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Management Skills and Development

When Class Matters

September 9, 2013
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While we continue to experiment with live interactive virtual learning for widely dispersed participants, I’ve had some thoughts about when a live class experience matters.
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2013 Game Changer: Matthew Painter

August 11, 2013
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Director of leadership development, Berkshire Health Systems, Pittsfield, Massachusetts
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How Do We Identify Future Key Roles for Our Company?

May 15, 2013
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I am in a new role as Talent Acquisition Coordinator and need some help. What is the best way (or ways) to identify key roles in my company going forward? The big issue is being better able to anticipate those skill and talent needs and take steps accordingly. It sounds simple but can be incredibly hard to get it right —Anticipation, talent acquisition coordinator, telecommunications, Santo Domingo
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How Do We Get Managers To Embrace Difficult Conversations?

March 20, 2013
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How do we make our managers better at having difficult conversations with our employees? Sometimes it seems easier for them to gloss over tough topics rather than engage employees in discussion and uncover problem area. How do we convince them to probe below the surface without interrogating employees? We'd prefer to avoid mandating it as part of a manager's performance reviews. —Touchy Subject, executive assistant, health care, Sydney, Australia
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How Do We Turn Mediocrity Into Excellence?

March 7, 2013
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Which elements are most critical to an effective performance appraisal? —Performance Boost or Bust, services, Dhaka, Bangladesh
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Further Assessment: More Companies Using Evaluation Tools to Identify Future Leaders and More

January 28, 2013
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A recent Aberdeen research report found that companies are including assessment tools in their efforts to identify high-potential talent, to develop workers' interpersonal and leadership skills and to set performance goals for their staff.
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Without Historical Performance Data, How Does Our Newly Merged Company Know Which Employees Are Management Material?

January 25, 2013
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My company underwent a recent merger that created a need for new managers. Our organizational structure also is changing to run much flatter. The newly merged organization is looking for a way to identify candidates for the new management jobs. Historical data on performance either is lacking or not available. How do we go about the task of assessing which employees to interview for the management roles? — Data Blackout, organizational development specialist, manufacturing, Teaneck, New Jersey
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Why Don't Our Managers Identify High-Potential Workers?

January 25, 2013
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With the start of a new year, I am trying to assemble a brief guideline to help our supervisors and managers identify key employees within their department. What suggestions do you have as we begin this list? Would you suggest some criteria we could use? — New Year, New Practices, HR analyst, manufacturing, Farmington Hills, Michigan
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Top Performers vs. Critical Performers: Semantics or Meaningful Distinction?

October 31, 2012
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What is the difference between top performers and critical performers, if any? —Taking Stock, wholesale trade, Seattle
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On the Right Course

October 24, 2012
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Big training investment pays off in performance and lower turnover rate for Hendrick Automotive Group.
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