At one time or another, most of us have probably worked for a boss who was self-absorbed, vindictive, or just plain inept — a real-life equivalent to Dunder Mifflin’s Michael Scott. One of my first jobs was for an HR manager who thought the best way to humble a cocky new MBA was to have him spend...
When we build leaders, our efforts are often ineffective. People listen but don't execute. They forget 80% of what they learn and can't usually execute 50% of what they do remember.
Implementing a new cost-sharing plan to make managers / leaders responsible for their people, beyond the traditional rhetoric "We are all about our people".
The purpose of this project is to analyze the relationship between virtues, sense of humor and organizational outcomes and to propose a tentative framework of relationships.
The Blue Cross Blue Shield Federal Employee Program (FEP) uses an innovative meeting process to quickly access the most untapped resource in almost every company, and then uses that resource to transf
Knowing where to start, what model to use, metrics, governance, development, external resources, etc, etc, etc. can be overwhelming for an organization that wants to thrive in an idea economy.
Development of a transparent employment process that results in not only the best person for the position being appointed but also keeps that person by making the company accountable for all promises