Increasingly aired doubts over the effectiveness of annual performance appraisals and the evolution of business simulations software leads me to a perspective that enterprises have new avenues to align individual discretionary behaviour and enterprise needs.
This short blog uses the Tom Peters’ Company Future Shape of the Winner TM model to argue that Oracle USA Team that recently won the Americas Cup is an example of an excellent team.
It can often feel as if our enterprises are being subjected to avalanches of boulders as our rapidly changing world places new demands on our enterprises and open up – between the boulders – new opportunities. To exploit these opportunities we need people to learn and unlearn capabilities and increasingly to “re-invent themselves” through their professional careers. Strategic Talent Development (defined as providing the link between talent management and employee engagement) can help enterprises thrive in our agile world by facilitating changes in attitudes and to leading, managing and organising people. In particular grounding talent development in future needs rather than past performance.
I have just read an interesting Ashridge Business School paper reporting the results of a survey conducted for the Engage for Success Employee Task Force that explored engagement through the eyes of 16 CEOs. It highlights the changing requirements of leaders as the nature of our organisations and […]
A recent funeral service I attended included an argument that individuals with a selfish outlook would find heaven “hell” due to the clash between their own values and the institutionalised values and behaviours of heaven. Reflecting upon how the same thought applies to individuals at work. For example, how happy […]
Raising Employee Commitment – The Business Case & Practical Actions for improving the engagement of your people
The Business Case for actions to improve employee commitment, engagement and discretionary behaviour is strong. This Blog includes 5 dimensions that can be used to help understand your employees and their contribution and create a foundation for tuning interventions to optimise their effectiveness.
Is your management team being adequately refreshed with new skills and competency to replace those that are burnt up or no longer relevant in our ever more agile world? Is you management team sustainable? Efficienarta can help individuals and enterprises develop a greater focus on developing talent so that opportunities are responded to more effectively, a stronger pool of next generation leaders are developed and a more sustainable enterprise created.
The last few weeks have seen former leaders being reappointed at Proctor and Gamble, J.C. Penney, Infosys and Chelsea Football Club. Whilst Mr Lafley, Mr Ullman, Mr NR Narayana Murphy and Mr Mourinho have previously demonstrated their competence for the roles and may therefore be considered to be “low risk”, […]
In this week when the resignation of the Manchester United Manager Alex Ferguson has put the issue of succession on front pages it is perhaps timely to reflect on succession plans. How do you approach succession planning in your enterprise? Having personally experienced a spectrum of approaches from a highly […]
Sometimes when I look up at the peaks above, I reflect on the extra ordinary commitment shown by the individuals who climbed these peaks for the first time as well as the strategies, processes and technologies people used. Dan Ariely – a Behavioral economist – uses the climbing analogy […]