Talent management came into focus in the late 1990’s, but only in the past decade has it become highly formalized. If you’re seeking high performance, it just makes sense to plan for and create strategies for developing talent. There’s an obvious link between leadership and organizational effectiveness. So if you really believe you’ll succeed, why aren’t you planning? (more…)
Human Resources as an organizational division has come quite a ways over the past few years. Gone are the days of hiring, firing and filing. In fact, some of an organization’s most valued assets reside in HR – and they know it. Nevertheless, there is a strategy behind being successful in Human Resources – a way to ensure you add real value to both the organization and your professional career.
While it may be tempting, you simply cannot effectively learn to manage human resources from a book, a website, or an online forum. You can’t. You can pick up tips and tidbits, some compliance knowledge, and a few very generic processes. Most of the rest takes individual thought, planning, experience and creativity. Compliance is simple. In fact, a CD-ROM could do it. But effective application of employment laws in a successful business- that takes work. (more…)
One of the biggest misconceptions in the business world today is that it takes cash to motivate people to behave or perform in certain ways. In fact, the best kind of motivation is created intrinsically, without thinking about monetary reward. Can you motivate without a budget? Sure, it’s easy. And the ability to instill motivation without money is one of the defining characteristics of a great leader.
How To Motivate Through Leadership
There are countless numbers of books in the library or online that discuss motivation. It’s a pretty common topic among business leaders and a tool that, when developed, can improve organizational performance and keep employees happy. But as a leader, how can you motivate by leading? (more…)
There are quite a few misguided leaders among us who believe that all motivation is about dollars. The thesis is that with sufficient money, you can motivate effectively, but if you’re cash-poor, then suddenly you’re de-motivating. Nothing could be further from the truth. And while incentives are payments of sort to entice behavior and performance, motivation is the intrinsic desire to achieve those behaviors and performance. The difference may seem subtle, but in reality, it’s a chasm like the Grand Canyon. (more…)
How many of us drink Starbucks coffee? How do you drink it? Venti Mocha double-shot? Fat-free Tazo Chi Latte? We all have our own, special way of having our Starbucks drink; what happens if you get it and it isn’t exactly what you ordered? Not hot enough? Tastes “off,” for some reason?
How long does it take for your Barista (server) to coordinate that “do-over” decision with the various levels of supervisory management? How about “instantaneously??” Those employees have the training to know what to do, the knowledge to be able to recognize it, and the authority to do what’s right. In short, they are empowered. Yes, that “E” word. It’s overused today, but don’t let the fad of word overcome value in the process. Empowered employees make their company’s money.
Starbucks may not know it’s exemplifying high performance; the company may not realize it is a shining example of effective principles to run a service retail business. They just know it’s good business, and frankly, common sense. (more…)
Evaluating potential key talent for client companies is always interesting. And unfortunately, in many cases, you simply “can’t fix stupid.” But if a candidate lacks some required skills, can you hire them anyway? Sure, it’s your company. However, you should be advised to make certain the following three conditions exist. (more…)
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