Transformation Solutions Blog

Organizational Change — It is all in your head!

November 12th, 2019

Change is hard.  But getting people to change is important – it is one of the most important roles of a leader. Neuroscience provides important insights about why change is so difficult, and also gives us ways to change the way we manage change in organizations.  It brings scientific evidence to the “soft” stuff.   […]

Role Clarity is the #1 Practice of Agile Organizations

March 21st, 2016

Agility is the ability of an organization to renew itself, adapt, change quickly and succeed in a rapidly changing, ambiguous, turbulent environment.  Agility requires the ability to move fast – speed, nimbleness, responsiveness.  But agility also requires stability – a platform of things that won’t change. Research conducted by MIT suggests that agile firms grow […]

Two Steps to Improving your Performance Management Process

August 11th, 2014

It’s no secret that HR and line leaders around the world have been searching for the “perfect” performance management process.  Some have even gone so far as to suggest that we don’t need performance reviews at all.  However, the hard truth about performance management is that its success requires facing up to the fact that […]

The Basics of HR Metrics

April 14th, 2014

Have you been reluctant to start using metrics because you feel you need to be a statistics expert?  The most effective metrics are simple and use easily available information.  Most HR leaders find that merely using metrics, no matter how simple they are, as the basis for their arguments gains them 75% of the credibility […]

What is HR Transformation?

March 3rd, 2014

So what exactly is HR Transformation? HR Transformation means putting strategy first by identifying the HR outcomes that will facilitate the achievement of business results; and developing the tools and workforce that can execute that strategy.

Seven Talent Trends We Must Be Ready for Now

February 13th, 2014

Achieving agility requires executives and managers to adopt fundamentally new ways of thinking. Recognizing the trends that have a significant impact on talent acquisition and retention is vital.

Five Ways to Hold onto Key Talent

February 6th, 2014

Times certainly have changed.  Now is when you need a solid talent foundation the most.  Every decision your company makes regarding people should be based on a view to the future and how to ensure your company not only survives as the economy recovers, but has the right people in place to move the company […]

How to Improve Your Return on Investment In Competency Models

January 29th, 2014

Management guru Peter Drucker once said, “Effective leadership is not about making speeches or being liked; leadership is defined by results, not attributes.” In its report “Developing Business Leaders for 2010” the Conference Board predicted “we will have an environment of extreme cognitive complexity in many industries, requiring extraordinary strategic thinking skills and the ability […]

Data-Driven Decision Making is Critical

November 27th, 2012

I’m excited to share this blog post by Josh Bersin of Bersin Associates. In it he discusses the current focus on “Big Data” and how important it is for HR people to get comfortable with using data to make decisions. The piece that I would like to highlight is that to be a great data […]

Supercharge your Job Descriptions into a Powerful Performance Management Tool

October 17th, 2012

Want to immediately improve the performance of your workgroup or organization? Go up in the attic and dig out those job descriptions you wrote years ago, update them, and instead of throwing them in the drawer until the next time you are asked to update them, use them to communicate and manage performance. “But,” you […]

Talent Strategy: The New Must Have!

October 8th, 2012

The recession may just have been the best thing that’s happened to talent management. The layoffs and cost-cutting were dramatic, but for many companies that reactive stage has come to an end; their expenses and employee base have been trimmed, and they are now putting in place the fundamentals for recovery. Never wanting to waste […]

Alignment – The Key to Organizational Health

October 8th, 2012

This month I was excited to receive an invitation to write an article for the Daily Record. I chose to focus on organizational health as a healthy organization is really a high performance organization and something that I speak about frequently. Read the article here.

Employee Assessment is an Important Component of Selection

July 29th, 2012

Assessing people for jobs is the most important task of any organization. Unfortunately, there is a perception that behavior is not well understood and cannot predict performance. People who hold this opinion most often have been the victim of an invalid instrument. Personality Assessments have been available for about 60 years. Many of the “popular” […]

Coming to Rochester August 2nd: Driving Strategy Execution Through Effective Goal Setting

July 11th, 2012

Employee alignment is a critical factor in driving strategy execution. Goal setting is the most common tool used in organizations today to align employees to corporate goals. If individual goals are properly constructed to cascade down from the business plan into the individual responsibilities and measures required to achieve the corporate goals – then the […]

Results-Focused Job Descriptions – a Solid System for Accountability

July 10th, 2012

While executives spend significant time crafting organizational strategies and goals, employee understanding of how their job connects to these strategies is still extremely low. Consider the following data points: In Towers Perrin’s “Rewards & Challenges Survey,” they identified that 82% of employees felt they had a low to average level of understanding of the impact […]

Be Clear on the Goal: HR Transformation or HR Effectiveness?

July 10th, 2012

I think we’ve all been there before. Senior Leadership states that “HR isn’t strategic enough,” and the whole HR department springs into action to prove that they are indeed making a strategic contribution. Often times these efforts are focused on re-engineered HR processes, new service delivery models (such as self service), additional automation, and outsourced […]

Are you Ready for Evidence-Based HR?

July 17th, 2011

Whether we like to admit it or not, HR management, like management more generally, is full of fad and fashion. The pressures on human resources to adopt some of these apparently “new”, “cutting edge” and “best practice” techniques can be overwhelming. While these fixes sound logical, they often are adopted as an act of faith […]