Human Resources, internships, apprentices and the future of work for all of us Are we practicing modern human resource policies or those over 100 years old?There has been a significant change in the last few years in how graduates and undergraduates are developed and employed. Indeed this directly impacts most of us working today in one way or another. Most of these changes are purported to be for the benefit of both business and individuals and businesses alike. But are they?What got … [Read more...] about Businesses – are we in 2011 or 1911?
Why training does not work – there is more to training than training
There is more to training than training… Do we know why training does not work?The other evening while on the way home from some client work, I read the paper on the train. In this was an interesting article that suggested that public transport staff should be given “civility” training by one of the UKs top retailers for customer service – John Lewis.The article cited that London has high levels of “incivility” and blamed it on the time people travel to and from work. The recommendation … [Read more...] about Why training does not work – there is more to training than training
Difference between Vision and Goals
Difference between Vision and Goal We all use these terminologies but what do they mean? Let’s look at the history of these terms:Vision late 13c., "something seen in the imagination or in the supernatural," from Anglo-Fr. visioun, O.Fr. vision, from L. visionem (nom. visio) "act of seeing, sight, thing seen," from pp. stem of videre "to see," from PIE base *weid- "to know, to see" (cf. Skt. veda "I know;" Avestan vaeda "I know;" Gk. oida, Doric woida "I know," idein "to see;" O.Ir. fis … [Read more...] about Difference between Vision and Goals
What is the Difference between Goals and Objectives?
Often in business and education, we confuse the difference between goals and objectives. We sometimes talk about goals and (SMART) objectives interchangeably. But are they the same?Let us start by exploring some history and definitions: Goal - 1530s, "end point of a race," of uncertain origin, perhaps from O.E. *gal "obstacle, barrier," a word implied by gælan "to hinder." The word goal appears once before this, in a poem from early 14c. and with an apparent sense of "boundary, limit." … [Read more...] about What is the Difference between Goals and Objectives?
Court gives director of training firm 10 year jail sentence
Commercial Training Provider Fined & sent to Jail - A cautionary tale Reported in the Times last week at the Central Criminal Court in London, the Right Honourable Lord Wilkinson set the sentence between George (Director Ultimate Training Associates Limited (UTA)) vs Regina to 10 years for copyright infringement.Throughout the case, George proclaimed their innocence by saying that “the material was only used for education purposes, and not sold”.Evidence given throughout the case … [Read more...] about Court gives director of training firm 10 year jail sentence
Why SMART Objectives don’t work
Why SMART Objectives don’t work In recent months I have noticed a number of management and training consultants and experts publishing blog articles on the “problems” with the SMART approach to setting objectives. This article will explore why SMART Objectives don’t work - or do they?.Many writers provide their own take on providing a mnemonic to help managers – GROWTH, TEAMS etc.. Great PR and it creates discussion and clicks, but is it PR or a real improvement?This prompted me to go … [Read more...] about Why SMART Objectives don’t work
Strategic Analysis
Strategic Analysis This is a term often used with an assumption that the people hearing it understand its meaning.Strategic Analysis is said to be: ‘… the process of conducting research on the business environment within which an organisation operates and on the organisation itself, in order to formulate strategy.’ BNET Business Dictionary What is meant by the term "strategic analysis" differs from academic to academic and business o business, however there are some common factors. These … [Read more...] about Strategic Analysis
You need to be SMART to GROW
You need to be SMART to GROW GROWTH Targets - a new model for objective setting? In the world of coaching the GROW model (often attributed to Whitmore) is often used by practitioners to replace SMART objectives. They often cite “SMART” as being “over used” or that people are bored with it and need something freshEven Whitmore uses a traditional version of SMART (Specific, Measurable, Agreed, Realistic & Time phased) as the criteria for goal setting in the GROW coaching … [Read more...] about You need to be SMART to GROW
Thank you Feedspot, Top OD blog of 2023
2023 has been a year and a half for many of us. But yesterday, I was delighted to discover that my little blog has been listed in the top 20 blogs for OD.According to their site, the list is "The best Organizational Development blogs from thousands of blogs on the web and ranked by traffic, social media followers & freshness." wow, what an honour.Better than that, we are number 1 out of 190+Here are the top 10, and you will find some great blogs to follow: … [Read more...] about Thank you Feedspot, Top OD blog of 2023
9 Signs Your HR Manager is Bad
Signs of an Ineffective HR Manager This morning I came across an article with an unusual angle on HR at bnet – it is called "9 signs your hr manager is terrible" compiled by Suzanne Lucas.This would be an interesting article to read if it were not for the “clipart photo gallery” style of this piece. Here I have taken some of the key points and raised some of the factors they raise. I'm not sure that many HR managers would disagree with many of these statements, however if we … [Read more...] about 9 Signs Your HR Manager is Bad
Talent Management – how to shoot yourself in the foot in the future!
