We all know the research. Gallup says that people leave their leader, not the organization. Harvard Business Review says that, above all, top talent wants the opportunity to grow. The American Society for Training & Development estimates that U.S. organizations spent about $171.5 billion on employee learning and development in 2010.
Learning drives performance in innumerable ways. Employees are better skilled to do their jobs. They are more committed because they are more productive and engaged. So how do employees really learn?
Attending a class to learn important content is a good way to learn a new skill or gain knowledge. Continue reading Whose job is it to develop talent?
I bet most people who read the title think this relates to the chaos that HR teams face on a regular basis. Add up the number of people in an organization and multiply that by each individuals thoughts, ideas and perspectives and you are bound to have chaos, right? And as HR professionals we try our best to manage the chaos.
Well, that’s not exactly where I was going. So here’s where chaos theory and quantum physics come into play, at least in my very non-scientific brain. You can’t manage chaos. The very best you can do is shepherd people in the right direction…let them use their knowledge, their energy and their ingenuity to “self-organize” the chaos. It’s that pesky “buy-in” thing that everyone talks about, but never really seems to happen. Continue reading Chaos Theory and Quantum Physics in HR
I saw this on my brother-in-law’s Facebook page and chuckled as he spent his career on the “stagehand” side of the entertainment business. I thought…well, at least he knows the score. Without the actors, there just isn’t a show.
Having invested my career in building performance management systems, I have often thought that the entertainment business was the ultimate “performance appraisal”….goal driven (bring in the audience), feedback rich (critics in every paper and armchair), Continue reading Actors and Stagehands