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Left behind: People initiatives that matter mostPosted on June 7, 2013
Not doing Change Leadership? You’re probably not doing Change. Just saying.Posted on December 7, 2012
The Real Business Value of Employee Personality AssessmentsPosted on November 21, 2012
Future of the Workforce: Where Change and Opportunity ConvergePosted on November 7, 2012
3 Steps to Upgrade the Role of HR in Enterprise 2.0Posted on October 25, 2012
Leading Change: Mindset’s methodology for designing success from Day One!Posted on May 4, 2012
When Will CEOs Realise That the Soft Skills Are Actually the Hardest?Posted on March 6, 2012
Is the next evolution of Change Management better integration with Project Management?Posted on December 6, 2011
Retained Recruitment: What are you scared of?Posted on May 25, 2011
Five Steps to Proactive Talent SourcingPosted on April 6, 2011
07Jun2013
Left behind: People initiatives that matter most
HR activities that are considered ‘high value’, i.e. those that add the most value to business outcomes, include leadership development, succession planning, coaching and career planning. They are considered ‘high value’ as they improve the organisation’s ability to retain and attract quality staff with flow-on effects on the quality of execution. One of the most common reasons for employee churn is the lack of career prospects, and this is reflected in countless engagement surveys
Continue Reading...Leave a Comment07Dec2012
07Nov2012
Future of the Workforce: Where Change and Opportunity Converge
The amount of change in our world and the rate of acceleration with which it is increasing, is exciting. Social, technology, workforce, workplaces, leadership, HR... everything is being reinvented. The old saying, "If it ain't broke then don't fix it," no longer applies. Now, leaders and executive teams are not only expected to be ahead of the curve, they need to be if they are to remain competitive.
Continue Reading...Leave a Comment24Jul2012
Leadership Values That Guide Business Strategy: Do You Practise the Way of War?
Sun Tzu wrote The Art of War over 2000 years ago. In recent times his text has been used as guide for developing business strategy. If we accept the premise that business is a form of warfare then what leadership values or qualities make a good General, or leader of people?
Continue Reading...Leave a Comment20Mar2012
A Culture Exposed: Goldman Sachs’ Employer Branding Debacle
Greg Smith, ex-executive of Global Investment Bank, Goldman Sachs, this week launched a huge parting shot at his former employer, describing the culture as “toxic and destructive”. Not the first time, by the way, I have heard an ex-employee describe his/her previous employer in that way. What is possibly most damaging is the specific language that he claims is used to describe customers, alleging in some instances they are referred to as “muppets”.
Continue Reading...Leave a Comment09Feb2012
Agile Intelligence: Innovation is Speed
I recently heard a great presentation from Stuart McLean, CEO of Google Enterprise, who is based here in Australia. Several times Stuart said, “Innovation is speed.” This certainly supports my view of the world we live in and the challenges that both individuals and organisations face with accelerating change now the norm rather than the exception.
Continue Reading...View Comments (1)23Jan2012
The only thing we have to fear is fear itself…. and the resulting poor performance and culture it induces.
Globally, the market (yet again) is in a spin….what will 2012 be like? How will the European markets affect our economies and what exactly will happen there….will there be a collapse of the economy? Will someone come to their rescue? Will ‘they’ wisen up and change the way they manage their economy, culture and employment? And it’s not just Europe, what of the USA market? Will it experience another dramatic, yet predicted fall? Whatever the outcome, it will not be solved overnight so the reality is that we need to manage our economy and businesses the best we can and put in place strategies to counteract multiple situations.
Continue Reading...Leave a Comment02Nov2011
Corporate Restructuring: Musical Chairs, Anyone?
People fear the words restructure or reorganisation. I like the analogy Ron Ashkenas uses when he says that reorganisation or corporate restructuring is often perceived as musical chairs by people in the workplace, with the end result being less people!
Continue Reading...Leave a Comment04Aug2011
The Carbon Tax Debate: Good policy, bad policy or poor change management?
I’m trying to get my head around the Carbon Tax. Who could argue that we should pollute our world less? Who wants to breathe worse air, and damage the planet? Not many I suspect. So, why are we having such an emotively charged political debate? In my opinion, it all comes back to the key principles of change management...
Continue Reading...View Comments (2)19Apr2011
Is Your Gatekeeper Holding the Keys To Your Office or Your Kingdom?
"This is great, but we should have started six months ago". That statement was said to me by the CEO of a not insignificant Melbourne manufacturing company last week...
Continue Reading...View Comments (2)
