Talent Management Challenges In Ordinary Businesses
Talent Management Challenges In Ordinary Businesses
Talent management features at almost every HR and executive conference, but most of the solutions are those that are targeted at the big multi nationals. But what about the “ordinary” businesses that you and I work for?
This graphic shows some interesting and thought provoking ideas. I am not going to suggest that this graphic shows “best practice” – because it does not. for example it highlights research that shows in performance reviews a 5 point scale is most common – and yet it is the most ineffective scale!
Background to the research
In conducting this research, The Kapta team held detailed interviews with Human Resources leaders and managers in their target market: organizations with fewer than 500 employees. They took data from 110 HR vice presidents, directors, and managers from across the US and across the globe.
Total number of interviews: 110
Time: July 2011 to March 2012
Performance Review Process
15 percent of the organizations we talked to do not conduct formal performance reviews.
The main benefits cited of doing frequent performance reviews were:
- Encourage more dialogue between managers and employees
- Better tracks the dynamic nature of business
- Allows managers and HR to identify performance issues more quickly
Not doing reviews is not a bad thing, its just that the 15% did not keep a paper trail! – something i have been saying for a long time – in most organizations, formal performance review systems are there because of management failure to manage. take the system away, safe time & energy, and at the same time focus on great management skills – getting results from people – not processes!
Goal Setting
The worrying thing for me was that just 47 percent of companies allow managers to “cascade” goals to employees.
How can staff perform if they cannot see HOW they are contributing?
Some fascinating stuff. What do you think?
Source: http://www.kaptasystems.com/performance-management-challenges-for-small-companies
Mike Morrison
RapidBI.com
Blog:
400+ Management & Leadership models in PowerPoint Format Download NOW
SWOT Analysis Slides
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
Social Networking Bill of Rights – the risk of sharing
Social Networking Bill of Rights – the risk of sharing
With more and more of us have some form of online presence, it’s a part of us that increasingly employers, HR departments & potential recruiters want to see. This is a worrying trend towards employers wanting to see “what is behind the locked door”.
This graphic neatly highlights the key information, its risks and the basic ethics.
How would those asking feel about being asked to share their information… or maybe its those that are not online that are interested to see what others are up to – a new for of voyeurism?
I for one thing it is WRONG to let people see your private data – for you would not let a potential employer in your bedroom …. would you?
What do you think?
Have you or someone you know been impacted by this?
Source: http://www.backgroundcheck.org/social-networking-bill-of-rights/
Mike Morrison
RapidBI.com
Blog:
400+ Management & Leadership models in PowerPoint Format Download NOW
SWOT Analysis Slides
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
#HRD12 – summary of free learning at Olympia this week
#HRD12 – summary of free learning at Olympia this week
Learning Arena
Leading L&D experts deliver lively updates, skills and techniques to help you further your professional development.
Wednesday 25 April
09:30-10:00 – Positive Personal Leadership – CIPD Enterprises
10:15-10:45 – Being a More Authentic Employee – Bolt from The You Ltd
11:00-11:30 – Three Performance Management Strategies to Help you Address Underperformance – iManage Performance Ltd
11:45-12:15 – ‘What to say when…’ – 12 practical phrases to use in everyday work situations – Scott Bradbury Ltd
12:30-13:00 – Coaching Staff through Conflict – UK Mediation Ltd
13:15-13:45 – Transforming Stress into Peak Performance – Stress to Success Training
14:00-14:30 – Better Results from Challenging Conversations – Dynamic Learning Solutions Ltd
14:45-15:15 – How L&D Practitioners can Benefit from CIPD Professional Membership – CIPD
15:30 – 16:00 – A Model for Talent: the practical and esoteric characteristics that create successful leadership – NLP School
16:15-16:45 – Using Your Voice to Increase Influence and Credibility – Central School of Speech & Drama
Thursday 26 April
09:30-10:00 – Behaviours to Help You Succeed – RADA in Business
10:15-10:45 – Engaging Your People – how experiential events can engage people and communities – People Deliver Projects
11:00-11:30 – Team Problem Solving for a Changing World – MTa Learning
11:45-12:15 – How to Supercharge any Sentence in 60 Seconds – Emphasis – the business writing trainers
12:30-13:00 – How To Be a Better Trainer: essential tools and tips – Blue Beetle Training
13:15-13:45 – How the CIPD’s HR Profession Map can Support your Development and Career – CIPD
14:00-14:30 – Making Learning Development More Effective Through Storytelling – Management Pocketbooks Ltd
14:45-15:15 – Recipe for a Successful Talent Programme – making blended learning work – Dove Nest Group
15:30-16:00 – Lego Serious Play: beginner’s guide – Sandbox
Topic Tasters
Bite-sized exhibitor updates on today’s L&D issues.
