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The 10 Deadly Sins of Talent Management … That Can Quickly Bring Your Organization Into Mediocrity - ERE.net

The 10 Deadly Sins of Talent Management … That Can Quickly Bring Your Organization Into Mediocrity - ERE.net | Leadership Talent Management | Scoop.it
Trying to be among the best at what you do? Read this: http://t.co/WCN8yTgKYu
John Ludike's insight:

Useful to check strategies and process, policies etc against these valueable points which easily infiltrate ones organisation.

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21st Century Work: Career-Readiness Isn't What It Used To Be

21st Century Work: Career-Readiness Isn't What It Used To Be | Leadership Talent Management | Scoop.it
21st Century Work: Career-Readiness Isn't What It Used To Be
John Ludike's insight:

Many still pursing high potential future leadership programs verus new generation leadership and others pondering the difference??

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Rescooped by John Ludike from Coaching Leaders
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Women in the boardroom: A Global Perspective

Women in the boardroom: A Global Perspective | Leadership Talent Management | Scoop.it
“The representation of women on corporate boards continues to increase, but the number of women leading boards still remains low globally. Overall, women now hold 12 percent of seats worldwide with only 4 percent chairing boards. This fourth edition report outlines the efforts of 49 countries to increase the number of women occupying board seats.”
Via David Hain
John Ludike's insight:
Important to distinguish between real Board duties and in country local management committees
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Save time and money on leadership and organizational development with a 'flipped classroom'

Save time and money on leadership and organizational development with a 'flipped classroom' | Leadership Talent Management | Scoop.it
The “flipped classroom” movement started when teachers realized that it was easier for students to watch lectures at home and complete homework with expert assistance in the classroom - flipping the classroom experience.  This is a brilliant idea and should be implemented nationwide here in the USA where nearly everyone has access to technology.  (Maybe our embarrassing STEM challenges could be resolved?)Many organizations have not adopted the iconoclastic 'flipped classroom' approach for traini
John Ludike's insight:

Leverage free yet relevant content and ensure realistic allignemnt via pertinent questions as it relates to competitive context, customer value proposition etc

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Rescooped by John Ludike from Diversity & Inclusion in Business
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Five reasons why diversity and inclusion matter to every business – and every employee - CEO insights

Five reasons why diversity and inclusion matter to every business – and every employee - CEO insights | Leadership Talent Management | Scoop.it
“ By Dennis Nally, PwC The evidence speaks for itself – and so does the everyday experience of businesses across the world. Diversity and inclusion lead to more innovation, more opportunities for all, better access to talent, and better business performance. But how and why? To me, there are five reasons...”
Via Kasia Hein-Peters
John Ludike's insight:
Important to in addition consider various leadership layers/levels , job families, titles and how it enables or inhibits inclusion, equality etc as enormous differences in privileges.
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Rescooped by John Ludike from Corporate Culture and OD
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40 Organisations Leading the World in Employee Engagement

40 Organisations Leading the World in Employee Engagement | Leadership Talent Management | Scoop.it
“ Truly engaged workplaces are rare. Gallup research shows that worldwide, just 13% of employees are engaged in their jobs -- they are involved in, enthusiastic about and committed to their work and workplace.”
Via Alexis Assimacopoulos
John Ludike's insight:
There are " great places to work" and then there are engaging workplaces which radiate inspirational leadership as measured by Gallup's Q12 and net employee promoter scores.
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Your Corporate Culture: Real or Imaginary? | Situational Communication

Your Corporate Culture: Real or Imaginary? | Situational Communication | Leadership Talent Management | Scoop.it
Results with Relationship
John Ludike's insight:

When leaders don’t walk the talk of an innovative, competitive, customer-focused organization – one that values integrity, mutual respect, collaboration, accountability, diversity and, most importantly, a positive, supportive, collegial relationship with the employees who make corporate success possible – then the talk becomes meaningless. - Theoretical dream but practical illusion.

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Rescooped by John Ludike from Leadership Development
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Take a Look at Yourself in the Leadership Mirror

Take a Look at Yourself in the Leadership Mirror | Leadership Talent Management | Scoop.it
“To gain a better understanding of your leadership strengths and weaknesses, take a look at yourself through the eyes of others.”
Via Talent Management Services
John Ludike's insight:
Mirror, mirror on the wall who is the fairest leader of them all?
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Unleash Your High Potentials: Turning Doers Into Drivers - Huffington Post

Unleash Your High Potentials: Turning Doers Into Drivers - Huffington Post | Leadership Talent Management | Scoop.it
When I'm working with leaders and high potentials to identify their development gaps, one of the most common hurdles I see is the inability to switch from being Doers to Drivers....
John Ludike's insight:

Imperative to develop self insight and management of this subtle but essential point of differentiation.

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Rescooped by John Ludike from Talent Management; Engagement
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How to Measure the ROI of Company Culture

How to Measure the ROI of Company Culture | Leadership Talent Management | Scoop.it
And, what are our results? In three years, not one employee has voluntarily left, which is a phenomenon that we believe can be replicated at any organization.

