Workplace Culture

How Do We Apply an Organizationwide Leadership Model?

Our executives have told us they want everyone here to “think like a leader.” The thrust is to get people to take ownership and hopefully boost engagement/morale and make us generally more productive and a better place to work. We have good leadership programs in place but have never applied a leadership model across the entire organization. Although this sounds like a great idea in theory, how do we put it into practice? Where do we start and what steps do we follow?  — Aiming to Please, distribution, Gaithersburg, Maryland

How Do We Develop a New Generation?

Our company soon must replace a number of senior-level boomers nearing retirement. How do we develop younger high potentials to take over as senior executives? Does it take a different approach than we used in years past? — Our Future Is Our Past, senior organizational development officer, financial services, Gaithersburg, Maryland

How Do We Choose From Similar Candidates?

Our leadership team is looking at several managers for potential promotion. All the candidates are good, but we can only promote one. There isn’t a great deal to separate them — each person has assets and deficits. Since the margin of difference is small, what can we do to make sure we make the right choice? — Talent Scout, director of development, electronics, Scottsdale, Arizona

What Do We Do About Bickering Employees?

We have employees in a work area who are constantly bickering among themselves. They start rumors about each other, even though they've been warned of disciplinary action regarding their behavior. How close are we to completely losing our professional environment? — Frazzled, compliance and ethics officer, contracting and consulting, Madison, Mississippi

What Questions Define Our Learning and Development Culture?

I have been given the task of defining the learning and development culture of our workforce (using Six Sigma tools). What type of questions should be included in our first employee survey? They need to be kept simple and to avoid "bias" in the responses. — Finding Who Are We, HR administrative assistant, manufacturing, Sydney, Australia

What's a Succession Plan for an Aging Workforce?

The average age of our workforce is 48 years. We'd like to develop a strategy to prepare for the aging of our workforce, but what's really the most effective thing we should do? Who should be involved or giving input? We know we need to do something, but we aren't sure what's going to be effective. And we don't think we can “hire” our way out of it. —Not Getting Any Younger, manager human resources, financial services, Amsterdam, New York

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