Ten years ago, one retailer was far ahead of the curve on analytics. It built a skilled analytics team the likes of which most of us would envy today. However in the end, the team was disbanded. The organization’s leaders felt their deep expertise in retail trumped anything analytics could tell them. Furthermore, they didn’t particularly appreciate it when some young analyst claimed the data didn’t support their decision. Sound...
Today’s employees want to know and feel that their work matters…regardless of what generation they fall into.
Enter the HR Entrepreneur The Business Partner model has been around for about 10 years now. It has improved both transactional and transformational HR delivery, but this has not led to improving organisational performance to the satisfaction of many CEOs. This leaves HR with a problem. Are you assuming what is needed? Having attended Dave Ulrich’s Michigan course, I know that the Business Partner model is often not implemented...
Use OKRs to embolden your goals, define how success is measured and achieve execution excellence:
In fact, one million Americans call in sick over stress every day and 25% say work is the most stressful thing in their lives.
Two-thirds of corporate recruiters say their organization has a difficult time managing millennials and a similar number of executives give millennials low grades for work preparedness
In many ways, setting goals is similar to dreaming of success – goals are desired outcomes. But achieving goals (and with them, success) is infinitely harder and more complex.
While feedback on what we do well is gratifying, feedback on what we can do better helps us improve — it’s an essential ingredient in career growth.