Are you responsible for talent management in your organisation? If so, you will be well aware of the challenges of engaging, developing and retaining talented employees – especially in today’s economy and continuing change. The problem is that talent management approaches often don’t work because they’re missing an important link. The challenge is, that while
This post was originally published in the Newsletter for CIPD Management Toolclicks. You can read the original article here. Conflict in the workplace is a management issue and every manager need to be able to resolve conflict in a healthy, productive fashion. Workplaces employ people and, as soon as you have people working together, you have
Learning is the same as anything else you manage: You need to create a plan, check progress, and build in measures; otherwise, if left unplanned and unmanaged, it most likely won’t be successful. However, that doesn’t mean it has to be cumbersome or time-consuming. Here is my advice on how to create a development plan
A good way for managers to develop performance is to conduct a regular one on one with employees to review progress against their performance objectives and development plan. Such sessions can encourage employees to communicate openly in private and be more active in team meetings and brainstorming sessions. Research shows that regular reviews, ongoing feedback
This post was originally published in the Newsletter for CIPD Management Toolclicks. You can read the original article here. Managers often feel that one of the difficulties they face is the dual mandate to achieve business results and, at the same time, develop employees.But the reality is that employee development is not on top of
This post is extracted from an article I wrote for the CIPD Management Toolclicks Newsletter in February. You can read the original article here. In George Osborne’s Autumn Statement, he shared the news that he has extended his austerity programme until 2018. This is disheartening news for organisations and managers who are already struggling to
This is the third and final blog post in my series, Mentoring – Your Question Answered. In these posts, I talk about a series of webinars I designed and delivered for a leading UK university who were launching a mentoring programme for their MBA Alumni. In Part 1 I shared a changed version of the
In my last blog post, Mentoring Part 1, I mentioned a series of webinars for a leading UK university who were launching a mentoring programme for their MBA Alumni. And I shared a changed version of the slides from the webinar I delivered, “Is Mentoring for Me?” The second webinar in the series focused on “Mentoring
This post will attempt to answer your mentoring questions. If it doesn’t please get in touch and I’ll answer directly. Mentoring can be an invaluable element of any leadership or professional development programme. It can help organisations: Retain talented employees and reduce costs of turnover and recruitment Develop leaders – those who mentor as well as those
Have you just spent the last two weeks working through your goal-setting for 2013? If you’re like most of us, January is a time when you think about what you want to achieve during the year. And in our professional lives we’re knee-deep in business plans, budgets and annual goal-setting. Few management tasks consume more
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