Wednesday 25 April
09:30-10:00 – Bringing De-motivated Talent Back Into the Fold
- Nottingham Business School
10:15-10:45 – Knowledge Management and Organisational Learning: trends and debates – MOL
11:00-11:30 – Successful Team Development: help your talent flourish – Belbin
11:45-12:15 – Testing and Assessment: new developments in standards – The British Psychological Society (Psychological Testing Centre)
12:30-13:00 – Hi-Impact Mentoring: how you can learn more from others – Insala
13:15-13:45 – Tools and Techniques to Develop Your Leadership Brain – Blue Edge Consulting
14:00-14:30 – Preparing Teams for Excellent Customer Service for the 2012 Games and Beyond. What Lessons can we Learn? – People 1st Training Company
14:45-15:15 – Apprenticeships That Work: the role of apprenticeships in addressing your skills needs – CIPD
15:30-16:00 – The New Management Standard: the managerial model of excellence – Development Processes Group Plc
16:15-16:45 – More from Less: performance improvement in the public sector – Middlesex University Business School
Thursday 26 April
09:30-10:00 – Get the Best from your 360 Feedback – success strategies revealed – Appraisal360
10:15-10:45 – How to Use Coaching to Deliver Commercial Results – BusinessCoaching.co.uk – Notion
11:00-11:30 – Leading in a VUCA world – Impact International
11:45-12:15 – A New OD Strategy Model and How You Can Use it to Your Advantage – Roffey Park Institute Ltd
12:30-13-00 – The Holy Grail of Talent Management: objective management assessment – Development Processes Group Ltd
13:15-13:45 – Develop Your Potential and Learn to be an Impressive Individual -Twobaldblokes
14:00-14:30 – Why Workplace Mediation is a ‘No Brainer’ for Your Business – Acas London
14:45-15:15 – Using Personal Power to Lead – The Leadership Trust
15:30-16:00 – CR without HR = PR – CIPD
NEW Technology for Learning Zone
Learn about the latest developments in technology-enabled learning. Find tips for livening up your learning programmes, implementing mobile learning, incorporating social media effectively and more.
Wednesday 25 April
09:30-10:00 – Practical Approaches to Using Cloud-Based Talent Management Technology – Cornerstone OnDemand
10:15-10:45 – How to do Social Media – What Goes Around
11:00-12:00 – Twitterversity – Brubaker HR and What Goes Around
12:30-13:00 – Smartphone vs. Tablet: the m-learning debate – Skill-Pill M-Learning Ltd
13:15-13:45 – The Power of Many: collaborative social learning – QA
14:00-14:30 – Combine Experiential Learning and New Technology to Improve Business Efficiency – RSVP Design
14:45-15:15 – Virtual Learning: engaging and effective or sleep inducing? QA
15:30-16:00 – From E-learning to Gainful Employment – CIPD
16:15-16:45 – Six Ways to Enliven Your E-learning In Your Learning Programme – Sponge UK Ltd
17:00-17:30 – Tweet-Up
Thursday 26 April
09:30-10:00 – The Power of Many: collaborative social learning – QA
10:15-10:45 – Implementing M-learning in the Workplace: benefits, strategy & Success Factors – Upside Learning Solutions
11:00-11:30 – Virtual Learning: engaging and effective or sleep inducing? QA
11:45-12:15 – Social Media Panel – Social Media Experts
12:30-13:30 – Twitterversity – Brubaker HR and What Goes Around
13:45-14:15 – Using a Virtual Learning Environment to Create a Happier and Productive Workplace – Anglia Ruskin University
14:30-15:00 – Advanced Twitterversity – Nicky Kriel
15:15-15:45 – Crafting a Learning Architecture: key considerations – Virtual Ashridge – Ashridge Busines School
16:00-16:45 – Linked-up Networking Session – Gordon BDM Ltd and Social Media Search Ltd
HRD Interactive
Get hints and tips, advice and meet you peers in these interactive sessions
Wednesday 25 April 2012
10:00-10:45 – How to Network – Speak First
11:00-11:45 – Speed Networking – CIPD
12:00-12:45 – L&D Surgery – Peter Coley, St.Mungos; Gareth Gilleeney, Shelter; Harvey Seale, Nuffield Health
13:00-13:45 – Speed Networking – CIPD
14:00-14:45 – L&D Swapshop – CIPD
15:00-15:45 – Speed Networking – CIPD
16:15-16:45 – Building Future-Fit Learning &Talent Development Models – John McGurk, CIPD
Thursday 26 April 2012
10:00-10:45 – How to Network – Speak First
11:00-11:45 – Speed Networking – CIPD
12:00-12:45 – Blogging: bringing social media, search and people together – Better Business Blogging
13:00-13:45 – Speed Networking – CIPD
14:00-14:45 – Unconference – Neil Morrison, Random House; Flora Marriot, Interchange and Consort Hotels; Alison Chisnell, Informa
15:00-15:45 – L&D Swapshop – CIPD
16:00-16:30 – Speed Networking – CIPD
Mike Morrison
RapidBI.com
Blog:
400+ Management & Leadership models in PowerPoint Format Download NOW
SWOT Analysis Slides
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
Does your website/ intranet/collaboration tool engage?
