The idea of this hack is simple but a bit revolutionary—institute systematic rotations for managers in a particular role, which would in effect position-specific set term limits for upper and middle m
It is with great anticipation, I begin to share my share excerpts of my upcoming book, The Risk Factor: Why Every Organization Needs Big Bets, Bold Characters, and the Occasional Spectacular
From a five year study of HR practice in talent management and succession planning, one conclusion is clear -- most of the charts, competency frameworks, nine box grids and other paraphernalia (for wh
The last thing Wall Street analysts and investors are thinking about is "feelings." Too bad, because all economic activity boils down to the back-and-forth exchange of rewarding feelings. &
Over the years I've participated in countless strategic planning projects, having spent several years as a management consultant and then as a member of the executive team of several public companies.
TANDBERG breaks the engineers' monopoly on inventing by bringing its leaders, sales people, channel managers and sales engineers into "soft R&D labs." Their inventions are new "moves" that ge
Move from a static, administration-heavy, compentency & performance based talent management system to a dynamic, innovation oriented, cool-sounding talent locator and accelerator,
