Resources

The secret is out: to be the strategic leader your business needs, follow these three best practices. Know your business in addition to the business of HR. To really know the business inside and out you must be able to answer questions like, How does our organization make money? What are our costs? What does […]

Whether HR professionals and executives realize it or not, the workplace is changing. Baby Boomers are slowly beginning their exit from the workforce and millennials are filling the vacancies. In fact, research from the Pew Research Center indicates that millennials are now the largest age group in the U.S. labor force.

Today’s workforce is saturated with commentary of how to be a good leader, but nobody gives you a road map showcasing what it takes to become that leader. With a 2014 Bersin by Deloitte survey revealing that leadership is the highest-priority issue businesses face, it’s important to know what it takes to become the leader you want to be.

The role of HR professionals is almost unrecognizable compared to that of yesteryear. Once a transactional operation, HR now has become a business of highly skilled consultants. The rapid evolution of cloud technology gives HR more time to be strategic advisers versus their historical HR (e.g. hiring, benefits enrollment and payroll). Now faced with new […]

Have you ever not gotten a promotion and wondered what you could have done differently or what the person who received the promotion had that you didn’t? More than likely, they stood out among the crowd because they exceeded expectations on a daily basis and always gave a little extra. If you continually show commitment to go above and beyond your job description, the impact is significant.

With today’s technologies, workplace e-Learning tools and web-based learning management systems (LMS) have made it easier than ever for organizations to develop and deliver employee training.

I am hard-pressed to make sense of the hesitation organizations have for building stronger leadership pipelines. In a recent Bersin by Deloitte study, organizations cited leadership as one of the most important challenges, yet only 6 percent are confident their organization is “ready” to make a change. Here is where I struggle: If we say leadership development is important, then why aren’t more companies taking initiative? The real answer is that many companies confine leadership to the “exclusive” few, failing to make long-term investments and neglecting to construct a larger leadership pipeline at all levels.

A cultural shift is happening in the education industry that challenges existing practices - how labor is allocated, how hiring is managed, how talent is evaluated and how teachers are empowered. This “new” approach is a plea to fix existing problems, so instead of constantly jumping through hoops, charter school leaders can focus on reaching academic excellence.

Everything you used to know about work? Throw it out. Human resources (HR) departments today must operate in a whole new working world – a world that requires dramatic change and innovative thinking. It challenges existing practices – how leaders are developed, how teams are engaged and how work is designed. It’s all different.

I find myself having a love-hate relationship with New Year’s resolutions. Was I not good enough in 2014? Then I remember, each year is a blank, 365-page book, and we have the opportunity to rewrite our own story. It is a chance to restart and redefine who we are as people, as leaders and as businesses. A wise man once said, “I always wonder why birds stay in the same place when they can fly anywhere on earth, then I ask myself the same question.”

You've made up your mind to start a mentorship program at work, the research is clear and the boss approves … now what?

Ross Perot, Andy Grove, Kobun Chino Otogowa, Regis McKenna… what do all these names have in common? They were all mentors to Steve Jobs. Jobs knew that having the support of a network of seasoned individuals was instrumental in growing his business. In fact, Otogowa is credited with advising Jobs to start Apple rather than become a Zen monk. Without the advice and support from strong mentors, Apple may have looked very different.