Does your website/ intranet/collaboration tool engage?
This for me is a highly thought provoking graphic. It looks at the reasons why a person may engage, the WIIFM.
Originally based upon understanding why crowd-sourcing was successful or a failure, this interesting snapshot is a tool that can be applied to many areas of digital life.
Its easy for sites and to “build it and they will come”, however being their is only the beginning (assuming of course that is true).
Why should they stay?
Why should they “put themselves out”?
What is the “reward” or motivation?
Now this graphic was developed for social style external communities and sites, but I wonder how many IT or HR departments also think about this when implementing internal systems? I suspect that this motivation or WIIFM factor is often overlooked in favour of function or business need.
Us employees are emotional beings, and we need motivation or engagement for us to “get involved”
Thought provoking stuff.. what do you think?
Source: http://webdirecting.com/learn
Mike Morrison
RapidBI.com
Blog:
400+ Management & Leadership models in PowerPoint Format Download NOW
SWOT Analysis Slides
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
The State of the UK SEO & Social Media Sectors – Are businesses being taken for a ride? who would you choose?
The State of the UK SEO & Social Media Sectors – who would you choose?
Are we (customers) being taken for a ride?
So you have a need to engage a consultancy to develop your SEO (Search Engine Optimisation) or Social Media strategy. Who do you choose? What criteria
Well this recent research from Browser Media suggests that many cannot and do not “walk their talk”.
SEO is both an organic and ever changing landscape, you cannot successfully read a book to “get it” you need to keep experimenting, so why would you choose to use any agency that does not have a substantial social media presence themselves?
Social media and SEO is not a “black art” – its a skill that needs to be learnt and adapted, an art form. If anyone says they can get your site to #1 in Google, see if their site is the same – if they cannot do it for themselves, how can they do it for you?
Source: http://www.browsermedia.co.uk
SEO – search Engine Optimisation – is the process by which the page or site is optimised for given key words, so that the page is seen high in the search rank. It is said that if you are not on the first page of Google for key terms, few will look further, so its unlikely they will find and use you
Social Media, can be a recommendation based strategy to getting your profile raised. Its a very different strategy to SEO, but the two strategies can, and should complement each other.
Mike Morrison
RapidBI.com
Blog:
400+ Management & Leadership models in PowerPoint Format Download NOW
SWOT Analysis Slides
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
What hope for UK business when #mentoring education fails?
What hope for UK business when #mentoring education fails
The UK Department for Business, Innovation and Skills (BIS), after the closure of the Business Link franchise, is pinning it’s hopes on volunteer mentoring for developing entrepreneurship and UK PLc.
Now I am not saying that the whole programme is flawed or failing, but one part of this is very wrong, and potentially misleading.
In a recent press release it (BIS) said:
“Mark Prisk announces key milestones in mentoring support at the start of the first Global Entrepreneurship Congress in Europe.
Mark Prisk has announced that the Get Mentoring initiative to recruit 15,000 volunteer business mentors has now passed the halfway mark, with more than 7,500 signed up.
He also announced the first Mentoring Ambassadors, prominent entrepreneurs Wilfred Emmanuel-Jones, Mike Southon, Carl Hopkins and Penny Power”
Now on the surface this is great news, and for the ecademy community, great news that Penny Power is involved.
BUT
As a business owner, business advisor qualified through SFEDI and the business link organisation some time ago, I thought it would be beneficial to see what was required, and sign up as a mentor.
Unfortunately I missed a workshop due to a family emergency, however in the post arrived a self development pack.
This colourful and well laid out workbook is pleasing to the eye and on the surface well designed.
As I started to complete some of the activities, I felt the pit of my stomach turn.
The SFEDI group (who published this document) claim to “SFEDI researched leading practice, and sets standards…”
We it seems their research is a little flawed!
In the second section of the workbook called “The skills & tools required by a mentor” is activity #3 “Types of communication”
This is referring to “Mehrabian’s” research into communications theory.
Their answer to this is:
A simple search or this will show this not to be true.
Albert Mehrabian Communication Rule – The 7% 38% 55% Myth
Even in 2006 there was an ecademy post by Anthony Jacquin about this.
The devil’s in the detail
On his own website, Albert Mehrabian expresses the results of his research in the form of an equation:
He goes on to explain that “this and other equations regarding relative importance of verbal and nonverbal messages were derived from experiments dealing with communications of feelings and attitudes (i.e. like-dislike). Unless a communicator is talking about their feelings or attitudes, these equations are not applicable.” Source trainingzone
Albert Mehrabian
Mehrabian published the results of his original work in two books, Silent Messages (Wadsworth Publishing, 1971) and Nonverbal Communications (Aldine Atherton, Inc., 1972). In these books Mehrabian makes the point that for inconsistent messages, or incongruent communications, body language and tonality are probably a more accurate indicator of emotions and meaning than the words themselves.
