Insights

Through our search and consulting assignments, we find six factors differentiate those who win and keep the top talent executive role

73% of companies have decided that lying to their employees about their potential to advance is the right choice. Does their logic hold up? We present compelling reasons why more transparency – especially with your top talent — is always the right choice.

Every week a new headline emerges about the dismal state of employee engagement and what must be done to address it. Before you jump into action, consider this: it’s not true. Engagement is just fine and global averages tell us nothing.

Surprisingly few organizations can crisply explain their talent strategy or show the tangible links to company success. We offer below an approach for creating a simple, thorough and powerful plan for using talent to reach your business goals.

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?

2+2 Coaching builds better talent faster through it’s radically simple, science-based approach.

In 8 Steps to High Performance, talent expert and bestselling author Marc Effron cuts through the noise with his signature “science-based simplicity” approach to identify what matters most and shows you how to optimally apply your time and effort to boost your performance.

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.