Browse by topic
Subscribe to our news

TALENT MANAGEMENT

Competency Models: One Size Does Not Fit All

The one size fits all t-shirt is supposed to be designed to fit "most" people but it really does not fit anyone very well. Just imagine if someone starting making one size fits all shoes!
Read More

360 DEGREE FEEDBACK

Select Smart: How to Choose 360 Degree Feedback Raters.

One of the key benefits of 360 degree feedback is the ability to gain perspective from a wide variety of sources.  As a result, the selection of raters for 360 degree feedback is important to ensure the acceptance of feedback and ownership over future development. 
Read More

PERFORMANCE MANAGEMENT

Take Charge of Your Performance Review

Don't be afraid to "toot your own horn."
Read More

PERFORMANCE MANAGEMENT

If Performance Evaluation is Broken then Fix It!

A Q & A Session with CEO of viaPeople, Inc. Jim Perry.....
Read More

SUCCESSION PLANNING

Power Saw or Utility Knife: What kind of tool is your 9 Box?

Recent discussions with several senior HR leaders and consulting partners has caused me to have a bit of concern about the use of the 9 box in the talent review and succession planning process.  The 9 box can be a dynamic tool in driving the assessment and development of leaders.  However, many organizations are using it in limited ways. Think about your answer to these questions: Is the 9 box chart in your company just a basic tool like the utility knife to help identify high potentials? or Is the 9 box chart a power saw that helps your company cut through subjectivity and drive the development of future leaders? The 9 box chart or talent grid is a commonly used tool for examining talent within the organization and making talent decisions.  The 9 box provides perspective or a way of looking at the relationship between the performance of individuals and their potential for the future.  The placement of individuals in the 9 box chart is determined by ratings of performance and potential – both based upon a 3 point scale (i.e., Low, Moderate, High).
Read More

SUCCESSION PLANNING

Using Development Goal Setting to drive performance.

Development planning is a powerful talent management tool  that is a critical part of both Performance Management and Succession Planning.  Development goals can be focused on enhancing skills and competencies related to one's current role, leveraging strengths, and/or developing new capabilities for future roles. An Indvidual Development Plan (IDP) can include any or all of the following types of development goals. "Do Better" Goals - Do Better goals target skills and competencies that need to be improved to improve in one's current role.  Example Do Better goals include: Become more effective at managing time Improve public speaking skills
Read More