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LIVE OPEN CALL: Friday, Mar. 5th
Call in to ask any question you may have in personal or professional development. It is easy, call 1.712.432.3900 at 9a PST | 12 noon EST | 5p London, March 5th, 2010 Email us for your access code: Coaches @ CoachingCircles.com (no spaces) via phone
LIVE OPEN CALL: Friday, August 7th, 2009
Call in to ask any question you may have in personal or professional development. It is easy, call 1.712.432.3900 at 9a PST | 12 noon EST | 5p London, August 7th, 2009 Email us for your access code: Coaches @ CoachingCircles.com (no spaces) via phone, free
Participate in an Organizational Development Event
Workshops, seminars, conferences, etc. Get out there and participate! Events either in person or over the phone (worldwide access).
Maximizing Your Return on People by L. Bassi and D. McMurrer
Harvard Business Review March 2007
New tools can show you which investments in employees are driving company performance now and which you should emphasize to advance your strategic goals.
Managers are fond of the maxim “Employees are our most important asset.” Yet beneath the rhetoric, too many executives still regard—and manage—employees as costs. That’s dangerous because, for many companies, people are the only source of long-term competitive advantage. Companies that fail to invest in employees jeopardize their own success and even survival. In part, this practice has lingered for lack of alternatives. Until recently, there simply weren’t robust methods for measuring the bottom-line contributions of investments in human capital management (HCM)—things like leadership development, job design, and knowledge sharing. That’s changed. Over the past decade, we have worked with colleagues worldwide to develop a system for assessing HCM, predicting organizational performance, and guiding organizations’ investments in people.
Using the framework we describe here has the obvious and immediate practical benefit of improving organizational performance. More broadly, though, as the links between people and performance come into focus, organizations will also begin to appreciate the long-term value of investments in human capital—and the folly of dwelling on narrow, near-term goals.
Click GO to View Full Article on HBR free, for a period of time.
Performance Is The Target by Jane Weddle Comments (0) How would you answer the following question if you had a choice between True and False? Training is a means to an end but not the end itself? If you stated True, you are right—if you answered False, then I am sorry to inform you that you are stuck in an old paradigm that training is the solution to your performance problems! Read whole article...
“Great Execution” by Accompli
Doing the right things right … it sounds so simple, doesn’t it? So why do so many organizations struggle with executing their strategic plans? Tap into the experience of some of the best “executives” – and create your own execution-oriented culture.
free
“The Move Beyond Training?” by Jane Weddle
How many times have you gone to a seminar, development workshop, training and actually take what you have learned and use it to change your performance or behavior—what about people you have sent or organized training for?
free
“Being Here” by Edward Teach
Making big changes in a business is always difficult. Can managers make it easier by mastering the art of “presence”? free
“The Elephant in the Room: Organizational Silence” by Alicia Rodriguez
Imagine that you walk into the Boardroom for a meeting with your senior staff. In the middle of the room sits a large, angry looking elephant. free
TOP 10 on Conflict Resolution: March '07
1. The Anatomy of Peace
By Arbinger Institute 2. Nasty People
By Jay Carter ...
Career Warfare: 10 Rules for Building a Successful Personal Brand and Fighting to Keep It
BOOK: ""A refreshing message ... from someone who has fought many corporate wars." <~ The New York Times
Unchain Your Brain
BOOK: An easy-to-follow, step-by-step program that shows you how to boost your brain so you can kick your bad habits.
Maximizing Your Return on People 
Performance Is The Target by Jane Weddle 
