The news that Theresa May has been appointed leader of the Conservative Party, and tomorrow will Prime Minister, brought back to my mind some research I came across while developing my new module. She is adamant she will make a success of Brexit; that which has been called the poisoned chalice, and long “May” she succeed (the pun headline writers will surely be having a field day after Cameron). Continue reading “Woman gets top job”
Here it is folks, the second Tag Team/Co-blog from myself and my “spiritual partner in HR”, the one and only Mr Perry Timms (@PerryTimms). This time we’re discussing skills and to resolve the UK conundrum of skills being viewed as a social and economic panacea (a point raised by Keep & Mayhew back in 2010). Continue reading “Have you got the skills? #TagTeamBlog2”
“Too many years fighting back tears
Why can’t the past just die?
Wishing you were somehow here again
Knowing we must say, “Goodbye”
Try to forgive, teach me to live
Give me the strength to try
No more memories, no more silent tears
No more gazing across the wasted years” Continue reading “Job Loss: Wishing you were somehow here again”
I’m not the first to decry the use of the phrase “War for Talent” (see for example this blog by Workable). While I’m sure nobody wishes to downplay the true horror and suffering that is war through the use of such a metaphor, it is rather an apt one for the current recruitment market. I’m referring not only to the blatant mistreatment of undervalued candidates, but the lengths that the “top” organisations will go to in meeting their objectives of hiring only the best talent. Continue reading “Who started the War for Talent?”
Blogging this week has been exactly like buses (one doesn’t come along for ages and then there’s two at once). But when the awesome energy that is one Perry Timms AKA @PerryTimms (adjusteddevelopment.wordpress.com) asked me to take part in a new blogging experiment, how could I resist? It’s the new idea I hinted at last year in my blog White Noise. Continue reading “TagTeamBlog #1 Performance Management”
A few years ago I attended a short course in coaching. The trainer was a certified practitioner in Neuro Linguistic Programming and had included some of these techniques within the course. However, he imparted this knowledge with a warning – that these “powers” could potentially be used for evil. Continue reading “The Dark Side of Personality Testing”
The latest book I’ve been toting around with me is Antonia Fraser’s two-volume history of Charles II. You’ll remember him, mainly because Parliament beheaded his father, forcing him into exile. Prior to this he was being schooled by his father the King (Charles I) in the art of running the Country. Continue reading “Leadership isn’t Hereditary”
On Wednesday the train I normally jump on for my commute home was delayed. Or to put it more accurately, all trains going in the direction I wanted to go were cancelled due to a major signal failure. Although I’m reassured that this is not a regular occurrence, it’s the second time in the three weeks I’ve been commuting that it’s happened to me. People get a real bee in their bonnet about the failings of the transport network (roadworks, traffic jams), but public transport in particular is the victim of much anger venting. If it is late, we are late; for work, for home, and for connecting services. It eats into our time. It creates wasted time. Some people find this very annoying. Continue reading “Creating (or killing) positivity “
A couple of years ago “scientific proof” that male and female brains operate differently was announced. This was quickly followed by general uproar and the accusation that science was “validating sexism”. More recently the original study has been supplemented by more in depth research, which confirmed that the brains of the different sexes are in fact different. However, those differences are very small Continue reading “Do women or men make better leaders?”
What’s more important to your company, it’s future or its past? Any business leader worth their salt isn’t going to think twice before answering. The future, of course. No matter how you’ve performed in the past, the future is going to bigger, brighter and better. You’re not moving backwards, you’re moving forwards. Your talent strategy is fully aligned to the vision, with targets cascaded throughout your performance framework, ensuring you’ll have the right people in place to deliver. Well, that’s great, but what’s missing? Continue reading “Potential vs performance”
HR Potential 