This begins our 4 part series on building high performance team using validated data and an effective process. Each discussion will be accompanied by a video discussing the issues, concepts and methods.
Contributed by Charlene Castillo on 25th of March 2020 08:03:28 AM
What follows is a concise summary of over a dozen academic studies over the last few years. Their conclusions are largely mixed on overall results but fairly consistent on critical success factors.
Contributed by alan on 11th of March 2020 03:17:01 PM
In 2019, it was estimated that nearly 20% of the U.S. workforce is remote full time or nearly so. As the Covid crisis develops, we can expect a massive increase in the coming months and likely a faster shift and increase to remote. How long will it be until 50% of work is accomplished in home offices. Likely sooner that many of us think. Remote work poses many of the same management and leadership challenges, but in different ways - and it has some totally different concerns as well. As we move forward in 2020, we are building a way to better service organizations that need tools and assistance to deal with remote work issues.
Contributed by Michelle Serra on 12th of February 2020 07:03:28 AM
Virtually every organization has a formal structure and a formal network with formal communications and systems but each day as customers interact, projects get done, individual tasks get accomplished, it is the informal network where most of the real work gets done. Increasingly this informal network extends out to other organizations and to customers.
Contributed by Michelle Serra on 15th of January 2020 08:34:34 AM
In this month's discussion, we focus on WHY you might benefit from having an actionable understanding of your job. Please tune in as industry expert, Alan Hoffmanner, summarizes some of the issues in this 4 minute video segment. Let us know if you have any questions or comments as always!
Contributed by Charlene Castillo on 10th of December 2019 07:03:28 AM
Increasingly talent management processes and particularly talent development are being infused, if you will, with data from many sources: external, pulse surveys, internal HRIS systems and still others. With administrative processes, there are success stories emerging in using Machine Learning and AI. For selection and development decision support, there are many attempts, promotions and "hype" but real results are not in evidence
Contributed by alan on 23rd of September 2019 07:39:37 AM
In order to secure a job offer, short-listed candidates usually pass through an interview process. The questions is - how good of a process is it? Well truthfully, what we see most commonly is they pass through a series of interviews with an informal processing of the information - but not really a clear process. The problem with non process-oriented interviewing is that it involves considerable subjectivity and activates a whole slew of human biases.
Contributed by Charlene Castillo on 9th of July 2019 10:33:33 AM
Most organizations want their people to be inspired, focused on dealing with reality as it is, pro-active and happy, but few achieve it over time. Whether you call it motivation, engagement, high performance or whatever…, there are all kinds of supposed solutions but few that provide much benefit. One piece of the puzzle lies in basing your actions on validated data that underlies these factors- what employees expect and their natural tendencies related to what motivates and activates them.
The following video discussion overviews a new capability and one we've found highly effective for the following:
