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Talent Talk

Filling the Leadership Gap through Performance Management

Although the worst of the recent economic turbulence may have subsided, and companies are looking ahead to the future, many have a new issue of top concern: developing their future leaders. At a time when companies are beginning to lose their most experienced leaders due to baby boomer retirements, the ability to identify high-potential employees and provide appropriate training to grow into leadership positions is crucial to organizational success.

The need for leadership development is well recognized by companies – a recent report highlights how spending on corporate training has risen drastically by 15 percent in 2013, accounting for more than $70 billion in the U.S. and over $130 billion globally. One would think that with this enormous investment, companies would have the leadership development process down pat. Yet, that is not the case. Another study shows that a majority of professionals feel their organization will only be able to deliver two-thirds of the leaders they will need in the next three to five years.


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.


Putting the User [Experience] First

Talent management professionals are always looking for the tools and technologies that can make their jobs a little easier. But with the continually growing number of solutions available, finding “the one” can be a bit of a gamble. With each talent management platform promising to transform the way things are done, the options seem limitless. 

How can you find the best solution for your company, then? It all comes down to the user experience – or lack thereof. Despite the promises of many solution providers, most of the platforms on the market underwhelm. Sure, they may technically work as intended, but they are often clunky and burdensome and create more problems than they were meant to solve. 


Treating Your Employees to Training

Are the traditional employee rewards and recognition programs – the ones that focus primarily on tenure and company service – becoming passé? For millennials, who are staying in a job for an average of 18 months, the idea of an anniversary award as a retention incentive is a completely outdated notion. In a study conducted by Achievers and ConnectEDU, the majority of students in the Class of 2014 chose travel and experience rewards as the most appealing rewards, relegating years of service awards to the bottom of the rankings.


Engaged Salespeople = More Sales Success

We all know that employee engagement is important. It is absolutely imperative for salespeople in retail and hospitality, whose attitude and enthusiasm (or lack thereof) broadcast your brand to customers. We’ve seen the statistics touting the importance of engagement in every area from customer loyalty to profitability advantages. We know that salespeople who aren’t passionate and engaged WON’T be effective and CAN’T move your products.