The level of internal competition is an important aspect of company culture. Some companies have an exacerbated level of internal competition. Other organizations are overly consensus oriented. These two extremes are not optimal, because employees cannot cooperate efficiently. We should therefore aim to move to health internal rivalry. This video outlines how to achieve this.
In this article I would like to discuss the controversial question, if employees should be informed about the way their potential has been rated. Assessment of potential is a highly complex topic. I will outline here why superficial discussions on potential can be quite damaging. My recommendation is therefore to rather focus on career perspectives, which is what employees really need to know about.
The quality and the implementation of individual development plans is often not fully satisfactory. Last minute cancellations from training programs are one indicator for that. Employees don’t feel fully responsible for their own development. Here is a proposal how to change that: giving each employee an annual development budget and empowering them to invest this into the development action they believe are most valuable. Find out here how concretely that could concretely work!
During this conversation Rolf Peiffer (Managing Partner at Leadership Choices) and Sven Sommerlatte explore the benefits of making succession planning more transparent. The idea is to establish an open exchange between the current incumbent of a role and his/her identified successors. This might make our succession planning process more robust and more meaningful.
Employees are not always comfortable to speak about diversity, because they are not sure what words to use. They are worried that inappropriate terms could offend others and then prefer to hold back. Establishing a language of diversity is therefore an important step on our journey towards creating a more inclusive work environment.
After a strong expansion of leadership assessments, some companies are now limiting their usage. Should Leadership Assessments be used for candidate selection? Are they a good development tool? This video describes their advantages and limitations and outlines how to make best use of these leadership assessments. Please share your own experience through survey monkey questionnaire (link in the comment section below). I will provide feedback on the survey results shortly.
This article provides an overview on the key principles of career management. You will find concrete examples and dynamic graphical illustrations. Those could help you define your personal career strategy: setting your career ambition, broadening your experience base in view of your targeted position and going for the most promising opportunities.
In view of the significant budget that many companies dedicate every year to management consulting, a number of companies consider developing internal organization expertise. In the previous article (Part 1), I have outlined the benefits that such an internal consulting team can bring. This article (Part 2) provides recommendations on how to build such a team.
This article outlines the 3 steps to define my career strategy – Many of us spend a lot of time on the business strategy but rarely much time on defining our personal career strategy. Here are some tips how to improve this.
I get very often the questions how to assess employee’s potential. Managers want to know that in view of their team member’s potential. But I think it is a very good question to ask also ourselves – about our own potential …. and in order to understand more about ourselves.