Setbacks happen and often are associated with negative emotions. Someone who has lost a big account, been passed over for promotion, or produced poor quarterly results is bound to feel disappointment, frustration, or anger. Many leaders, confronted with an upset team member, seek to avoid the negative emotions.  They either simply don’t like addressing the…

Finding and retaining top talent is always going to be a priority for organizations that want to stay competitive. There are a variety of assessment tools available for recruiters and HR departments to make the process easier, more streamlined and more efficient. Still, as with any tool, each will have its positive aspects and potential…

Whether recovering from an economic downturn, reopening after a pandemic, or managing through any type of crisis, waiting too long to discuss the future and planning your talent needs will impact the sustainability of the business and retention of valuable contributors. The key question business leaders need to be asking is, do we plan for…

When C-Suite leaders join an organization, they spend their first 100 days focused on integration, understanding the business, and building relationship with colleagues and the talent within their area of accountability.  Often, they see a pattern of recent change in key senior leadership roles or identify the need for shaping the talent of their direct…

Everything changes when given time. Interests, people, society, music, technology, and so on, all change. The workplace is no exception, with change not just being present, but expected. Part of what contributes to those changes are the perspectives and knowledge of the workforce. As different generations enter the workforce, they bring their own experience. The…

The heart of human excellence often begins to beat when you discover a pursuit that absorbs you, frees you, challenges you, or gives you a sense of meaning, joy, or passion. Terry Orlick “Where do you hope to be in five years?” It’s a common question asked during interviews and goal setting conversations with employees. …

An analogy we like to use about building trust and integrity is having change in your pocket. Every time you do something that builds trust or helps people align with you, you collect change in your pocket. It could be a quarter here or a dime there for your promises made and kept. You want…

On Purpose leaders must own and lead the behaviors that shape the culture of an organization.  They’re accountable for creating the experiences of employees, customers, and the communities they serve.  This is the badge of honor that comes with being a leader.  The reality is that organizations become “Shadows of their Leaders.” It’s a heavy…

Organizations today do not always consider the cost to real people who are being exited from the company and many more strongly underestimate the impact these actions have on their brand and on those who remain with the company. For organizations that do not provide meaningful outplacement services, the level of distrust both within and…

Outplacement is Good for Your Business A strong employer brand is critical to attracting the best talent, and in this job market, it means more than ever. Studies show that nearly 70% of employees share their poor layoff experience with others. By ensuring that your exiting employees are immediately focusing on their careers, rather than…

As we near the end of what, by all accounts, has been a tough year, many leaders are hoping to realize efficiencies and ensure maximum effectiveness wherever possible. This includes getting the most out of each and every employee. Because of this, the world of coaching continues to have a broader and more impactful role…