Albert Mehrabian has stated (Anchor Point, 1994) that he never intended his results to be applied to normal conversation (and probably not to public speaking either). He only wanted to help his readers resolve incongruent messages regarding liking and disliking. Thus, his research has useful, albeit limited applications, which have been blown out of proportion.
Even the organisation Toastmasters have published articles on this, highlighting the dangers of using such research without fully understanding it.
Now what hope does the UK business world have if myths like this are being continually spread and the concepts believed by an ever increasing band of potentially deluded but well meaning mentors?
How can any competent mentor, communications professional or manager support such a programme that is flawed in its education of people new to the mentoring world?
Throughout the workbook are references to mentor competence and trust – where is the competence and trust in the development of these materials?
Will SFEDI & BIS re-issue this material with an appropriately corrected methodology? What does this say about the content of the rest of the document and supporting materials?
Only time will tell
UPDATE
As I was finishing this piece, a senior executive from SFEDI returned my call… when informed of the issue, they appeared horrified that such an error was in their material, and astounded that none of their trainers or rigorous review process had alerted them to this, and indeed they use the model in their face to face training. From what I heard this will stop with immediate effect, and a new version of the workbook will be released at some point in the next phase of the Enterprise Mentoring project.
A great and positive reaction when an error was highlighted. real mentoring and learning in action. Time will tell how this is further communicated.
This is not a “dig” at SFEDI or BIS, but a reminder that anyone who is responsible for communicating should check their facts first hand…
Mike Morrison
RapidBI.com
Blog:
400+ Management & Leadership models in PowerPoint Format Download NOW
SWOT Analysis Slides
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
Top 100 Tweeters on Leadership April 2012
Top 100 Tweeters on Leadership April 2012
Many of you may know Evan Carmichael’s site. Using a range of tools Evan measures and publishes top blogs and tweeters on a range of business related topics.
His current one is the top 100 expert tweeters on Leadership. And I am delighted to say that @RapidBI is not only in the top 100, but we are number 26!
We include only the top 50, to see the rest visit here
It’s a great list of twitter folk to follow if you are on twitter
April 2012 Top 100 Leadership Experts to Follow on Twitter
 | #1) @tonyrobbins - Tony Robbins | |
 | #2) @jack_welch - Jack Welch | |
 | #3) @gtdguy - David Allen | |
 | #4) @HarvardBiz - Harvard Biz Review (Down from #2) | |
 | #5) @StephenRCovey - Stephen R. Covey | |
 | #6) @JohnCMaxwell - John C Maxwell (Down from #5) | |
 | #7) @DaveRamsey - Dave Ramsey (Up from #8) | |
 | #8) @DanielPink - Daniel Pink | |
 | #9) @mauricefreedman - Social Media Expert | |
 | #10) @MichaelHyatt - Michael Hyatt (#10 last month) | |
 | #11) @robin_sharma - Robin Sharma | |
 | #12) @ChrisWidener - Chris Widener | |
 | #13) @Leadershipfreak - Dan Rockwell (Down from #12) | |
 | #14) @AMAnet - American Management | |
 | #15) @RonEdmondsonn - Ron Edmondson (Down from #14) | |
 | #16) @BrianTracy - BrianTracy | |
 | #17) @charleneli - Charlene Li (Down from #16) | |
 | #18) @tom_peters - Tom Peters | |
 | #19) @kenblanchard - Ken Blanchard (Down from #18) | |
 | #20) @LinkedInExpert - Viveka vonRosen | |
 | #21) @CatalystLeader - Catalyst (Down from #19) | |
 | #22) @KevinEikenberry - KevinEikenberry | |
 | #23) @LDRLB - LeaderLab | |
 | #24) @LeaderQuote - Graham Speechley | |
 | #25) @MeredithMBell - Meredith Bell | |
 | #26) @RapidBI - Mike Morrison | |
 | #27) @EntreLeadership - EntreLeadership (Down from #20) | |
 | #28) @JKWleadership - Joan Koerber-Walker | |
 | #29) @TigerLeadership - David Angelo (Down from #24) | |
 | #30) @keithferrazzi - Keith Ferrazzi | |
 | #31) @DaleCarnegie - Dale Carnegie (Down from #22) | |
 | #32) @ronkarr - ronkarr | |
 | #33) @recovengineer - Guy Harris | |
 | #34) @mwbuckingham - marcus buckingham | |
 | #35) @wharton - The Wharton School (Down from #25) | |
 | #36) @jamienotter - Jamie Notter | |
 | #37) @RosabethKanter - Rosabeth Moss Kanter (Down from #27) | |
 | #38) @HarveyMackay - Harvey Mackay (Down from #28) | |
 | #39) @CoachHarmen - Harmen Stevens | |
 | #40) @FastCoLead - Co.Lead | |
 | #41) @sanderssays - Tim Sanders (Down from #29) | |
 | #42) @DraytonBoylston - A. Drayton Boylston | |
 | #43) @rosettathurman - Rosetta Thurman (Down from #32) | |
 | #44) @TLG_LEADERSHIP - The Leadership Group (Down from #34) | |
 | #45) @LeadershipNow - Michael McKinney (Down from #35) | |
 | #46) @mikemyatt - Mike Myatt (Down from #36) | |
 | #47) @coachgoldsmith - Marshall Goldsmith | |
 | #48) @LeadershipTips - LeadershipTips (Down from #40) | |
 | #49) @leadnet - Leadership Network (Down from #38) | |
 | #50) @FocusLeadership - FocusLeadership (Down from #39) |
For reasons of copyright we have only included the top 50 here – please visit Evans site for the full list and other great materials.
