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

The Horizons Tracker

APRIL 1, 2020

A recent report from the innovation group Nesta suggests that there are six million people in the UK who are in such a precarious position, and they caution that without assistance, these people will be stuck in a cycle of either low-pay and insecure employment or forced out of the workforce entirely.

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Parcell Participative Crisis Report 85

HR Digest

MAY 2, 2019

From the vantage point of a lifelong career in human resources, Melissa Howell talked with The HR Digest about the various Diversity & Inclusion programs which have put Kellogg on the global map as one of the top companies for veterans, LGBT employees, and executive women. for seven years.

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Diversity Human Resources Globalization Automotive 81

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.

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Energy Crisis Absenteeism Leadership 52

Eric Jacobson

OCTOBER 9, 2023

If we want to foster a culture of feedback, do we want to focus on giving or on soliciting feedback? For example, do we first conduct significant research and use focus groups to inform the experiment, or do we move quickly to learning while doing? When and how? Is experimentation important and, if so, how do we go about it?

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How To Learning-by-Doing Books System 119

Ron Edmondson

JUNE 15, 2011

From the outside, it appears Mark will approach the position different from Michael. 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.

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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 define success in a straightforward way: satisfaction with your job, respect for your expertise, and a senior-level position. How did they do it? We find that about 1/5 of women currently employed in STEM meet that bar.

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Succession Reputation Focus Group Leadership Styles 14

Harvard Business Review

DECEMBER 10, 2018

We asked about gender representation in their firms, and whether they believed they could positively impact gender equality in their workplace (also known as self-efficacy). Many also had women in senior leadership positions including on boards. Another group of allies? finance professionals we studied reported lower numbers.

Finance 11

Finance Banking Survey Policies 11

Harvard Business Review

JUNE 8, 2018

workforce — and companies will increasingly grapple with how to accelerate the development of those individuals for leadership positions. 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.

Development 12

Development Participative Conference Innovation 12

Harvard Business Review

AUGUST 31, 2018

And this isn’t for lack of ambition among them: Black women are even more likely to aspire to hold a powerful position with a prestigious title than white women. Sixteen women were interviewed and seven others participated in a focus group. How People Get Ahead.

Management 13

Management Tacit Knowledge Diversity Leadership Pipeline 13

Harvard Business Review

SEPTEMBER 13, 2016

These women often are less satisfied with their careers , perceive that they are unlikely to advance at their current organizations, or believe they must change jobs in order to reach the next level. Some of the women in our focus groups described being turned away when they requested big, new opportunities.

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Focus Group Skills Technology Review 8

Harvard Business Review

OCTOBER 25, 2016

An analysis that we conducted of disclosures made by 50 American financial services companies revealed that women occupy only 20% of executive committee roles and 22% of board positions. Career progression analysis also shows that at each level, men are promoted at materially higher rates than women. financial firms are women.

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Chief Executive Officer Committee Career Industry 8

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.

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Reputation Brand Attrition How To 12

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. Living in a culture that continues to put marriage and motherhood ahead of career aspirations, Brazilian professional women are confronted with a deeply rooted ambivalence about their right to be ambitious. counterparts (52%).

Survey 13

Survey Education Competitive Advantage Human Capital 13

HR Digest

JANUARY 19, 2023

As the scale and scope of our company have expanded over the years, so has our focus on taking meaningful steps to improve the world in which we live. Our employees consistently tell us that doing meaningful work, and being part of an organization that makes a positive impact, is very important to them.

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Supply Chain Human Resources Diversity Transportation 109

Harvard Business Review

JUNE 28, 2013

He had great contacts; newspaper columns and teaching positions could be his for the asking. Should he focus on the industry practice areas where he''d made his name? Sure, your personal brand and your message can be focus-grouped and wordsmithed by others. Branding Career planning Managing yourself'

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Brand PR Consultative Globalization 8

Harvard Business Review

MAY 8, 2015

Except when it’s harmful to your career. ” Putting aside a worst-case scenario, being seen as just your boss’s right-hand man can also be “detrimental to your career in the long run because nobody but your boss appreciates what you can do,” says Karen Dillon, coauthor of How Will You Measure Your Life?

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Reputation Career Learning-by-Doing Committee 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. Resist the urge to defend your work.

How To 8

How To Project Review Follow-up 8

You're Not the Boss of Me

MARCH 8, 2010

In my experience it was not a positive thing. The name was change to a more positive name sorta like at the hospital. You can run focus groups (and believe me I have run hundreds!) Another place I worked it was a more warmer and fuzzier moment. This time, no one was moved or let go, and the work was pretty much the same.

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Survey Human Resources Blog Learning-by-Doing 40

HR Digest

NOVEMBER 9, 2023

Employees who believe they are paid fairly are more willing to give back to the organization and retain their position there. Establish a clear and objective job grading system to determine the relative quantifiers for different positions and what is fair for each role. Those who feel unfairly compensated move on.

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System How To Benchmarking Diversity 52

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. Offering smart incentives.

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Planning Incentives ROI Long-term 8