Great talent is out there, and companies are all competing for the best of the best – people that clearly demonstrate the potential to be the leaders of tomorrow. Organizations not only struggle with finding and recruiting talented individuals, but also how to support human capital in reaching their full potential.
How do you develop this talent and prepare them for leadership roles? How do you keep them engaged, challenged and motivated? In short, how do you bring out the best in them? Read more
“Let’s acknowledge that change is hard. People naturally resist change, especially when it’s imposed on them. But there are things that organizations do that make change even harder and more exhausting for people than it needs to be. First of all, leaders often wait too long to act. As a result, everything is happening in crisis mode. Which, of course, tends to be exhausting. Or, given the urgency, what they’ll do is they’ll just focus on the short-term results, but that doesn’t give any hope for the future. Or they’ll just take a superficial, one-off approach, hoping that they can return back to business as usual as soon as the crisis is over.” – Jim Hemerling Read more
Authentic leaders are in demand today. Employees, colleagues, and business partners want to work for/with leaders who are real. People are tired of rhetoric and corporate speak – they want leaders who are genuine, honest, and engaging.
“In today’s culture, where so much emphasis is placed on the superficial, people crave authenticity. Employees today are hungry for real what-you-see-is-what-you-get leadership. The most inspiring and influential leaders therefore don’t lead because of what they do (though they do plenty), but because of who they are. Too often leaders and those who aspire to be, forget that,” says Margie Warrell, Forbes. Read more
The idea is not a new one. Different perspectives result in new solutions. In business terms, a diverse workforce is better equipped to gain a competitive edge. Recent research confirms the correlation between diversity and financial performance. Diversity in the workforce helps to attract and retain new talent; heightens productivity through a wide-range of available talents; enriches problem solving and creativity; enhances communication and helps to build synergy in teams; all while increasing market share and creating a satisfied, diverse customer base. All of which equate to increased returns.
“The contingencies that we use to develop your useful skills are not necessarily the same contingencies that we should use to get you to effectively deploy already-developed skills.” - Dan Pink
Do traditional forms of motivation – where we incentivize employees with financial rewards such as bonuses, commissions, and benefits – really work as well as we think they do?
In his Ted Talk The Puzzle of Motivation, career analyst Dan Pink examines incentives, motivation and workplace performance, suggesting an evolutionary transformation of the familiar career guide.
If you’ve been involved in recruiting and hiring for your company, you know that finding good candidates is only half the battle. Today’s employers face significant challenges when it comes to retaining top talent.
Data from the Bureau of Labor Statistics suggests today’s employees average 4.6 years at any given job. Between 2012 and 2013, 7.3 percent of Canadians changed jobs. Based on a labour pool of approximately 18 million Canadians, that means that 1.3 million workers switched jobs during this time period.
Studies show a drop in job satisfaction may explain the rise in turnover. Of course, there are a number of factors contributing to this dissatisfaction – lack of recognition, advancement opportunities and work/life balance to name a few.
While the “discipline” of employee retention has been around for many years, it is evidently worth a refresher as we enter into the fall hiring season. After all, keeping your best employees happy and productive is a competitive advantage for your company.
In order to retain top talent in today’s competitive environment, leaders must generate high employee engagement and commitment to company success – especially at a time when turnover is reaching new peaks.
Whether your organization is looking inward to retain thought leaders or outward to recruit new talent, it’s important managers understand how to create and sustain empowerment for current or prospective employees.
Four tips to help make your organization create a culture of empowerment where employees feel motivated, and encouraged, to make decisions and take responsibility:
Most companies today neglect to implement the preparation practices required to enable their leaders to grow to their true potential, says TED Speaker and BCG Senior Partner Roselinde Torres.
Could this be why the leadership gap is widening? What innovative methods can help prepare the next generation of leaders?
How do leaders ensure the organizations they manage can succeed in today’s rapidly evolving marketplace? It’s one thing to have your team “aware and ready” to deal with a changing economy, it’s quite another to align your organization to be proactive in anticipating these shifts.
For many executives, there always seems to be a myriad of unending, complex internal obstacles to overcome – resistance to change, poor communication, failure to align strategy and execution, and general organizational dysfunction, to name a few.
So, how do you ensure your organization is setup to win today and into the future?
Businesses today are too complex, says BCG Senior Partner Yves Marieux. There are too many layers separating business leaders from the action. As a result, employees feel miserable and disengaged at work.
Marieux goes on to explain how the traditional pillars of management have grown obsolete. “You can manage the new complexity of business without getting complicated. [When you do that] you create more value with lower cost. You simultaneously improve performance and satisfaction at work,” he says.
In his Ted Talk shared below, Marieux offers six rules for “Smart Simplicity,” one of which is to increase the quantity of power: