organization performance

The final frontier of competitive advantage

Competitive advantage:  the final frontier. Today only 2 areas remain for competitive advantage: talent management and project management Put another way, an organization has 2 ways to beat their competition: their ability to motivate people and their ability to reliably deliver projects. Talent as a hard asset Hiring the right talent and keeping that talent [...]

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In review: Golden parachutes reward risk or moral hazard?

September 2010 in review. A roundup of blogs from the previous month: Golden parachutes reward risk or moral hazard? — No matter the solutions recently suggested, like England’s Cadbury and Hampel codes for public companies, America’s recent financial-reform act, or clawback clauses, there remains one conflict:  business ethics will never win over moral hazard. The bureaucrat and bureaucracy revisited [...]

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4 performance myths dispelled and no more performance reviews

September’s Talent Management magazine writer Mr.Harold D. Stolovitch provides a reality check within his Human Performance column titled Dispelling Performance Myths: High job satisfaction results in high performance When employees select their own work goals, their motivation to achieve them is greater Personality inventories used for selection purposes are strong predictors of job performance success [...]

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In review: A key to why so many companies blow it in social media?

August 2010 in review.  A roundup of blogs from the previous month: A key to why so many companies blow it in social media? — Do companies blow their social media efforts because they are afraid to fail, preferring to fall back on old marketing rules?  The comments section offers a chance for Jonathan Salem [...]

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Create firm value, build talent during a downturn

Where many leaders chose to cut staff, cut talent management programs or to cut both to reduce costs, a Deloitte Consulting year-long study of 1,800 executives at large companies around the globe found retaining key employees, increasing the hiring of rivals’ future stars, and increasing programs to develop high-potential employees and corporate leaders are strategies to [...]

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The intervention as organizational rehab

When organizations promote star talent, I’ve never once heard about their star’s organization development technical skills as key to their promotion. When I read a press release for a C-level hiring, promotion, or bonus being paid out, I’ve never once seen organization development highlighted as a key to their success. When building job roles, descriptions, [...]

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Organization development is business growth

Organization development has yet to earn a role in all organizations.  Only the most progressive companies even have an organization development role, staff, department, or group.  The challenge to organization development success is that it is hard to find a linear trajectory for success.  Organization development may have clear goals, but the reality, there is rarely [...]

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This social media fad will ruin organization development

What does the social media fad have to do with business?  How is this social media fad related to organizational development (organization development)?  Are you asking yourself if you really need to bother learning about social media? I’ve heard it all too often and continue to cringe hearing about the lack of effort OD and [...]

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How do you measure innovation: tax revenue

When we talk innovation, innovation is usually connected to a firm or a region.  Interest with innovation at the regional level is usually couched in economic development. So, what is economic development other than politicians, ribbon-cutting ceremonies, and glad-handing photo-ops?  Why are so many incentive packages being offered?  Tax havens being offered?  Tax holidays?  Who [...]

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More workers voluntarily quit their jobs

Yesterday’s Wall Street Journal presented More Workers Are Considering Quitting Their Jobs This is the boomerang effect of companies cutting payroll costs to the bone, redistributing work to the smaller remaining staff, and leaving an environment where workers feel “lucky to even have a job”.  This leaves little left for motivation and the result of [...]

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Human capital assessments – the symptom or the disease

The drive to evaluate operations and to contain costs is mistakenly applied as an operational issue across the board.  Too often human capital assessments are lumped into the systems theory world of process and become a technical asset for management’s diagnostic view for cuts.  The result becomes an assessment or evaluation process that is really [...]

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Competing values drives your organization out of business

Cultures are characterized by how things are done around here.  Culture is sometimes adopted from the founder, sometimes developed consciously by teams who try to improve performance, and sometimes culture is formed in reaction to a lack of leadership or need for survival. Culture emerges from collective: behavior, values, norms, assumptions, expectations, and process When [...]

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The devil in the details – the strategic plan

While with the FBI working in the Director’s Office of Strategic Planning I began to realize there are many approaches to build a strategic plan.  I wanted a plan that could go into operation and provide performance management measures.  I also wanted a repeatable process that was understood, committed to, and creates ownership.  Over time, and [...]

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