The Practical Leader

APRIL 28, 2021

There are many ways you can get feedback on your personal, team, or organizational effectiveness without formal surveys. These include external coaches, reverse performance appraisals, facilitated focus groups, meeting reflections, project reviews, external assessments, informal networking, and so on.

Information 59

Information Leadership How To Focus Group 59

HR Digest

APRIL 20, 2023

Provide professional development opportunities Employees want to know that their employer is invested in their professional growth and development. Providing opportunities for training, coaching, and mentorship can help employees develop new skills, increase their job satisfaction, and, in turn, decrease staff turnover rates.

Attrition 59

Attrition Innovation Strategy Training 59

HR Digest

NOVEMBER 4, 2020

We led focus groups, created advisory and steering teams, and engaged our executives in workshops and feedback sessions. As we continue to bring our culture to life in our operating model and our HR practices, we continue to use surveys, crowdsourcing, focus groups and other tools to ensure our people are heard.

Human Resources 132

Human Resources Focus Group Crisis Definition 132

The Practical Leader

AUGUST 16, 2023

” These are a bit extreme, but we’ve heard variations of these thoughts over the years in focus groups to survey a Client’s organizational culture. One morning, I asked a group of very quiet participants a series of questions about their organization’s climate and leadership effectiveness.

Energy 52

Energy Crisis Absenteeism Leadership 52

The Practical Leader

FEBRUARY 13, 2019

As someone in a focus group quipped, “The most dangerous place in this organization is at the exit door around quitting time. ” In another organization, I was facilitating a development workshop with a few “prisoners” as participants. You’ll get trampled.” So, I was sick a lot.

Absenteeism 40

Absenteeism Leadership Participative Workshop 40

Harvard Business Review

JUNE 8, 2018

workforce — and companies will increasingly grapple with how to accelerate the development of those individuals for leadership positions. The study examined the management and development preferences of America’s young and rising corporate leaders.

Development 12

Development Participative Conference Innovation 12

Ron Edmondson

JUNE 15, 2011

Also, get out of the office and get into stores and online to understand the focus of merchandising and promotions. We conduct focus groups and surveys to gain insight into the key decision drivers as well as candid feedback on product and pricing. What would you do or advice to give someone starting their career?

CEO 54

CEO Chief Executive Officer Learning-by-Doing Delegation 54

Harvard Business Review

APRIL 27, 2018

Yet many other women have managed to build highly successful careers with degrees in STEM disciplines. We hear, in interviews and focus groups, that women are consistently spoken over and even robbed of their ideas. How did they do it? Yet 82% of women in STEM say their contributions are ignored. The deep investment pays off.

Succession 14

Succession Reputation Focus Group Leadership Styles 14

Harvard Business Review

AUGUST 31, 2018

Developing a diverse leadership pipeline can benefit companies in all sectors. To increase diversity at senior executive levels, more must be known about one group in particular: women of color in midlevel leadership, who successfully developed and progressed beyond individual contributor and first-line management.

Management 13

Management Tacit Knowledge Diversity Leadership Pipeline 13

Harvard Business Review

DECEMBER 19, 2011

Today's garota de Ipanema , however, is more likely to be carving out a career than prowling the playa. When you look at who's coming into the workforce and what they can mean for the development of human capital, it's a no-brainer that women are a competitive advantage," says Valentino Carlotti, president of Goldman Sachs Bank in Brazil.

Survey 13

Survey Education Competitive Advantage Human Capital 13

Harvard Business Review

OCTOBER 25, 2016

Career progression analysis also shows that at each level, men are promoted at materially higher rates than women. Women are far more likely than men to leave the industry or to reduce their level of ambition just at the point in their careers when they need to make the effort to push on to the top. financial firms are women.

Chief Executive Officer 8

Chief Executive Officer Committee Career Industry 8

You're Not the Boss of Me

MARCH 8, 2010

In this field (employee morale and engagement) one has the wonderful opportunity to separate the BS from what is real, via the survey process. To your point, asking employees for their opinions, whether through surveys or other means is a good place to start. You can run focus groups (and believe me I have run hundreds!)

Survey 40

Survey Human Resources Blog Learning-by-Doing 40

HR Digest

NOVEMBER 9, 2023

The Mercer QuickPulse US Compensation Planning Survey of August 2023 found that employers are planning a 3.9 Dedicate manpower and resources to look for patterns or trends that may indicate inequities, especially within specific job roles or demographic groups. percent increase in their total compensation budgets for 2024.

System 52

System How To Benchmarking Diversity 52

Harvard Business Review

OCTOBER 11, 2016

As one Latino focus group participant said, “I look up, see no one like myself, and have to wonder if there is a future here for me.” Latinos with sponsors — senior-level advocates — are 42% more likely to be satisfied with their career progression than Latinos without sponsors.

EPS 8

EPS Banking Diversity Bottom-up 8

Harvard Business Review

MARCH 31, 2016

Oftentimes, these surveys are coupled with biometric screenings of blood pressure, cholesterol, height/weight, and blood glucose levels. By “total health” we mean a culture that’s supportive of career, emotional, financial, physical and social well-being – not just an occasional road race.

Planning 8

Planning Incentives ROI Long-term 8

Harvard Business Review

OCTOBER 19, 2018

In our study , we surveyed 1614 LGBTIQ+ Australian workers and held focus groups with 60 participants across various industries. Myth #7: People are scared to come out just because of career risks. But our research also shows that respondents are more concerned about social exclusion than career penalty.

Diversity 11

Diversity Policies Cost-Benefit Analysis Participative 11