Insights

Why aren’t companies transparent with their employees about their performance and potential? I tell you the excuses we hear and the way to overcome those.

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?”

Your company’s success relies on your leaders’ ability to deliver the few, differentiating capabilities that your strategy requires. A Success Model captures those capabilities in a succinct and powerful way. It’s easy to implement because managers instantly understand its brief, engaging and aspirational statements. During the webinar, you will learn the three things that make a success model the simple, powerful approach to define success for your leaders.

Our fourth edition of the Chief Human Resources Officer report reviews trends in the CHRO marketplace and introduces the Fortune 200’s new CHROs from 2020. The Fortune 200 welcomed 27 new Chief Human Resources Officers in 2020, a turnover of nearly 15%.

It’s a simple, powerful way to increase the effectiveness of goal setting at your company. Goal calibration helps to align goals within your group and helps the group’s manager to ensure all goals are set at a similar level of challenge. And, when done well, goal calibration can crush potential bias that tries to creep […]

We’re pleased to bring you our latest research with all the facts about talent management compensation in 2021. Our report includes compensation insights from 101 companies and shows the average compensation for talent management, L&D and OD/OE roles, and compensation by company revenue for many TM and L&D levels. Read the full report here More […]

Our first HR Transformation survey brings generally good news but with a number of warning flags. We found that many companies achieve their HR transformation goals, but often slower, less completely and with less satisfaction with the results than they expected. Our primary conclusions are:

Brilliant performance management doesn’t just get the basics right, it ensures that bias doesn’t undercut potentially great results! You can help crush bias by recognizing where it lurks in performance management and how to fix it.