Skip Prichard
JUNE 22, 2020
Yet, without the right culture, organizations cannot succeed short term, nor can they endure. Teams with strong positive cultures can weather short-term blows to engagement, such as economic downturns, anxiety over mergers, or increased competition. Middle managers are instrumental in creating a deep personal commitment to change.
Sales Wolf Blog
MAY 2, 2010
SHRM - Society for Human Resource Managment Indispensible for the HR Professional! » May 02, 2010 The Rainmaker Fab Five Blog Picks of the Week There were a lot of great blog posts to hit the blogosphere this week on the topics of human resources, leadership, and talent management.
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Sales Wolf Blog
DECEMBER 13, 2010
SHRM - Society for Human Resource Managment Indispensible for the HR Professional! At the start of each week I like to round up five posts from the HR, talent management, and leadership development blogosphere that I found to be especially good reading. License. . Enjoy!
Sales Wolf Blog
JUNE 27, 2010
SHRM - Society for Human Resource Managment Indispensible for the HR Professional! Department of Labor Employment Standards Administration (ESA) - U.S. License. . Gina refers to this as the "busy trap" and has some thoughts on how you can work smarter and avoid it.
Sales Wolf Blog
JULY 21, 2010
SHRM - Society for Human Resource Managment Indispensible for the HR Professional! The result is a long-term performance drag on the bottom line of many small companies. Small companies typically do not have a structured Human Resources department that is committed to selecting the best talent possible.
In the CEO Afterlife
FEBRUARY 5, 2011
The role has been relegated to middle managers who are brand custodians, not leaders in innovation. Through no fault of their own, they either lack the experience, the clout or the motivation to drive innovation into the brands they manage. But in the long term, cost-cutting does not build brand equity.
Harvard Business Review
JULY 24, 2018
At the law firm Allen & Overy, the idea of replacing traditional, annual performance appraisals with a technology-enabled continuous feedback system did not come from human resources. But if middle managers wind up caught in bureaucratic procedures and rule-enforcement mindsets, implementations will falter.
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