Executive Book Club: April 2012

17 Rules for Developing and Keeping Devoted Employees is a must read on how to foster commitment, respect, trust, honesty, fun and above all performance.

Why people choose to work for you and why they stay. It’s not about money, not even now. Don’t just demand alignment: nurture it: Create powerful opportunities for employees to link with vision, values, and mission. Applaud effort, but reward contribution, recognize the crucial difference between behavior and outcomes. 

17 Rules for Developing and Keeping Devoted Employees features new case studies from retail,...


Avoiding Jobs (and Companies) that Suck

Great question: How do we avoid jobs and companies that suck?
It is heart breaking to me when I see talented people trudging away in jobs that either they don’t love or at companies where they don’t fit.  And, as you hint at, in almost every situation when you talk to someone who is in this kind of predicament, they almost always say something like “This isn’t at all what I thought it was going to be.”  They were toast before they even showed up to new hire orientation.


Rousing the Remarkable: 9 Ways to Influence Extraordinary Actions (Even in Your Absence)

Sheila from the Radisson Indianapolis Airport Hotel

It was 3 a.m. when I called the front desk at the Radisson Indianapolis Hotel to beg for ointment for a wound. Sheila answered the phone but had nothing to offer, “I’m sorry sweetie. We only have Band-Aids down here.” Petulantly, I declared that I would have to find a 24-hour pharmacy.

Quickly recognizing my excruciating pain, Sheila said, “Let me call the hotel across the street and see if they have anything.” She phoned me right back and said, “Good news! They have ointment. I’m going to get it...


Hold People Accountable -- Start With You

I was winding down our event. Sales Training with a team of quality sellers working for an organization that is profitable, growing and stealing market share from their competition. This team was Switched On and pushing toward the next level of breakthrough performance.

I believe the most important part of a training event is what happens next. A TAN Plan helps. TAN is an acronym that stands for Take Action Now.

The assignment: Write down 3 things you will take action on in the next 100 days that will have high impact post meeting....


SHRM: April LINE Report

According to the SHRM Leading Indicators of National Employment (LINE) Report for April 2012, the rate of job growth will fall short of levels reached last year, yet hiring in the manufacturing and service sectors will continue in April.  

                April will be another strong month for manufacturing hiring in April. While 43.3 percent of manufacturers will add positions in April, only 20.1 percent of service sector companies will hire employees. Although both industries are hiring, compared to April 2011, the hiring index will fall in April...


#NEXTCHAT RECAP: Is HR Ready for the C-Suite?

The time has come for HR to occupy a seat at the C-Suite table. Who better to advise and influence the CEO on corporate culture? Who better to recommend solutions regarding organizational health and workforce issues? Who better to identify talent from both a functional and cultural perspective? Who better to promote the CEO's vision and credo?

But is HR ready?

On April 4, #NextChat invited John Bell (@JohnRichardBell), former CEO of coffee/confectioner Jacobs Suchard, (now a part of Kraft) to lead the discussion. As a strategy consultant, he has counseled some of the world's most...


In Strategic Workforce Planning, Questions More Important than Answers

Relax. You don’t have to have all the answers. You just need to know the right questions to ask. And, sometimes, that’s where the real challenge lies.

When it comes to working with senior business leaders on strategic workforce planning, what matters most is the conversation, not the HR professional’s ability to quote data, reports and metrics, said experts on a recent Conference Board webinar.

Mary Young, principal researcher, human capital, and Stacy Chapman, senior fellow in human capital management, told webinar listeners that HR’s role in the strategic workforce planning process is to ask the questions...


How to Drop Dead at the Office

Work habits of leaders tend to filter down through the troops. That is why it is important for leaders to develop a productive and positive work style. Motivated to please their boss, employees may unconsciously emulate their leader’s positive and negative work styles. Unfortunately, I have met leaders who make you think they would rather work, work, work and eventually drop dead at their desk rather than in the loving arms of their spouse or close family member.

To save your life and break the allure of the Type A Alpha work style, I have compiled a list of...


Could the CFO Get HR A Seat at the Table?

There was a lot of great conversation happening at TLNT Transform in its inaugural year. There was one conversation, however, which stood out to me as being of particular importance. In a breakout session moderated by John Hollon, Nick Araco--co-founder and CEO of The CFO Alliance--discussed a very interesting trend. In the post-recession C-suite, an increasing number of HR chiefs are now reporting directly to the CFO rather than the CEO.

While the rationale for this may be sound--aligning people processes with the company’s financial strategy is never a bad idea--it is meeting resistance from HR. The idea...



Back in the fall, We Know Next published my blog, Why HR and the CEO should be joined at the Hip. According to SHRM, the blog struck a chord within the HR community. Conventional wisdom suggests the CEO’s most valued C-suite confidant should be the CFO. I’m not arguing that. During my CEO days, I was fortunate to work with two outstanding financial executives. I’m simply pointing out that a CEO has more than one hip, and with culture finally getting its credit as a key success factor, the time has come for HR to occupy a seat at...