“A bad carpenter blames his tools” The talent review is a well-accepted and increasingly common element of how organizations manage talent. They see the value in understanding an individual’s potential to advance and using that information to better plan for succession. Which tool should guide that discussion, however, is increasingly under debate. The classic […]
It’s surprising that so many organizations – even the larger and more sophisticated ones – still lack a well-designed talent strategy. By well designed, we mean a strategy that tightly flows from the business strategy, is clear about the talent team’s three or four big promises/deliverables, spans at least three years, and is specific enough […]
It’s unfortunately still fashionable to sell companies bias training to help their leaders reduce bias in performance management. While the intentions of these efforts are admirable, the research is clear that anti-bias training rarely has a lasting effect. Science shows that it doesn’t provoke a long-term change in racial bias and in other cases it […]
The dedicated scientists at Talent Strategy Group Laboratories, AG, had nearly given up after years of tireless effort with absolutely no results. Then, using right-brain thinking and a growth mindset, they made a discovery that will change performance forever.
Watch and be amazed.
It’s a rare individual who can architect, build and execute talent strategies that actually drive business results. We describe the six factors that differentiate great talent managers and why they’re essential for success.
Should you change your definition of potential given the workplace changes after the pandemic? While the intuitive answer to that question after two years of turmoil would seem to be “yes,” the facts about potential guide us to a more nuanced conclusion.
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?”