. Too often we let our personal preferences override a more practical, outcome-focused approach. In these two short essays, “The Unimportance of Being Earnest” and “About that Horse . . .”, we help you build the mindset that will make you an outstanding talent builder.
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.
Through our search and consulting assignments, we find six factors differentiate those who win and keep the top talent executive role
CEOs are actively upgrading their CHRO talent with talent management needs driving much of that change. Board members are increasingly prominent in the process and often interview multiple candidates.
There’s no shortage of lists that claim to differentiate the “best” companies. Whether you seek the best companies for diversity, working mothers, millennials or any other category, each list claims that their companies are superior based on their self-defined standards.
Do CHROs need a background in Human Resources to be effective at driving talent management? Our research from our New Talent Management Network provides some insights