Lead Change Blog

JUNE 5, 2018

Through our quantitative research of more than 750,000 leaders and employees inside some of the world’s leading organizations, and in the many focus groups we conduct every year, we’ve identified these 11 attributes that matter most.” Joel Garfinkle of the Career Advancement Blog submitted Toot Your Own Horn.

Leadership Development 248

Leadership Development Development Leadership Simon 248

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

HR Digest

NOVEMBER 21, 2023

From top leaders to freshers and interns, every employee needs to be clued in on the company culture and equally committed to pursuing it.

Company 98

Company Environment Policies Metrics 98

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. Once I found my life work and pursued career choices I loved, my health improved miraculously. .” After we assessed their organizational culture, we found he was overly optimistic.

Absenteeism 40

Absenteeism Leadership Participative Workshop 40

Harvard Business Review

AUGUST 31, 2018

Sixteen women were interviewed and seven others participated in a focus group. The women in my sample were asked to think back on two defining career moments that best prepared them to advance. What were the critical events, and what lessons did they learn? They confidently seize opportunities.

Management 13

Management Tacit Knowledge Diversity Leadership Pipeline 13

Harvard Business Review

AUGUST 10, 2018

We are approaching the pursuit of work-life balance with the same obsessive (and oppressive) energy as we do our careers. I have led focus group discussions about meditation apps and created websites and content campaigns for prominent skin care lines, juice cleanse companies, and mental health apps.

Stress 15

Stress Metrics Morale Goal 15

Harvard Business Review

MAY 23, 2013

The suspense is no doubt killing you, so I''ll go ahead and tell you the secret to recognizing opportunities: promotion focus. entrepreneurs from a variety of industries to take an assessment to determine their dominant focus, and to then demonstrate their opportunity-recognition skills. Tumasjan and Braun asked 254 U.K.

Entrepreneur 9

Entrepreneur How To Open-book Creativity 9

Harvard Business Review

JUNE 8, 2018

To address this challenge, J&J designed their Talent Acceleration Process (TAP) in 2012, which fast-tracks early- to mid-career individuals to senior leadership positions. Team members come from multiple geographic locations, career paths, business lines, and time zones, and the teams have to work together in a self-directed way.

Development 12

Development Participative Conference Innovation 12

Harvard Business Review

MAY 16, 2018

In other words, what employees saw on a careers site or on their company’s social channels, or what they heard from recruiters, was often inconsistent with what they experienced when they joined the company. Imagine, for example, being promised a culture of innovation only to have every new idea you put forward dismissed.

Reputation 12

Reputation Brand Attrition How To 12

HR Digest

JANUARY 19, 2023

Through a combination of efficiency projects and the use of renewable energy, we are on pace to reach our carbon emissions goal ahead of schedule. In fact, we are more than 90% of the way to our 2025 emissions reduction goal. Robinson, we are focused on reducing the emissions from our own carbon footprint.

Supply Chain 109

Supply Chain Human Resources Diversity Transportation 109

Harvard Business Review

JULY 17, 2015

But before the hiring team starts measuring candidates’ culture fit, they need to be able to define and articulate the organization’s culture – its values, goals, and practices — and then weave this understanding into the hiring process. Does the response reflect your organizational culture?).

Diversity 8

Diversity Human Resources Environment Long-term 8

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

AUGUST 19, 2015

Over the past decade, my colleagues and I at Emergent Research have interviewed more than 1,500 freelancers/independent workers both one-on-one and in focus groups, during which we often discussed the role that feedback plays for them — mostly as it pertains to developing a new business.

How To 8

How To Project Review Follow-up 8

Strategy Driven

JUNE 7, 2013

Rather than discussing the taste of the food, I asked about his desired legacy and the Big Picture goals of the organization. ’ I commissioned focus groups. To test the premise, I staged a focus group dinner meeting at a prominent inner-city church, eliciting ideas and insights. Its CEO (John Y.

Franchising 63

Franchising Budgeting Pryor Consultative 63

Harvard Business Review

MARCH 31, 2016

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. There are a few simple ways to start doing this. As we’ve already noted, simply paying people to change life-long habits may not work.

Planning 8

Planning Incentives ROI Long-term 8

HR Digest

NOVEMBER 9, 2023

Inclusive Decision Making: Equitable Workplace Strategies for Fair Compensation Similar to how we prefer to have a say in what careers we choose or who governs us, most employees also appreciate having a voice in setting up an equitable compensation program guide that can be used company-wide.

System 52

System How To Benchmarking Diversity 52