About the Author: Evan Carmichael
RSS for Evan’s articles – Visit Evan’s website
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
Top 100 Tweeters on Human Resources April 2012
RapidBI in top 100 Tweeters on Human Resources April 2012
Many of you may know Evan Carmichael’s site. Using a range of tools Evan measures and publishes top blogs and tweeters on a range of business related topics.
His current one is the top 100 tweeters on human resources. And I am proud to say that @RapidBI is not only in the top 100, but we are number 6, Having been in the top 10 three out of the last four months.
We include only the top 50, to see the rest visit here It’s a great list of twitter folk to follow if you are on twitter
April 2012 Top 100 Human Resources Experts to Follow on Twitter
 | #1) @StevenRothberg - Steven Rothberg (#1 last month) | |
| #2) @AMAnet - American Management | |
 | #3) @Lord_Sugar - CareerBuilder | |
 | #4) @MonsterCareers - Monster Careers | |
 | #5) @jjbuss - Jason Buss (Down from #2) | |
| #6) @RapidBI - Mike Morrison | |
 | #7) @SHRM - SHRM (Down from #3) | |
 | #8) @InHISNameHR - Guy Kawasaki (Down from #4) | |
 | #9) @hrmagazine - HR magazine | |
 | #10) @kris_dunn - Kris Dunn | |
 | #11) @CIPD - CIPD (Down from #5) | |
 | #12) @FistfulOfTalent - FistfulOfTalentr | |
 | #13) @lruettimann - Laurie Ruettiman | |
 | #14) @hrbartender - hr bartender | |
 | #15) @JenniferMcClure - Jennifer McClure (Down from #6) | |
 | #16) @RecruitingBlogs - RecruitingBlogs | |
 | #17) @PeopleMgt - People Management | |
 | #18) @ERE_net - ERE.net | |
 | #19) @jimstroud - Jim Stroud | |
 | #20) @SHRM_Research - SHRM Research | |
 | #21) @ASTD - ASTD | |
 | #22) @TheRecruiterGuy - THE RecruiterGuy | |
 | #23) @TLNT_com - TLNT | |
 | #24) @payscale - PayScale | |
 | #25) @HRIQ - Human Resources IQ (Down from #7) | |
 | #26) @TrishMcFarlane - Trish McFarlane | |
 | #27) @HRConnector - HR Connector | |
 | #28) @sharlyn_lauby - Sharlyn Lauby | |
 | #29) @SteveBoese - Steve Boese | |
 | #30) @Josh_Bersin - Josh Bersin | |
 | #31) @HRSpace - HR Space | |
 | #32) @TalentMgtMag - Talent Management | |
 | #33) @PersonnelToday - PersonnelToday | |
 | #34) @Human_Capital - HCI | |
 | #35) @JohnSumser - John Sumser | |
 | #36) @workforcenews - Workforcenews | |
 | #37) @HireCentrix - HCX / Karen Mattonen (Down from #9) | |
 | #38) @SBLeaders - SBLeaders | |
 | #39) @ChinaGorman - China Miner Gorman | |
 | #40) @karla_porter - Karla Porter | |
 | #41) @ImSoSarah - Sarah White | |
 | #42) @SHRMPress - SHRM Public Affair | |
 | #43) @ResumeStrategy - Karen Siwak | |
 | #44) @HRResource - HRResource (Down from #11) | |
 | #45) @jasonaverbook - jasonaverbook (Down from #12) | |
 | #46) @HRZone - HRZone (Down from #14) | |
 | #47) @Devoted2HR - Traci Deveau | |
 | #48) @beneubanks - Ben Eubanks | |
 | #49) @thelance - Lance Haun | |
 | #50) @InFullBloomUS - Naomi Bloom |
For reasons of copyright we have only included the top 25 here – please visit Evans site for the full list and other great materials.
