The idea of this hack is simple but a bit revolutionary—institute systematic rotations for managers in a particular role, which would in effect position-specific set term limits for upper and middle m
It is with great anticipation, I begin to share my share excerpts of my upcoming book, The Risk Factor: Why Every Organization Needs Big Bets, Bold Characters, and the Occasional Spectacular
From a five year study of HR practice in talent management and succession planning, one conclusion is clear -- most of the charts, competency frameworks, nine box grids and other paraphernalia (for wh
Move from a static, administration-heavy, compentency & performance based talent management system to a dynamic, innovation oriented, cool-sounding talent locator and accelerator,
The last thing Wall Street analysts and investors are thinking about is "feelings." Too bad, because all economic activity boils down to the back-and-forth exchange of rewarding feelings. &
Over the years I've participated in countless strategic planning projects, having spent several years as a management consultant and then as a member of the executive team of several public companies.
TANDBERG breaks the engineers' monopoly on inventing by bringing its leaders, sales people, channel managers and sales engineers into "soft R&D labs." Their inventions are new "moves" that ge
