Ideas to manage better: looking beyond the obvious
Since the days of Adam Smith, organizations have been breaking down processes and simplifying procedures into manageable units. The challenge of leadership has been disected into so many elements that depending on which recent publication you are reading, your immediate focus is volleyed between core competencies, lean management, stakeholder dialogues, systems thinking, rapid-cycle prototyping, […]
Connect & Transform offers a series of reader-friendly documents to introduce some of today’s most pressing human resources issues. These documents are designed for the non-specialist reader and use straightforward language, avoid jargon, and illustrate theory with real-world examples. This page is the place to catch up on developments in issues covered by Connect & […]
Opening Deep Thinking Capabilities To Make A Real Difference In Strategy Design And Execution: A Perspective on Enabling Leadership Transitions
Since the days of Adam Smith, organizations have been breaking down processes and simplifying procedures into manageable units. The challenge of leadership has been disected into so many elements that depending on which recent publication […]
When Will Structure Advance Strategy?
As with many consulting interventions, we find that competitive landscape assessments can be an important tool when formulating insights for client initiatives. Sometimes, the assessments raise more questions than initially in scope for a client engagement; and sometimes, they downright point to a nagging issue that is systemic within a […]
“The majority of Transformation Processes in HR fail to meet the expectations”: What’s next?
In research done by the Corporate Executive Board Company (2012), it came out that more than 80 % of the HR functions is attempting to improve both the effectiveness and the efficiency by undergoing or planning a HR transformation process. The […]
An Essential Step in Increasing the Effectiveness of Your Human Capital Approach
Too many companies waste their resources— their people and their financial leverage — by perpetuating outdated approaches to talent management. They structure jobs rigidly, forcing many people to work a 9 a.m. to 5 p.m., Monday through Friday, workweek. They focus their training […]