About the Author: Evan Carmichael
RSS for Evan’s articles – Visit Evan’s website
You can learn more about me here: http://www.evancarmichael.com/EvanAbout.html
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
Bscopes – Best Leadership Blogs
Bscopes – Best Leadership Blogs
For those of you not familure with bscopes.com, they produce some “heatmaps” of some of the best blogs on the net
When looking around the web and researching for great ideas, content and thoughts, every now and again you come across a useful site.
Bscopes allow you to collate and rank a range of blogs vis rss feeds.
With Bscopes you can read the Best Leadership Blog Sites, Faster!
Heatmap of the Top 253 Leadership Blogs
Below are the top or “hot” leadership blogs
It’s Getting Hot In Here
- WaPo:FBI Targets Peaceful Anti-Fracking & Rising Tide Activists
- Northeast High School Students Slash Carbon, Win $1,000
- Boston Climate Activists Make Bank of America ATMs More Truthful
- Federal Court Reverses Spruce Mine Veto, Opening Massive Mountaintop Removal Site
- Finding King Coal’s Weak Spot
- Students: It’s time to Spring into action!
- Earth First! Southeast Regional Rendezvous April 19-23, Eastern TN
- BREAKING: Student Activists Hang Banner at MSU
- Wall Street Flees Wall Street
- Playing Nice In The Sandbox?
Crucial Skills
- Conquering the Snooze Button
- Finding Fault with the Facts
- Joseph Grenny Says You’re On!: Keep Habits by Competing with Friends
- Kerrying On: A Disaster in the Making
- Speaking Up to a Stranger
- From the Road: Break the Plane
- How many times should I have a conversation before I give up?
- Managing Without Authority
- Opinion on Current Events: Three Frightening Factors of Public School Shootings
- Responding to Unwanted Parenting Advice
Learn This
- Book Review: The Case For Faith
- Coaching in the Workplace
- Resources Jan 2011
- Book Review: Dollars & Uncommon Sense
- Making Goal Setting Work for You
- The Keys To Advancing Your Career
- Engaging in Personal Development
- How to find a job using social media
- Resources: February 2012
- How to Eat Well and Improve Your Mood
Lip-Sticking
- 5 tips to maximize your tax refund
- Are you on Pinterest Yet? It’s now the 3rd Largest Social Networking Site in the U.S.
- Best companies & best practices in volunteering
- Friday Musings: A Woman’s ‘Career’ Choice?
- Friday Musings: The Face in the Mirror
- I Used To Be Cute (and – alas – clueless)
- Inspiring Yourself At Work
- We “Found Our Beach” in Mexico, along with a few Coronas
- What Do You REALLY Care About?
- When the sun shines on Easter
Survival Leadership
- Flourish: Post #10 – Military & Pos. Psychology
- Flourish: Post #11 – Army and Positive Psch.
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Management Craft
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The Glass Hammer
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Learned On Women by Andrea Learned
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- When Your Company Throws You A Left Hook To The Chin.
- Do You Have An Arch-Enemy?
- Get Current Clients To GROW Your Business.
- How I Motivate and De-Motivate Myself.
- When It Comes To Business, You’re Unethical.
CIO – Blogs and Discussion -
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- Windows 8: Stuck in the Eye of Tablet-PC Hurricane
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- Latest Malware Target: Cloud-Based Payroll Services
- Security Round Up: Medical Implants at Risk, Threat to Electric Meters, and More
- Are Free Smartphone Apps a Bargain?
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Management Training Thailand, Leadership and Career Transitioning
- Inspirational!
- What is Employee Engagement?
- 3 quick questions to check employee engagement at work
- Video – How to use the 5 Whys
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- Are people higher up in an organisation less ethical?
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- Managing Ego in Thailand
- Creating a leadership culture
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Leadership Lessons From Triathlons
- The Critical Post-Race Self-Evaluation
- Inspired By Talent
- It’s How You Interpret It
- Let It Lose, Let It Ride
- Making Sense Out of Lack of Space
- Nobody Reads Anymore
- Re-Tweeted, Re-Thought & Retort?
- This Long-Course Triathlon Is Mighty Tempting!
- War Stories & The Trinkets Bowl
- Which Life Skills Will You Need To Stay Employable?
IMD Business School – Tomorrow’s Challenges Articles
Ed Batista: Executive Coaching & Change Management
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
Working from Home on Fridays #infographic #retention #talent #HR
Working from Home on Fridays
This graphic from Splashtop shows some of the health and economic reasons for working from home.
But why limit it to Fridays?
Some time ago I did some work for a professional services firm, at their instance a number of us had to work from their office, but 90% of our work was with overseas teams on very different time zones. Equally that was true for may of their employees.
