Skip to content

Managing Talent

Using Corporate Politics To Drive Change

Using Corporate Politics To Drive Change

Change Starts With Alignment The need to have people on the same page is huge when implementing a major change. This is particularly true when the change involves thinking differently to solve a problem that can’t be solved by doing things better, faster, or cheaper. Enabling leaders to get people aligned is always necessary, but…

Read More

8 Signs You Need A New Organizational Structure

When To Rethink Your Organizational Structure “Is it time for a new organizational structure?” This question does not always have an obvious answer. Organizational restructuring, by definition, can be disruptive, even when handled as smoothly as possible, and even with the best of intentions. There is always a risk that the new structure will bring…

Read More

No Training Budget? No problem.

No Budget

Do you have a great team that needs development but lack a budget for training and access to an internal world-class learning team? Perhaps you’ve been limping along sending people to local conferences when you can to try to develop them. But while that may appease your team for a while, you know it’s not…

Read More

Here’s What Is Missing From Your Organizational Structure

Remember when your organizational structure used to be something we hardly thought about. They were clear. We reported to someone (my boss) and often someone reported to us (my team). But things change. Now we have matrix structures, project teams that pull people into hidden conference rooms (that suck life and time from our schedules),…

Read More

3 Skills Needed for Adaptive Leadership

3 Skills for Adaptive Leadership

Traditional Training Doesn’t Produce Adaptive Leadership Skills People are constantly facing business issues they have never seen before, and they are coming at an increasing rate. Too often employees feel like running on a treadmill, going nowhere fast. The harder they run, the more worn out they become and have no progress to show for…

Read More

Why Playing Nice Doesn’t Work

Why Playing Nice Doesn't Work

Imagine you are a manager and you are called to a meeting by your boss to talk about team building. You walk into a room and are introduced to Fred, the ‘team building guy’. Oh, and all your peers, including the marketing guy that you hate and the HR woman that you have no time…

Read More

#1 Way to Lead A Successful Digital Transformation

Leading Digital Transformation

Are you struggling to keep your business organized while transitioning to a more digital experience? Is it becoming less obvious who owns what…and why? Are silos in your organization structure getting in the way as the shift to increasing automation accelerates? More and more, organizations are realizing that as they become more digital, their structures…

Read More

What’s Your Legacy? Are You A Value-Add or a Seat Warmer?

What Will Be Your Legacy

A Human Resources executive walks into a bar with a duck on their head. One of the long-time customers, though a bit intoxicated, recognizes the difference between a hat and a duck and shouts, “… you’ve got a duck on your head. The HR executive calmly replies, “… of course, that is the only way…

Read More

What’s Next for Human Resources?

As 2018 dawns, two questions are being asked by many IBHR leaders and Chief Human Resource Officers: Is this year’s plan for my Human Resources team good enough to deliver strategic value across the organization to truly differentiate our organization from the competition? What is the next key capability that Human Resources needs to front…

Read More

The Blueprint for Strategic Alignment

Operating Model

Ever feel like your team is not hearing you? You turn around and either they are squabbling about who gets their share of limited resources, or they are off in their own space ‘working really hard.’ Unfortunately, you just can’t tell how all that work is driving your strategic agenda. All those countless meetings were…

Read More

New Chief Human Resource Officer: Sink or Swim In 48 Hours

New Chief Human Resource Officer

New HR Leader or CHRO: 5 Questions to Ask in the 1st 48 hours Earlier this year I took an assignment as the interim Chief Human Resources Officer (CHRO) for the Massachusetts Bay Transit Authority (MBTA), affectionately known as the ‘T’. This is the organization that moves people to and through the city of Boston via…

Read More

Can We Really Trust Performance Management?

One of my smaller clients recently asked me if they should consider an automated performance management system. You know the type – for a huge investment, employees can enter their objectives, managers approve them, and then self appraisals and manager performance appraisals are done right in the system. The same system can be used to…

Read More

Building Career Paths…Without Breaking The Bank

Are your people asking for a career path? Many companies are trying to build career paths because people are crying for them. It’s usually in response to an engagement survey and done with a fair amount of urgency because employees are upset that they don’t have a proverbial career path. Some have spent millions of…

Read More

What You Know May No Longer Apply

As I talk to clients, there are a couple really prevalent issues that are holding corporations back in today’s economy. These are issues that will require people to think differently to solve them. For years, we’ve tried to do things better, faster and cheaper. And while that is still critical, it has become the ticket…

Read More

Driving Performance Through Others

When I think of what it means to grow and develop talent outside of a formal process, it’s really about improving your ability to drive better performance through others. That starts with understanding each person’s strengths and development needs, how those can be leveraged to meet the goals of the team, and having candid conversations…

Read More

Make People Marketable – So They’ll Stay

Any consultant will tell you that 2009 was a disaster. It probably goes on record as the worst nightmare for anyone doing training or leadership development in the US, myself included. But something happened that year that fascinates me to no end. At the time, I was a partner with a global firm. In the…

Read More

Make People Marketable – So They'll Stay

Any consultant will tell you that 2009 was a disaster. It probably goes on record as the worst nightmare for anyone doing training or leadership development in the US, myself included. But something happened that year that fascinates me to no end. At the time, I was a partner with a global firm. In the…

Read More