Here they come and we better be ready. According to research reported in a recent Harvard Business Review article, here is what our work force wants NOW and moving forward. The research included more than 2,000 knowledge workers at large and mid-sized companies. I don’t know about you, but my reaction to this is “Oh My” (or something like that): 1. Complete Flexibility … [Read more...] about Prepping For Our Future Work Force
talent development
Get Ready for the “Feeling Economy”
We have all heard the hype – a robot might take our job someday. Should we be worried? Recent research reported in California Management Review* gives us hope! It encourages us to beef up our feeling skills. That’s right: “All the feels” may soon pay off at work. The Feeling Economy is on the horizon. The new research explains that as computational power and … [Read more...] about Get Ready for the “Feeling Economy”
Developing Your Talent Pipeline
As the unemployment rate remains incredibly low and Baby Boomers retire, managing a plan for future leaders in your organization requires diligent effort. If you don’t have a plan, make one ASAP and keep these things in mind:# *As you work to identify high potentials, keep in mind that today’s high performers are not necessarily tomorrow’s. *Consider the most important … [Read more...] about Developing Your Talent Pipeline
Career Mentoring for Young Staff
With the best of intentions, we often engage young staff in conversations about their career future. One one hand, this is a good thing because we want to support their professional development. On the other, it is probably unrealistic for staff who are just a couple years out of college to have a clear career path. Or if they do, it may turn out to be inaccurate. Authors … [Read more...] about Career Mentoring for Young Staff
Managing “C” Players
You’d like to ignore them or just resign yourself to the idea that there is nothing much you can do, but one of your important responsibilities as a leader/manager is to address the “C” players you have on your team. If you don’t, you risk alienating your “A” players who want to be on a high performing team and tempting your “B” players to underperform. A recent article in … [Read more...] about Managing “C” Players