Via Anne Leong
John Ludike's insight:

So important to consider as huge amounts spendt on embedding it and hiring for" culture fit" not to mention many a line manager unable to differentiate between competencies, capabilities and or culture.

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The People Equation

The People Equation | Leadership Talent Management | Scoop.it
Leadership Development and Career Success Tips
John Ludike's insight:

Compliment# leadership transition  transition with robust #psychometric assessment to guide further career development & advancment .

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Rescooped by John Ludike from 21st Century Learning and Teaching
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Personalize Learning: 10 Trends to Personalize Learning in 2015

Personalize Learning: 10 Trends to Personalize Learning in 2015 | Leadership Talent Management | Scoop.it
“Check out the 10 Trends to Personalize Learning around Learning Culture, Learning Environments, Deeper Learning and Partnerships in Learning.”
Via Gust MEES
John Ludike's insight:
Hopefully it's economically viable to do so .
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Managers’ Style Stifles Culture Change

Managers’ Style Stifles Culture Change | Leadership Talent Management | Scoop.it
Most companies said management style is the biggest hurdle to transforming organizational culture, according to recent research.
John Ludike's insight:

Seldom do organizations have a singular workplace culture, according to the survey. About 44 percent of respondents said workplace culture varies by business unit, while 24 percent said it varies by geographic location and 22 percent said by job role. Just 10 percent said workplace culture varies by career level.

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Rescooped by John Ludike from Talent Management; Engagement
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Three Critical Conversations that Boost Employee Engagement

Three Critical Conversations that Boost Employee Engagement | Leadership Talent Management | Scoop.it
In our TLNT article Despite Your Best Efforts, Why Aren’t Your Employees More Engaged?, we promised to provide follow-up “How to” articles on how get the information you need from your …

Via Anne Leong
John Ludike's insight:

#Employee Engagement like leaderso  is a CONTACT SPORT suprisingly how many leaders dont appreciate need for frequent crucial and corageous conversations, still refusing to  own up to question 'Why should anyone be lead by you?"

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Belva Jennings's curator insight, December 10, 2014 9:49 AM

Nice grouping of the different kinds of conversations you should be having with your employees...it's not all performance management and feedback, but all can pull employees toward that "Committed" side of the Commitment Continuum (remember that?).

Wally Stump's curator insight, December 14, 2014 11:21 AM

It is difficult to overstate the importance of getting feedback from others on your own performance.

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Difficult bosses: can neuroscience help?

Difficult bosses: can neuroscience help? | Leadership Talent Management | Scoop.it
“Difficult bosses are always a challenge but usually also a learning opportunity.”
Via David Hain
John Ludike's insight:
#Heartstyles, #leadership with heart all noble quests in pursuit of answering one simple question " Why should anyone be lead by you?"
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Rescooped by John Ludike from Talent Economics
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Facebook’s Amazing Talent Management Practices — and What You Must Learn From Them - YouTube

“Amazing” is the most accurate word to describe both the business results and the talent management approaches at Facebook. This presentation will highlight ...

Via Gyan Nagpal
John Ludike's insight:

Stunning range of learnings contained in this presentation which those wanting to be #Great Place to Work could emulate with high impact on #talent economics or value add per employee.

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Toxic Talent Management Habits

Toxic Talent Management Habits | Leadership Talent Management | Scoop.it
They’re eating away at your team.
John Ludike's insight:

 In addition the #CEO average worker pay divide of 300x to 600 times and the average CEO is on the job for only 18 months; (b) #disengagement is a global epidemic (with as many as 70% of employees reportedly not engaged); (c) the top causes of disengagement and most widely-cited reasons underlying turnover intentions all have to do with people’s direct manager; (d) self-#employment rates have been rising steadily, mostly because people are fed up with #poor management.

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HR Magazine - How to win at talent and succession management - HRmagazine.co.uk

HR Magazine - How to win at talent and succession management - HRmagazine.co.uk | Leadership Talent Management | Scoop.it
HRmagazine.co.uk
HR Magazine - How to win at talent and succession management
HRmagazine.co.uk
Principal associate at the Institute for Employment Studies Wendy Hirsh gives 10 practical tips for talent and succession planning.
John Ludike's insight:

In addition important to design and position relevant metrics that matter for leadership talent management eSpecially as it relates to succession and or promotion readiness. 

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Rescooped by John Ludike from Talent Management
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The Innovator's DNA

The Innovator's DNA | Leadership Talent Management | Scoop.it
“ Do organizations have the talent in place to drive competitive advantage?”
Via mytalentbook ltd.
John Ludike's insight:
Essential to integrate these skills competencies and develop enabling culture in order to leverage from said innovative capabilities in sustainable manner.
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Rescooped by John Ludike from Leadership Development for a Global Era
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David A. Kolb on experiential learning.

David A. Kolb on experiential learning. | Leadership Talent Management | Scoop.it

David A. Kolb on experiential learning.

David A. Kolb's model of experiential learning can be found in many discussions of the theory and practice of adult education, informal education and lifelong learning.

This paper sets out the model and examines it's possibilities and problems.


