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Talent Talk

How Healthy is Your Leadership Pipeline?

The ability to groom promising talent into tomorrow’s great leaders is critical to the health of any organization, but one many struggle to achieve. Fortunately, the right prescription isn’t too far out of reach; just take a cue from the healthcare industry.

Healthcare providers often rely on a simple acronym, SOAP (subjective, objective, assessment and plan), to track patients’ well-being and overall improvement. The same strategy fits in well with the talent management process. With individual advancement often left to the whims and personal preferences of managers (which can lead to some disastrous results if the wrong people are moved forward), the SOAP method gives the company access to all available data to move beyond the old-fashioned subjective approach and predict success through more objective means.


Three Tips to Align Performance with Leadership Development

The single biggest way to impact an organization is to focus on leadership development. There is almost no limit to the potential of an organization that recruits good people, raises them up as leaders and continually develops them.” –John Maxwell

As I mentioned in my previous post, companies today face the immense challenge of having their most senior leaders retire. How can they ensure the new generation of workers has the right skills to replace them? With the rampant skills shortages and talent gaps in today’s workforce, companies must look internally to find those top performers and high-potentials who show the promise to be effective leaders.