Leadership & Management

  • The Best Alternative to Performance Appraisals

    January 20, 2016, by , Posted in Leadership & Management, 0 Comment

    Why waste resources? The best alternative to performance reviews is to create a coaching culture. Why waste resources developing processes that only touch the surface of what we really want from everyone in the organization? A coaching culture will create a productive environment where employees will take initiative to independently do whatever it takes for the organization to meet the goals and realize the mission.   What is the proven ROI of building ...

  • Leadership Coaches Also Provide Advice

    January 9, 2016, by , Posted in Leadership & Management, 0 Comment

    There are times when we get a chance to give some advice to CEOs and professional football coaches. Surprisingly, a sports reporter who was preparing an article to give advice to Chuck Pagano, Indianapolis Colts head coach, and Ryan Grigson, President and CEO of the Colts, interviewed me the other day. It was a kick (no pun intended!) and it was nice to be asked. I guess my reputation in ...

  • How to eliminate performance reviews and create a coaching culture

    November 20, 2015, by , Posted in Coach Right Now!,Leadership & Management, 0 Comment

    Over the last 2 to 3 years companies have figured out that there is a better way to improve performance than to provide semi-annual and annual performance reviews. 90% of HR professionals don’t believe the process provides accurate information. Performance management systems don’t align with financial performance. In 2012 Donna Morris,* Sr. V. P. Talent Management at Adobe, eliminated performance appraisals. Pierre Nanterme,** CEO of Accenture, recently announced that the ...

  • Effective Leadership Development

    January 23, 2014, by , Posted in Leadership & Management, 0 Comment

    Our fast changing world requires leaders to be aware of the changes they need to make in their style to meet the requirements of the frequently changing markets, economic conditions and technological advancements. The other requirement that is equally important is how to change our leadership style to take our followers through the impending changes. Leaders need “ever-changing” development to be successful throughout their careers. Marshall Goldsmith wrote a best ...

  • Leadership Development– Best ROI: Coaching executives vs. traditional leadership development methods

    December 22, 2013, by , Posted in Leadership & Management, 0 Comment

    I have worked in Fortune 500 companies in human resources for 23 years of my career. As an executive, I struggled to measure the results of ...

  • Your “War” for (Keeping) Talent

    November 20, 2013, by , Posted in Leadership & Management, 0 Comment

    Gary Burnison, CEO at Korn/Ferry International, wrote about the struggles ahead next year for corporations: 2014: A “New” War for Talent.  …Going into 2014 we are in a new era that I have referenced as an unprecedented fight for growth. In meetings with corporate leaders worldwide, there is consensus that the problem of growth, or lack of it, is rapidly becoming the world’s No. 1 problem. Governments and corporate CEO’s alike ...

  • Peer Coaching: The best way to learn together

    May 14, 2013, by , Posted in Leadership & Management, 0 Comment

    Group coaching has been a part of my coaching and consulting practice for about 8 years. This is a powerful method of coaching others at the same level in any organization. Peer coaching usually starts with a group of leaders who want to develop themselves to a higher level. Peers share their needs, ask for help and develop a plan. The group helps them execute the plan. Each member learns ...

  • Why do companies lose their best talent?

    May 10, 2013, by , Posted in Leadership & Management, 0 Comment

    I read the article by Eric Jackson in Forbes this week. Eric listed the Top Ten Reasons Why Large Companies Fail to Keep Their Best Talent*. Here they are, but I have edited some for speed to understand the items.     Big bureaucracy     Failing to find a project to ignite the passion in the person     Poorly prepared performance reviews     Lack of career growth discussions     Shifting priorities and whims     Lack of accountability ...