In the field of managing human capital, the corporate track record in navigating change, whether in introducing a new business strategy, a change in leadership, a different operating model, the integration of an acquisition or now, the transformation of the business into all things “digital”, is more likely to be categorized in terms of partial success or even as an overall failure.
Trends versus Disruptive Challenges and Threats →
John Naisbitt predicted trends that he felt were changing our society and modern world. In his book, he identified a number of changes including the evolution from an industrial to information based economy, movement to a global marketplace, an embracing of technology, decentralization and the diminishing impact of government and the growth of more choice overall.
HR As Advocate for National Dialogue and Action →
As many HR leaders and career professionals continue to discuss the role of the function and search for clarity of purpose and meaning, there continues to exist a striking opportunity for both a redefinition and an elevation of what has been part of our historical and traditional role.
It’s All About Defining Integrated Talent Management →
Today, more than ever, human resources leaders are expected to partner with business leaders on strategic human capital and talent challenges that impact company success and growth.
Stop Asking For “A Seat” At The Table →
Why are so many of us in the field of human resources still asking for the opportunity to contribute, to be valued, and to have our expertise both requested and acted upon?
In Leaders Must We Trust? →
How will tomorrow’s employees, citizens and business commentators remember today? While we live in lives filled with progress, renewal and expanded comfort for many, trust in leadership seems to be at a deep new low.
When Leaders Say, “We Need to Change the Culture Here!” →
All too often, when leaders talk about culture at their organization, they solely concentrate on what’s wrong with it. But, if you ask how things are going, are you on plan, or is the new strategy working, the response is “fine” or “okay.”
Why We Need Just One More “Systems” Model →
Systems models – you know the consultant honed graphic collections of boxes or circles, connected by arrows that provide star charts to explain the knowable organizational universe? We talk so enthusiastically about these models. At least I always have.
Excess: Why We Don’t Need Another Book on Leadership →
The news is not good, and seems consistent with current employee engagement research. There is a significant loss of trust in leadership. A large number of employees find little or no meaning in their lives at work. People are tired and numb.