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…
Earlier this week, I was talking to two company executives about strengthening team performance. They had already put substantial effort into this area and they were not getting results at the desired levels. Specifically, they had trained a large portion of the workforce on expected behaviors of team members and developed ways to measure demonstration…
We’ve been stressing the importance of teams to business success. The benefits of successful teams are clear: Diversity of thought contributing to stronger outcomes Innovation at levels well beyond individual capabilities Better business results Socialization of information to and from stakeholders Experiential learning which adds organizational capability Getting these benefits requires that your teams have…
Recently, I’ve been blogging about improving team performance. The focus has been internal teams, beginning with the senior leadership team. In fact, the principles of team performance improvement apply just as effectively to extended teams. Here are a couple of examples to consider: Consulting teams — When consulting firms do work for their clients, it…
Today, some helpful humor and a preview of thoughts to come. … I’ve been blogging about teams in several contexts: performance, assessments, team building and coaching. A key tenet of our perspective is the importance of the six core team competencies: engagement, collaboration, innovation, trust, empowerment and awareness. Since we’ve promoted these competencies, they’ve begun…
At StangerCarlson. we are constantly refining our approach to our leadership and talent offerings. Our executive and team coaching offerings have several unique characteristics, one of which is how we measure growth 90 days after coaching has finished. The purpose of this approach is to establish that growth and renewal are continuing beyond formal coaching.…
In the last few years, we’ve worked with several middle market companies to design or formalize their talent processes. Some of the companies have been global. There is a clear theme which emerges from this work: find out what’s being done well before beginning the work. A great example of this is performance management. Recently,…
Recently, I’ve stressed how important engagement is as a team competency and discussed how this competency can be developed. Equally important is not to behave in a way which destroys engagement — something leaders do all to often. Interestingly, the source of these damaging behaviors comes from a leading expert in marriage therapy rather than…
I’m preparing to meet with the sponsor team for one of my clients later today. On the team are two senior executives and my client’s HR business partner. We already completed personality assessments, 360s and feedback. We’ve also prepared draft development goals to be addressed in coaching. Today’s main agenda is to have the goals…