DVD featuring Edward Lawler and Christopher Worley. Based on the book Built to Change. Lawler and Worley highlight the major themes in their book with practical examples.
Research and Insights Archive
Research and Insights from the Center for Effective Organizations
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Talent Management of Nonstandard Employees
Wayne F. Cascio (U Colorado Denver) and John W. Boudreau (CEO) discuss how more and more workers are operating outside the traditional confines of regular, full-time employment. They may be “free agents” or “e-lancers” (that is, freelancers in the digital world) who work for themselves, or they may be employees of an organization a firm is allied with, employees of an outsourcing or temporary-help firm, or even volunteers.
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Strategic Analytics, 12/1/15
This webinar aligns with Alec Levenson’s new book, Strategic Analytics: Advancing Strategy Execution and Organizational Effectiveness.
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Changing Tires on a Moving Car: Management Processes that Support Agility
The term “agility” gets tossed around a lot these days. Strategists tout the virtues of strategic agility, fast strategy, and resilience.
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Corporate Boards and HR
John W. Boudreau (CEO) and Edward E. Lawler III (CEO)
As boards face growing pressure to step up their understanding of strategic options, risk management, change management and globalization, it is particularly important that they have good data about the human capital issues that organizations face.
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Millennials Play the Long Game
Alec and Jennifer sift through the myths and realities about Millennials. Latest article for Strategy+Business by Alec Levenson and Jennifer Deal.
Becoming Agile: How the SEAM Approach to Management Builds Adaptability
Becoming Agile: How the SEAM Approach to Management Builds Adaptability illustrates the process of becoming an agile organization. Reflecting the principles presented in The Agility Factor, readers are taken on a real-world journey of transformation and change. This...
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Finding the Strategic Talent Pivot-Points, 9/1/15
In this webinar, John Boudreau (Research Director, CEO), discusses how job descriptions usually describe work performed by full-time employees, throwing together a series of skills and requirements that seem large enough for an employment contract.
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Choose human capital substance over HR style: Evaluate intent, not just the design
The problem is that HR too often focuses on the programs as designed, not whether they really address what the business needs. Three examples illustrate this point: compensation, leadership development and competency models, and training and development.
HR Perfect Processes are the Enemy of What’s Good for the Business
a.k.a. Are You Helping to Improve Strategy Execution Where It’s Most Needed?
The Right Way to Scorecard HR (Don’t Focus on Turnover and Safety)
The balanced scorecard has popularized the idea that organizations should regularly measure and monitor key metrics about people.