Talent Management - Easy today... pain tomorrow Most of us agree that the success of any organization is down to the quality of its people. So why do we fail to realise that talent management is not just about the “top 50” people, but those with the potential to be in the top 50 at some point in the future, as well as talent that will enable our organization to be competitive in a sustainable way. Talent is NOT just about tomorrow’s leaders, it is about next week’s skills and next months … [Read more...] about Talent Management – how to shoot yourself in the foot in the future!
HR & Recruitment – what are the real rules of the game? – finding talent
Do we really tell people what we are measuring them against? When an organization is looking to recruit new talent (or people in normal business language), do you think they are looking for people with the skills they need or are they looking to see if potential employees can guess the rules of the game you are trying to get them to play?When asking or expecting someone to play football, golf or tennis you would think you begin by explaining the basic rules of the game to give them a fair … [Read more...] about HR & Recruitment – what are the real rules of the game? – finding talent
The #1 reason coaching fails to contribute to the bottom line
Why coaching fails more than it succeeds Over the last couple of weeks I have been increasingly aware of the fact that coaching is seen as a panacea for people development, and yet each article I read seems to say very different things. Then last week I received some feedback on our "ready to use coaching training pack" (Manager as a coach) from a purchaser. Judging by the time to purchase to complaint they could not have read the materials however, feedback is feedback.Let’s start here, … [Read more...] about The #1 reason coaching fails to contribute to the bottom line
Are competence based interviews missing the best candidates
Are competence based interviews missing the best candidates Is the drive for consistency and 'fairness' leading employers that use competence based interviews, missing the best candidates. Talking to an old friend today I had an interesting insight into the effectiveness of competency based interviews.The individual concerned is going for a mid level management post with a major international retailer as a duty shift manager. This is a significant drop in responsibility from what she has … [Read more...] about Are competence based interviews missing the best candidates
Business Diagnostic Models
Business Diagnostic Models There are many business diagnostic models available but are they all the same? DAVID LEYSERMAN said:A business diagnostic can refer to an activity or a tool used to carry out the activity and of course there are different tools for different jobs. Some diagnostic tools are quick and dirty questionnaires while others are elaborate exercises with scientifically validated outcomes. Diagnostics range from a general business health check through to drilling down into … [Read more...] about Business Diagnostic Models
Checking professional membership or accredited user status
Accreditation buttons - who are you? Is the person why they really say they are? - protecting your IP & reputation - "accreditation buttons" Recently I have been thinking about using of the logos of the professional bodies I belong to on this and other sites - but then many do not want their IP used (ie their Logo) as it may be seen as an endorsement. At the same time I want to be able to use this as a differentiation. How could this be a win/win?This got me thinking … [Read more...] about Checking professional membership or accredited user status
People don’t care about NLP, TA, and other tools and methods – why do we get so besotted by them?
Is it the method or the result that is important? Having watched a professional discussion about the pro's and con's of NLP and other psychology based tools for HR, OD and people development (training & coaching) activities, it got me thinking... Call the plumber we have a problem... Remember when you phone for a plumber you want that person to install a shower or stop a leak... you don't want to hire or contract on the name or brand of the tools they use... does it matter what type of … [Read more...] about People don’t care about NLP, TA, and other tools and methods – why do we get so besotted by them?
Micro-learning accelerated learning made practical?
Micro learning and bite sized brain friendly learning Driven partly by budgets and managers demands to have staff away from "the day job" as little as possible, micro or bite size learning solutions have gained popularity in recent years. Go back 20 years and a 5 day course was the order of the day, then 3 days.. 2 days.. 1 day and then into one hour sessions. Now we are in the age of micro-learning. Learning solutions that often take just seconds to achieve, that can be chained into … [Read more...] about Micro-learning accelerated learning made practical?
Technology for learning –phones & tablets – touch or keyboard
In the last couple of week I have taken ownership of a shiny new mobile phone. In the last few years I have used my trusty Nokia E75. A small phone with a large slide out keyboard. The battery life was enough for me to last a whole day at a conference blogging or tweeting, and this with relatively fast typing and few errors. But alas it's time to move on.I wanted to go android as I thought this would be a sensible way forward, and I really wanted a phone with a slide out keyboard. … [Read more...] about Technology for learning –phones & tablets – touch or keyboard
A high performing individual does not make a good manager/ team leader
How does your company select its' supervisors, team leaders or managers? More often than not, the "best" technical person in the department is selected to both aid their retention and to solve a "gap" in the organization. This is fine in theory - but in practice will fail more than it succeeds.The skills and attitudes required to be an effective team leaders or manager are very different from being technically competent. Indeed one may argue that know HOW to do the job may be a disadvantage … [Read more...] about A high performing individual does not make a good manager/ team leader