There was no real value in having people sit at a desk, as often their managers were either in a different part of the country, and often in a different country!
The costs of managing the buildings, IT, the costs to the individuals of travel etc… it just did not make sense at any level.
Tough economic times
In these tough times, from both a managing business cost perspective, and from a retention perspective, I cannot understand why we are still following an 1800s approach to the workplace.
By not financing a desk in an office, the only real different in cost is provision of broadband at home! – £30 a month – how much does it cost to have a desk.. £10 a day?
Once an employee has adapted to home working, many will not want to return to an office. this then becomes a retention tool, as people are more willing to stay for the convenience and reduces costs/ working day.
Source workshifting.com
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
How Blogs & Social Media Bring Business #casestudy
How Blogs & Social Media Bring Business #casestudy
So you have a business, a website, and now looking at the confusing array of social media, that you have been told is the thing to do. But which one(s) and why….and how?
Put simply… it’s all about the content!
While looking for some research into the changing habits of blog readers I came across this infographic from Sigma Marketing. In it they show some of the results and the various channels.
What for me is interesting is the relatively low impact of social media compared to direct organic search, of course there is an argument, that without the social media, then the search result would have been less effective.
What this does show is that a good blogging strategy is as productive today as it was before facebook/ twitter etc,
In this case, an industry analytics blog pulled in ten times more traffic than the brand’s actual corporate website.
How is this a good thing?
Blogs and other branded content can be used to build trust and educate the consumer/ customer throughout the purchase funnel.
Mike Morrison
RapidBI.com
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SWOT Analysis Slides
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
Leadership Traits of Todays Greatest CEOs
Leadership Traits of Todays Greatest CEOs
The following infographic profiles the leadership traits of three unquestionably successful CEOs.
You may or may not like them, what they stand for or their styles of doing business, but their success merits a close look at their leadership traits.
Are our leaders looking at these and taking notice or continuing on their own path of mediocrity?
What can the rest of us learn from your successful leader?
Mike Morrison
RapidBI.com
Blog:
400+ Management & Leadership models in PowerPoint Format Download NOW
SWOT Analysis Slides
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
Difficult Things To Do
Difficult Things To Do
To love an enemy
To think logically
To admit ignorance
To withhold judgement
To grow old gracefully
To persevere without haste
To wait without impatience
To suffer without complaint
To know when to keep silent
To be indifferent to ridicule
To concentrate in the midst of strife
To endure hatred without resentment
To fraternize without losing individuality
To serve without compensation, commendation, recognition.
-Anonymous
Mike Morrison
RapidBI.com
Blog:
400+ Management & Leadership models in PowerPoint Format Download NOW
SWOT Analysis Slides
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
Calling all Consultants, Trainers, Mentors, Business Advisers
Calling all Consultants, Trainers, Mentors, Business Advisers and Marketing Specialists
An invitation to join an innovative project that may take less than 30 minutes of your time and provide you with links to your site and significant promotion for you and your business, for months and years to come.
This is a no cost crowd source project
Background
Some time ago I created a set of PowerPoint slides of a wide range of management (change, leadership etc) models, theories and ideas as a communication tool set. Over the years this has grown to 400+ models and slides. You can see small versions of many of the slides on Flickr.
The goal was to save people time in obtaining good quality, graphical models they could use with clients, in their courses etc.
Currently these are just the models with no supporting text. Increasingly I have been asked if there could be text to go with them.
Over the last few months I have set about creating a narrative/ outline of a number of those models. I have now completed over 150 of them. In a meeting with a new contact earlier this week, he said that he had some models he would like included – he saw the opportunity for additional promotion of his ideas and brand. This got me thinking about a win/win project. I could have the majority of the text completed more quickly, and others could benefit from the PR & marketing I can offer through social media, LinkedIn and my website.
Use the Crowd
This got me thinking, as I was also looking to extent the 400+ models I already have.
So the idea is simple, you share your favourite model, provide some description text, and a link to your website, and I would include it in my documents. In addition I will release each one as a blog, gaining additional readers and links for you.
There are 2 options:
1) Write about an existing model
2) Write about a model you have developed
So if you would like to take part, all you need to do is download the attached PowerPoint Template, select one of the two formats, insert your model and add the text along with any references, your website and if you want a short bio…
This will need to be done over the next 2 weeks if you want to take part…. well you had nothing planned over Easter did you?
WIIFM?
Simple, With each page you get a mention, an active link to a site/ profile of your choice.
You will get a copy of the final version of the document, and if it is ever printed, a copy of that too
If you would like a copy of the slides to write against them please submit 2 completed pages first, then I will send you a ppt file with others for you to consider writing about, or email me with your area of interest
Next steps…
Download the Management-Model-Template to get started.
View the existing slides:
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
BYOD – the new challenge for Business, #IT & #HR
BYOD – the new challenge for Business, IT & HR
BYOD or “Bring Your Own Device” is an increasing trend in many large organisations.
