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Your Operating Model Needs a Brand Strategy

Oct 11, 2019 | Strategic HR

A winning brand strategy is essential for a successful business strategy. Done right, the brand strategy clearly articulates the customer value proposition – why our customers pick us over the competition. Leaders know this and strive for the clarity of purpose a winning brand strategy provides. A simple and compelling brand strategy can focus everyone’s attention on a very small number of strategic priorities that define strategic success, providing a “true north” to focus on.

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How to Give Women a Fair Shot at Advancement

Aug 30, 2019 | Diversity and Inclusion, Employee Equity

At most companies, the competition for career success is systemically skewed in favor of men. Here’s how to change that.

The Future HR: Five Essential but Overlooked Questions

Aug 20, 2019 | Future of HR

The future of HR is inextricably entwined with the future of work, leadership, society and organizations. It has long been insufficient to consider the future of HR strictly from the perspective of changes in the HR function, its organization, its operating model and its technology. Such questions are important, but HR leaders and their constituents (non-HR leaders, investors, workers, policy-makers and others) must consider the future of HR through more fundamental questions about the future of work.

How impactful is your ERG? Here are 5 important themes most leaders are thinking about

Jul 31, 2019 | Employee Resource Groups

Research led by Dr. Theresa Welbourne, Steven Schlachter, and Skylar Rolf focused on the leaders of ERGs and identified 5 key themes of interest on the dynamics of these groups. Using semi-structured interview techniques with ten ERG leaders in three different organizations, Welbourne, Schlachter, and Rolf sought to shed light on ERGs from a leader’s perspective.

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Trust me I’m your leader?

Jan 9, 2019 | Leadership

Darryl Stickel, The Trust Coach, “Trust me, I’m your leader?”
One of the primary differentiating factors between good and great leaders is the ability to understand and build trust.

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It’s Rating Season. Time to Play “The Game”

Nov 30, 2018 | Performance Management, Sponsor Content

Alan Colquitt, Ph.D.
It’s that time of year again, time for the most important part of performance management. It’s rating season. The time for playing nice is over—for optimistic plans, feedback, coaching, and development.

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The Business Case for Employee Engagement That All CEOs Must Read

Sep 25, 2018 | Employee Engagement

Benjamin Schneider, Ph.D. discusses workforce engagement: What it is, what drives it, and why it matters for organizational performance.

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Remove the Shackles from Performance Management so it can Serve your Business

Jul 17, 2018 | Performance Management

According to recent Gallup statistics, 95% percent of managers are dissatisfied with their Performance Management systems and only 14% of employees feel PM helps them improve.

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Size Doesn’t Matter. Some Comments on the United Airline Bonus Lottery

Mar 6, 2018 | Compensation and Benefits, Performance Management

Alan Colquitt, Ph.D. comments about United Airline’s move to replace their bonus system with a lottery.

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“Will this be on the Test?” What are we doing to our Students and Employees?

Feb 9, 2018 | Uncategorized

Alan Colquitt, Ph.D. explains that research shows people overestimate how much other people care about extrinsic features of a job, such as pay, and underestimate how much people are motivated by intrinsic job features (e.g., challenge, purpose).

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HR Analysts: Unleash Your Inner Storyteller

Jan 15, 2018 | HR Analytics, Sponsor Content

John Boudreau shares how telling a story is well-recognized as essential to HR analytics and acknowledges that “insight” is at the top of the data analytics pyramid after data becomes information. HR analytics systems even offer pre-programmed storylines with deeper analysis.

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Systems Diagnostics are Essential to Create High Performance

Jan 8, 2018 | Performance Management

Alec Levenson explains that at its most fundamental, a systems approach demands that we look at the entire organizational system when diagnosing the sources of performance problems to identify solutions that work.

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