Human Capital Reporting: Breaking the Impasse
A third of FTSE 100 companies are withholding vital workforce related information from their annual reports, including skills challenges and employee turnover. New research from … Read more
development
Process vs. People: Closing the Divide
I am continuing to read Brian J Robertson's book "Holacracy" and reflecting on the ideas it introduces. It does describe what the sub-title promises: “The … Read more
Leadership: Do Our Leaders Really Know What It Is?
True leadership isn’t about antiquated ideas of traditional leadership or leadership development, but about ensuring that you create a culture and environment in which everyone cares: in which everyone is a leader. That is why every individual matters.
Love at Work: A Practical Recipe
“Work is love made visible.” What do those words of Kahlil Gibran’s say to you? I see them both as a constant source of inspiration … Read more
Good versus Bad Bosses – Why Retention is the Wrong Measure
You might be surprised. I was. I had come to accept the idea that people quit their jobs primarily because of bad bosses. Yet, according … Read more
Transform Your Business Through More Effective Personal Reviews
There is an increasing tendency to do away with annual performance reviews. That is as it should be, for performance assessment should be an ongoing activity. It is also one that is most honestly done by the employee when the pressures of measurement and its consequences are removed. Career development, however, is not something the person can address unilaterally: it calls for a conversation. Managers still need to sit down with employees and ascertain to what extent they are growing and developing as people, how their work is contributing to that, and what needs to be done to provide and sustain that self-development.
Beware WIIFM: Avoid Its Present Dangers
Virtually unheard of ten years ago, WIIFM – the acronym for What’s In It For Me – has become a surprisingly popular term in business. … Read more
How the Learning Cycle Fits into Organisational Development
This is key: while you intuitively understand that your organisation is the aggregate of the people who work in it, you must consciously recognise that every person is an individual. Maximising your organisational learning means maximising individual employee learning. Thus creating a learning organisation, with an effective continuous improvement programme that secures your organisational development, necessitates ensuring you introduce mechanisms that will identify and circumvent the limiting effects of these filters. Your business demands nothing less.
Kill the Performance Review
Performance reviews remain in the news. Last week I wrote about Accenture’s abandoning them, but this week came the even more shattering news that GE … Read more
How to Increase Your Return on Training (ROT)
Now you have an unprecedented means of creating, measuring and managing learning and development within your organisation. It turns training from an expense into a properly evaluated investment with the appropriate return on investment (ROT) that ensures your training is more effective and actually transforms your organisational performance in the way you intend it to.