This is where the infrastructure of the company allows any web connected device to access company systems. Gone are the rows or beige or black boxes on or under desks, and in are the diversity of phones, tablets, netbooks and other devices with which to work.
This brings many challenges to IT, HR and many other parts of business, however the flexibility of working and engagement of employees can outweigh any technical challenges, and with more and more.
If your organisation is not exploring how you can use the clout or VPN for BYOD type access, then now may be a good time to start exploring the implications.
This graphic highlights some interesting facts, however the last two about financial & healthcare, I am a little sceptical about, sure they may be ahead for email access, but as for other business critical systems, I have my doubts that BYOD penetration is anywhere near that high for day-today business activity
Mike Morrison
RapidBI.com
Blog:
400+ Management & Leadership models in PowerPoint Format Download NOW
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
BYOD – the new challenge for Business, #IT & #HR
BYOD – the new challenge for Business, IT & HR
BYOD or “Bring Your Own Device” is an increasing trend in many large organisations.
This is where the infrastructure of the company allows any web connected device to access company systems. Gone are the rows or beige or black boxes on or under desks, and in are the diversity of phones, tablets, netbooks and other devices with which to work.
This brings many challenges to IT, HR and many other parts of business, however the flexibility of working and engagement of employees can outweigh any technical challenges, and with more and more.
If your organisation is not exploring how you can use the clout or VPN for BYOD type access, then now may be a good time to start exploring the implications.
This graphic highlights some interesting facts, however the last two about financial & healthcare, I am a little sceptical about, sure they may be ahead for email access, but as for other business critical systems, I have my doubts that BYOD penetration is anywhere near that high for day-today business activity
Mike Morrison
RapidBI.com
Blog:
400+ Management & Leadership models in PowerPoint Format Download NOW
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
Workplace Culture – Does gender matter?
Workplace Culture – Does gender matter?
Gut instinct would have told me that men work more hours, and created the long hours culture, however this graphic suggests otherwise…
What do you think?
Mike Morrison
RapidBI.com
Blog:
400+ Management & Leadership models in PowerPoint Format Download NOW
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
Social Media – Fad or Business as Usual
Social Media – Fad or “Business as Usual”?
On one discussion group in which I am an active participant, a member (of a closed professional group) said that social media was just a fad. Now this was in the context of the problems that social media is causing regarding data protection, confidentiality, brand positioning etc.
is social media a fad? or is there more going on that many of us have yet to realise?
FAD, a definition
Free dictionary defines fad as:
A fashion that is taken up with great enthusiasm for a brief period of time; a craze.
Business Dictionary defines a fad as:
A desirable trend characterised with lots of enthusiasm and energy over a short period of time.
Now of course this depends what you call a “short period of time”. To many this is weeks, months, or maybe a few years.
What about 10+ years? Is that a fad, or is that the “new normal”?
A Visual History of Social Media
It’s been going on longer than many thought.
Have a look at this wonderful historical time-line of social media via the internet:
If you need more proof about social media not being a fad, but being “business as usual” then check out this video:
Socialnomics: How Social Media Transforms the Way We Live and Do Business
Certainly the growth in the use of social media has exploded over the last 5 years. So has the diverse range of uses, including business, professional, personal/ family and very personal/ hobby use.
When the number one use of the Internet changes from porn to social media, we all need to sit and take notice.
Is this a fad? no, maybe certain uses and behaviours may be fad like in nature, but the tools themselves? no.
Indeed many organisations are applying social media tools into the business arena. This to me means that social media, or as some people call it social business is here to stay, our uses for engaging and collaborating are in an infancey… but this is anything but a fad.
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
Grammar – how to use Adjectives – some common errors
Grammar – how to use Adjectives – some common errors
Following on from an earlier graphic about capitalisation, I thought this would make a useful follow up…
Source Grammar.net
Mike Morrison
RapidBI.com
Blog:
400+ Management & Leadership models in PowerPoint FormatDownload NOW
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.
Business Trend – Talent Management & Engagement
Business Trend – Talent Management & Engagement
Whilst looking for some data on the needs of organizations, I came across this visualisation based on some data from Forum. Whilst not comprehensive or universal, some of the key points here resonated with some of the issues I have seen in clients recently.
Forum asked business leaders what their biggest challenges will be over the next 2-3 years. This is what they said: talent shortage, ability of staff to lead change and increased competition and commoditization.
What do you think?
Mike Morrison
RapidBI.com
Blog:
400+ Management & Leadership models in PowerPoint FormatDownload NOW
RapidBI is an organizational effectiveness consultancy based in the UK but working internationally.
© RapidBI & Mike Morrison 2011 - this article/ page is free to copy and use on the condition that an active link back and reference is made to this site and page. Thank you for your understanding and co-operation.