Harvard Business Review

JULY 30, 2014

I believe that Charan’s perspective reflects an increasing emphasis among business leaders on the organizational capabilities required to win. Charan’s latest column actually affirms the value of HR to sustained competitiveness. Charan noted a few of these folks in his column. More is now expected of HR professionals.

Charan 8

Charan Human Resources Leadership Pipeline Decentralization 8

Harvard Business Review

MAY 21, 2014

They are, after all, the company’s steadfast guidance system, charged with keeping an even keel in rough waters. The value of a board’s active engagement in innovation can well be seen at Diebold, a $3 billion-company whose 16,000 employees make ATMs and a host of related products.

Innovation 8

Innovation Committee Charan Technology 8

Harvard Business Review

JULY 29, 2014

In the July/August issue of HBR , Ram Charan argues that the Chief Human Resources Officer (CHRO) role should be eliminated, with HR responsibilities funneled in two separate directions — administration , led by traditional HR-types, reporting to the CFO; and talent strategy , led by high-potential line managers, reporting to the corner office.

CFO 8

CFO Charan Intangible Assets Human Resources 8

Harvard Business Review

JANUARY 5, 2018

For example, in 2009 professors Brian Becker, Mark Huselid, and Richard Beatty estimated that in most companies less than 15% of jobs are what they call strategic positions and said management should focus “disproportionate investments” on finding A players for those jobs. Connectors in the middle. Customer experience creators.

McKinsey 8

McKinsey Human Resources Reputation Brand 8

Harvard Business Review

MARCH 13, 2015

For me this produced a flashback to Larry Bossidy, Ram Charan, and Charles Burck’s book Execution: The Discipline of Getting Things Done , published back in 2002. Emphasis added]. This defines the whole of strategy as one of the three core pieces of execution!

Execution 8

Execution Strategy Sull Charan 8

Harvard Business Review

NOVEMBER 18, 2013

If the succession and search are not driven by those who have already run another firm, the company is, in our experience, less likely to end up with a CEO who can run this one. Go outside for a tech-savvy executive with a proven record and who is of an age to run the company for the next ten to fifteen years.

CEO 8

CEO Committee P&L Charan 8

Eric Jacobson

OCTOBER 31, 2010

Sunday, October 31, 2010 How To Write Your Companys Core Values Walk into any Whole Foods grocery store and youll see that companys core values proudly presented on a large sign. The values clearly set the companys culture. As Whole Foods explains, their core values are the "soul" of its company.

Company 55

Company How To Mentor Mission Statement 55

Eric Jacobson

AUGUST 4, 2010

Are you absolutely sure every employee in sales, production, operations, marketing, etc., MacKay writes, "Common sense, thorough research and sound advice should allay your fears to a reasonable level." Take a moment. is not using these words, even inadvertently, in front of your customers? Thanks for the important reminder, Harvey MacKay!

Mentor 55

Mentor Mission Statement Tips Learning-by-Doing 55

Harvard Business Review

DECEMBER 15, 2017

Some health care businesses use duplicate dyad management structures—one to oversee the clinical enterprise and another to oversee the business and operations that support the clinical enterprise. The dyad model can help break down silos, improve the way clinical and operations leaders work together, and coordinate care.

Training 9

Training Health Care Management 360-Degree Feedback 9