Trust

8 Questions To Ask Before Starting Succession Planning

Succession planning is probably the most strategic talent management conversation, it is also the hardest. Here are 8 questions to ask before starting this key talent management process. The outcome of this talent management process should be a great conversation, but getting there requires clear expectations and knowing the barriers people have to overcome. Start with these 8.

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Friday Fun – The cumulative effect of Happy moments . . .

Happiness research tells us it is not the big things, but the cumulative effect of little moments that matters. If we impact each other in positive ways, then lots of good things happen in our teams and our business. Fridays are not the only day to smile, but a good day to try some purposeful things to impact the lives of others. This is talent management, and it is fun.

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A great question to end your week (or your meeting)

What are you most proud of. Talent management and leadership is about understanding people and engaging them in the process and problems of running an organization. Of getting work done. Here is a question to renew energy and share what matters to them.

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trU Tips 17+ – Three comments that drove me to write it

Talent management and leadership is about lots of things, but at the core it is about an understanding of ourselves, a willingness to share our perspective(and listen to the perspective of others), and a commitment to the time it will take to get a solution. The habits are core to the talent calendar.

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trU Tips #16a – One on Ones and Leadership

Talent management is not a form, or a process, but a commitment to a place where everything (or most everything) works. The job is great, people are getting what they need, people are owning their role, and teams are helping each other be successful. It takes great leadership, great followership, and most importantly it takes frequent and very open conversations. The one on one is the critical piece of this, and here is a form to help a one on one work well. The result is great talent management.

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Leader/Manager as Culture Builder

Managing Right For The First Time is a book for new and experienced managers to think about what they do and learn how to do the basics right. Building culture is a key task of a leader, and everything they do impacts it. However, there are some big things they could be doing that will make a substantial difference in the culture they create. This is part of a series of posts around a book by David Baker. Culture is a critical piece in the talent development for any team or organization, and it starts with performance management.

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3 Habits To Help Great Leaders Be Good Managers

Leadership is important, but being able to be an effective manager is also important. Talent management (getting the most out of your people) does not happen without engaging people one on one, getting to know them, listening to what they need, and helping them. Here are 3 habits for any leader to help this to happen.

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5 Habits To Build a Trust Savings Account

Truth and trust are the two areas that all leaders need to focus all of the time. Here are 5 Habits to build a Trust Savings Account (aka: Emergency Fund). The Birkman Method is a great tool for helping to understand the individual needs of your people. This is s cornerstone of both leadership development and the development of the culture of your team.

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Wisconsin SHRM 2011: My presentations

What is the #1 issue in talent management? There are actually 2: Performance evaluations have to be given on-time AND people need development plans. Here is a talent management presentation around the talent scorecard that I gave at the Wisconsin SHRM 2011 conference as a speaker. It is ideal for a keynote address to leaders looking for a perspective on leveraging their talent and an action plan to do it.

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Learning to listen to ourselves

Resilience and leadership starts with an awareness of self, and gets done with a practice of coaching ourselves when we feel our perceptions taking over. We have to rely on our instincts, but we cannot lead effectively if the people we have to trust feel like we are not listening to them. Here is a coaching example of resilience and building trust.

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