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Monthly Archives: January 2013
Connecting the Dots
As leaders, we make hundreds of decisions a day. Some are minor and hold little significance, while others affect the direction of our entire organization. Luckily, most of us do a good job at identifying decisions by relative impact and … Continue reading
Posted in Leadership, Organizations, Workforce
Tagged causality, connecting the dots, decision making, decisions
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Assessing Value: Example of a Compensation System
A key element of the rise of human resources as a profession and an organizational partner relates to adding value. The more we can turn our scarce resources into outcomes of greater value, the more we benefit the organization. Put … Continue reading
Posted in HR Operations, Workforce
Tagged adding value, compensation, HR Operations, value
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Making Distant Engagement Work
Most of us have dreamt of working from home at least once in our career. Being at home would mean dressing comfortably, eating what we want, and avoiding workplace distractions that make even a simple task take hours. We might … Continue reading
Posted in Leadership, Organizations, Workforce
Tagged engagement, remote working, telecommuting
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We Should Not Outsourcing Engagement
The popular as well as business media jumped on a recent story about a man in the US that unbeknownst to his employer outsourced his job to a company in China. Apparently, the senior level programmer worked for a US … Continue reading
Posted in Leadership, Organizations, Performance, Workforce
Tagged engagement, retention, turnover
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Is the Talent War a Trait War?
Almost every week an article appears that discusses how most of us trained for jobs that will not exist in the future. Some estimates indicate that new or “yet to be defined” jobs will make up as much as 80 … Continue reading
Posted in Development, Organizations, Workforce
Tagged collaboration, communication, problem solving, talent, talent gap, talent management
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Skeptics and Validation
Most of us have spoken to an employee about expectations, given feedback, or completed a performance evaluation. The process tends to produce one of three outcomes: ambivalence, anger, or satisfaction. For the disengaged employee, our comments (regardless of nature) provide … Continue reading
Posted in Leadership, Organizations, Workforce
Tagged relationships, skepticism, trust, validation
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