Via Matthew Farmer
John Ludike's insight:
Still one of most definitive contributions towards learning wide and successfully practiced.
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Rescooped by John Ludike from Coaching & Leadership Development
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How to Build Your Thought Leadership When You Feel You Have None - Huffington Post

How to Build Your Thought Leadership When You Feel You Have None - Huffington Post | Leadership Talent Management | Scoop.it
“When you're just starting out in your new business, or launching a new practice, consultancy, or solopreneurship, it can be very enlivening to follow people who are ten steps (or 100) ahead of you, to learn from those you'd like to emulate.”
Via Jayson
John Ludike's insight:
Amazing piece with relevant tips and hooks for many hours reflection as it relates to becoming a thought leader if note
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Rescooped by John Ludike from Organisation Development
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The 100 Best Leadership Blogs Based on Social Shares « Leadership In Action

The 100 Best Leadership Blogs Based on Social Shares « Leadership In Action | Leadership Talent Management | Scoop.it

For the last two years we’ve published a list of the most socially-shared leadership blogs. Since these leadership blogs are shared quite a bit on social media, we like to call them the Best Leadership Blogs. We’ve compiled the list again, based on social-share data from 2014.


Via David Hain
John Ludike's insight:
Great for reference
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Split HR? Rethinking HR's Role Within Larger Organizations - TalentCulture

Split HR? Rethinking HR's Role Within Larger Organizations - TalentCulture | Leadership Talent Management | Scoop.it
We all know that HR is at a crossroads. One of the hottest topics being discussed at the C-suite level is whether HR should be split into two distinct functions – one that handles administration and one that manages leadership ... Read More
John Ludike's insight:

#HR Transformation advocating split of roles, processes ,technologies functions  etc into administrative/transcational versus transformational and or enabling long overdue as is acceleration of # HR automaion and# HR  outsourcing of administrative component. Having seen this accross industries now must say hospitality and or QSR industry secor lags by well over a decade. 

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A Talent Management Truth: Your Employees ARE Your Brand!

A Talent Management Truth: Your Employees ARE Your Brand! | Leadership Talent Management | Scoop.it
North Americans tend to be a results-oriented bunch. We applaud an endeavor’s result, but are sometimes myopic about how that result was achieved. The same can be said about some business …
John Ludike's insight:

 #Employee engagement & Branding. Even more so in emerging markets.

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The 4S Marketers: How to design the marketing organisation of the future | Brand Learning

The 4S Marketers: How to design the marketing organisation of the future | Brand Learning | Leadership Talent Management | Scoop.it
As the customer champion, Marketing is well placed to drive the organisation behind this shared purpose of creating motivating experiences. However Marketing cannot fulfil this role operating as a siloed function seeking to influence the broader organisation as it does in many organisations today.
John Ludike's insight:

# Org design Great ideas/examples as it relates to ganisation design  for  marketing ecosystem not function as all about the customers experience.

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Rescooped by John Ludike from digitalNow
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Large Cohorts: When Leadership Development Meets MOOCs | Harvard Business Publishing

Large Cohorts: When Leadership Development Meets MOOCs | Harvard Business Publishing | Leadership Talent Management | Scoop.it
There’s a lot of excitement these days about Massive Open Online Courses (MOOCs). Hundreds of courses are available from platforms like Harvard’s edX on a wide range of topics, from Greek Heroes to Customer Centricity to Corporate Entrepreneurship.

Via Don Dea
John Ludike's insight:

#Leadership talent development leveraging great design insights to accelerate and deepen learning from MOOC content.

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Don Dea's curator insight, December 14, 2014 3:26 AM

Here are a few more things we’ve learned about designing these large-cohort programs so that they are valuable, engaging, and easily accessible: 

  • Context is king. Tailor the program to your company’s specific needs. Make sure that all content ties to and supports your strategy. No course-for-the-sake-of-course approach. 
  • Design for connection. Our large cohort programs are structured to draw in the participants’ varied experiences and viewpoints. Peer-to-peer learning can be extremely impactful if you think through what you will be asking participants to do as a group. 
    • For example, Interactive case discussions aren’t effective when there are more than 50 individuals on-line. Same holds for Application exercises – small groups work better.  (When colleges tout their small class size, they’re on to something.) 
    • Small group breakouts give everyone a chance to be heard and to connect with others. After, the whole cohort can review some of the key learnings and best practices.
ExtensionEngine's curator insight, December 15, 2014 7:48 AM

Good to see HBS helping develop a language for describing this. #MOOC often doesn't make sense for #professional #education

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Five habits for executives to become more digital | McKinsey & Company

Five habits for executives to become more digital | McKinsey & Company | Leadership Talent Management | Scoop.it
Need to catch up to the digital revolution? Here’s our cheat sheet for the C-suite. A McKinsey & Company article.
John Ludike's insight:

#Executive Leadership assessment, selection  and development imperative as many a 40+ C Suite Exec clueless and palms off on CFO or CIO who also have difficulty  viably translating  all in commmercialy eg, takes 18 months to generate new mobile payment app's.

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