Category Archives: Talent Development & Retention

Companies Squander Valuable Leadership Talent
25 Apr

Companies Squander Valuable Leadership Talent

If you aren’t willing to invest where you have the greatest potential for robust ROI, namely in your human capital, it’s like raising a child with tons of potential and fantastic DNA, and then not sending them to school. The money saved on textbooks and tuition may have sounded like a good idea at the […]

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Do You Know These Secrets to High-Performance Teams?
28 Feb

Do You Know These Secrets to High-Performance Teams?

When I worked as a senior level executive for Macy’s – when it was a Fortune 100 – it was critical that I quickly learn how to build and create high performance teams. You cannot afford to micro-manage when your responsibility is to achieve the company’s overall initiatives with a coherent vision that motivates everyone […]

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Leadership Secrets to Mine for Extraordinary Talent
31 Jan

Leadership Secrets to Mine for Extraordinary Talent

Are you mining for extraordinary talent to fill your high potential pipeline? Great people are the essential strands of corporate DNA and your most valuable asset. Find creative ways to mine for the best of the best, and you’ll reap incalculable rewards, both now and in the future. I have four key secrets that my […]

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Deepen Strategic Investments in Future Leadership
07 Jun

Deepen Strategic Investments in Future Leadership

Companies in all different industries have attractive openings right now, available for talented leaders, and that’s great news if you’re looking to elevate your career. The bad news, especially if you’re tasked with the responsibility of filling those vital positions, is that there is a disturbing lack of qualified people to fill these critical succession […]

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Are You Proactively Developed & Ready for Valuable Leadership Succession?
23 Feb

Are You Proactively Developed & Ready for Valuable Leadership Succession?

Holding on to valued leadership talent so they don’t leave to work for your competitors – while developing key leaders for succession planning – are two of the top issues faced by companies in 2016. Surprisingly – and unfortunately – research indicates that as many as 70% of organizations have no succession plan in place […]

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20 Jan

High Performance Leadership Feedback Fuel

Today’s leaders are hired not just to manage people but to coach them and develop their potential. If you can’t do that you probably won’t be promoted. Here’s a case in point: Forward-thinking companies like General Electric and Microsoft are moving away from annual performance reviews. For one thing, they’ve figured out that for feedback […]

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20 Feb

Now’s the Time for Team Reviews

  As a leader it is your responsibility to expand the outlook of your team, bolster their pride and confidence, and show them that they achieved much more than they may have realized. Reviewing annual team accomplishments is a great way to do that and start a new year on the right foot. When people […]

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Rank and Rate Your Human Capital
06 Dec

Rank and Rate Your Human Capital

You rely on all sorts of handy metrics and guidance benchmarks to ensure you stay focused, productive, and right on time as both a team member and a leader. You’ve got your budget spreadsheet, your snapshot of sales, margins, and revenues, and performance reports and marketing targets. But as you understand so well, people are […]

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13 Mar

3 Secrets to Successfully Engaging in Difficult Conversations with Poor Performers

We all shy away from initiating workplace conversations that could easily escalate into conflict. You never know how the person will react to what they may perceive as unfair criticism or a threat to their career. They could blame you for their difficulties. Maybe they’ll become vocal and try to damage your reputation within the […]

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Be a Dream Team Talent Scout
14 Feb

Be a Dream Team Talent Scout

Owners of professional sports franchises invest tens of millions of dollars to draft the top players, and their talent scouts start following athletes as early as junior high school. They have to invest with a forward outlook, and that means they have to constantly be on lookout for talent no matter when it appears or […]

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