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“You cannot build a reputation on what you are planning to do.”  Henry Ford’s words are resonant in a time where HR leaders are tasked with a myriad of planning activities: strategic action planning, performance plans, development planning, succession plans.  Planning is important, but it is how your plans translate into reality that builds your reputation. 

This is the much recited, ‘past behavior predicts future performance’ mantra that lays the foundation for many leadership programs today.  This is not news to you, I know.  But it is an important starting point to examine what really creates ones reputation. ...

When I retired, I thought I was through with business. And I was, until the social network came along and enticed me to blog.

Like most bloggers, I write about what I know -- strategy, leadership and branding. My motive is nothing more than to share my experience with today’s business community, in the hope they might put an old warrior’s advice to good use.

To improve relevancy, I’ve had to familiarize myself with the new economy and products and services that didn't exist when I was CEO of coffee/confectioner, Jacobs Suchard. As a side benefit of this...

Employee engagement and participation in learning and development programs has always been a challenge. With the rapid development and deployment of new tools and technology in the workplace, though, there's more to be learned and mastered than ever. Leaders are now looking for methods to tackle this issue head-on, and driving demand for changes in learning managemen. Enter gamification.

The use of game mechanics in non-game environments to improve user experience and participation is rapidly gaining interest as a solution for improving learning management. We're told it can fundamentally change an organization’s learning and development processes, but many...

Note: This series is based on the paper My Generation.

The Multi-generational Workplace

Before generational differences can be adequately addressed it is important to have a high-level understanding of the four generations that share our workplace; Generation Y, Generation X, Boomers and Veterans.

“Armed with an improved knowledge of the motivators and disincentives that drive its employees, an organization is more likely to develop the recruitment and retention strategies that others only dream about.” The same can be said about engagement strategies.

Generation Y, Generation X, Boomers and Veterans