The Boomers are Leaving! – How to Create and Implement a Knowledge.

Strategy Driven

How to Create and Implement a Knowledge Transfer Program, part 1 Posted by Ken Ball and Gina Gotsill on November 10, 2010 · 2 Comments The clock is ticking: next year, in 2011, the oldest of the 76 million Baby Boomers turn 65. What’s a manager or executive to do?

LeadershipNow 140: March 2018 Compilation

Leading Blog

Career pathing: an obsolete practice? Five Phrases To Eliminate From Your Leadership Voice by @TerriKlass. 5 Reasons You’re Probably Going to Fail by Tony Morgan @UnstuckGroup. How to Understand Your Audience via @publicwords. 3 Ways To Keep Your Leadership Fresh and Powerful by @WScottCochrane. 4 Things to Do Every Day from @wallybock. Understanding Speed and Velocity : Saying "NO" to the Non-Essential via @farnamstreet.

How to Strengthen Your Reputation as an Employer

Harvard Business Review

Many companies are aiming to be more transparent and authentic about their products, services, and costs. For example, McDonald’s has an online FAQ about how the company’s food products are made, while Southwest’s Transfarency initiative aims to give customers a clearer picture of the total fare they will pay, with no unexpected fees. But when it comes to communicating authentically about the employee experience, companies still have a long way to go.

How to React to Biased Comments at Work

Harvard Business Review

Do I have a right to be?” Bias’s sometimes slippery nature also makes it difficult to eradicate in the workplace. How do you legislate status assumptions, eye contact, and silent perceptions? Clearly, organizational cultures need to change. But in the meantime, what’s an individual to do who suffers daily from subtle inequities? The soil is the organization that isn’t as unbiased as it wants to be.

Why Do Employees Stay? A Clear Career Path and Good Pay, for Starters

Harvard Business Review

While it’s tempting to dismiss turnover as a fact of life in today’s fast-moving job market, new research shows otherwise. Many reasons employees jump ship are surprisingly simple, and business leaders who don’t ask why workers want to go may be unnecessarily losing people who are pricey to replace. Learn how they do it with this 6 minute video slide deck. Others were employees who moved to a new role and left for a new employer.

When People Don't Know. a Guest Post from Steve Roesler

Kevin Eikenberry

He has designed and delivered leadership and communication programs for some of the world’s largest organizations and has more than 30 years of contributing to speaking, professional development, and high-level executive coaching. Patton did know what to do and how to do it.

July's Leadership Carnival

Michael Lee Stallard

Below are links to the blog posts for the July leadership carnival. Miller advocates for “management by asking” in her post “ Socrates Was On to Something.” Miki Saxon presents How to Improve Your Management Skill at MAPping Company Success. to Mike [.]

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The Best Ways Your Organization Can Support Working Parents

Harvard Business Review

In their efforts to do the right thing and woo talent, organizations of all kinds are reaching for headline-grabbing solutions. Not to worry: The most powerful work-life solutions are ones every organization can implement. Over the past decade of leading human-capital and work-life efforts at Fortune 500 companies, I’ve advised management teams and coached individuals struggling to balance the competing demands of work and home. What are their attrition patterns?

To Better Train Workers, Figure Out Where They Struggle

Harvard Business Review

When it comes to training and workforce development, lots of them. In a 2014 survey , 55% of executives said a major constraint to investing in training was that they did not know how to measure success. Almost half (49%) said that it was difficult to ensure a return on investment (ROI). This is a particularly acute issue at the entry level, where employers have come to accept that high levels of attrition and low levels of productivity and quality are normal.

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What’s Holding Women in Medicine Back from Leadership

Harvard Business Review

Women are also in the minority when it comes to senior authorship ( 10% ) and Editors-In-Chief ( 7% ) at prestigious medical journals. For example, women do not achieve promotions or advancement to leadership positions at the same rate as their male peers. Evidence shows that women in academic medicine experience greater challenges finding mentors and sponsors than men, and that this gap likely contributes to career disparities. Career flexibility.

The Problem of Visibility for Women in Engineering, and How They Manage It

Harvard Business Review

Like women in other ultra-masculine sectors, they are often excessively visible as women, but overlooked when it comes to their technical expertise. We wanted to know how women deal with this. They said colleagues often focused on their looks as opposed to their work.

How We Closed the Gap Between Men’s and Women’s Retention Rates

Harvard Business Review

Many companies continue to struggle with advancing and retaining women. We have identified a very different explanation, which is just as critical: the quality of the day-to-day apprenticeship experience. Apprenticeship, the working relationships of junior team members learning alongside experienced colleagues, is critical to mastering the consulting craft and succeeding in professional services. Retention of women in mid-career levels is now at parity with that of men.

How a Bathtub-Shaped Graph Helped a Company Avoid Disaster

Harvard Business Review

Caught up in administrative activities such as managing employee records and planning company picnics, human resources departments can too easily lose sight of their primary function: Making sure the organization has the needed human capital to implement its strategy.

Don’t Underestimate the Power of Women Supporting Each Other at Work

Harvard Business Review

As my experiences from being a rookie accountant to a managing director at an investment bank have taught me, conversations between women have massive benefits for the individual and the organization. You and I are not going to be friends.” alice mollon/Getty Images.

What Tech Companies Can Do to Become a Force for Inclusion

Harvard Business Review

Technology permits anybody to play. ” Carly Fiorina, the former CEO of Hewlett-Packard, said that to TechCrunch in 2010 , but the line from then to now is the graph of our growing disenchantment with tech. To start with, basic employment data signals one kind of hope.

How Deloitte Consulting LLP and Salesforce Are Using Technology to Transform the Employee Experience - SPONSOR CONTENT FROM DELOITTE’S CONNECTME AND SALESFORCE

Harvard Business Review

Today’s employees are digital consumers who expect to connect at work with the same ease with which they connect at home. Deloitte’s ConnectMe enables a digital workplace by using insights to connect the workforce to what they need, where and when they need it.

Selling Products Is Good. Selling Projects Can Be Even Better

Harvard Business Review

To understand the difference, think of an athletic shoe company, such as Nike or Adidas. A focus on experiences might mean they sell you a membership to a local running club. A focus on solutions might mean they figure out how to help you reach your goal weight. Selling experiences provides intangible benefits that are hard to quantify and measure, often focusing on meeting the needs of one single customer, preventing any mass production. Westend61/Getty Images.

How the Navy SEALs Train for Leadership Excellence

Harvard Business Review

Their dedication to relentless training and intensive preparation, however, is utterly alien to the overwhelming majority of businesses and professional enterprises worldwide. Before we redid the course, SEAL sniper school had an average attrition rate of about 30 percent.

Planning Maternity or Paternity Leave: A Professional’s Guide

Harvard Business Review

What’s the best way to get ready for your parental leave? How should you set boundaries? And what do you do if you realize that you want to change your work schedule while you’re on leave? The key is to assume a positive outlook. She also talked to her team.

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