to be featured on the Blog page
Over the last several months, several middle market companies have asked us to facilitate the process of considering their business strategies. We’ve suggested combining a senior leadership team strategy workshop with getting input from the workforce through surveys and focus groups. This two-step approach has led to robust discussions and significant changes in business direction:…
Welcome to the StangerCarlson Talent Minute. I’m Carolyn Carlon. I recently read a HBR blog by Monique Valcour (July 17th, 2014) titled “You Can’t be a Great Manager if You’re Not a Good Coach”. I totally agreed with her comments; developing highly effective managers has been hobby of mine for many years. I understand why…
Increasingly, I’m seeing companies listing job openings for business partners in both the HR and IT areas. While there are advantages to bringing fresh talent to any organization, in this particular role, it is far better to develop your own candidates. Here are the reasons: [list style=”tick”] Consistency. — HR business partners need strong consulting and…
Increasingly, companies seeing the benefits of executive coaching are building internal coaching capabilities for high potential employees, a group for which it generally is not considered cost-effective to use external coaches. The programs vary widely in their quality. In fact, some have arisen ad hoc, while others have been planned carefully. Few, however, incorporate the…
It’s time to face a new reality: voicemail is dead, killed by Millennials. We all hate to check it and we rarely leave messages. When we see a missed call on our smart phone, we return the call. If we see that a voicemail was left, we probably don’t listen to it if we recognize…
In a recent blog, I talked about creating future leaders by building on successes. I advised doing this by mapping the behaviors of existing successful leaders in the organization with the Bizet Job Activity Rating job profiling tool and using these behaviors as the basis for developing future leaders. I suggested “gently” adding new behaviors…
I recently wrote a blog about the value of team building for consulting teams — including members from both the consulting firm and the client — to help prevent the “breakdown and rescue” that almost always seems to happen at some point during a project. As I pointed out, this costly cycle can be stopped…
We are often asked how strong leaders can be developed quickly with confidence that they will be successful in the organization. In responding to this question, we always ask three key questions: 1. What does a strong leader look like today? 2. What would make your leaders even stronger? 3. What is the best approach…
Recently, a senior talent leader and I were discussing how certain employees are asked by leaders to join teams based on the employee’s reputation from past work. Unlike some other employees, these employees are always in demand for the contributions they make. We described this quality as magnetism. I’ve had similar discussions with other talent professionals over…
By now, almost all companies of significant size have transformed to an HR service delivery model which pairs HR Business Partners with senior line executives leading units of approximately 500 employees. To perform their role effectively, the HR Business Partners must act as HR business consultants to their line clients, bringing talent-related solutions which are…