Earlier this week I attended a talk by L'Oréal’s Digital Employer Branding Manager, Alexander Onish, in which he discussed how the cosmetics brand uses social media to make it a more attractive employer and improve employee engagement.
Change management is about people, performance and leadership, ergo, one would think HR should be leading the charge (or at least playing a major role). Unfortunately, in many cases, HR is not involved because it does not bring the skill sets that would be useful to organizational change or is simply not even invited to the party. More concerning ...
HRmagazine.co.uk How HR should reinvent leadership development HRmagazine.co.uk New research by the CIPD, for example, shows that while HR leaders subscribe in principle to the traditional 70:20:10 approach to leadership development (based on the...
According to a new report from the CIPD, recruiting young people is just half of the equation and that once in work, more attention must be given to developing individuals and building the skills they need for future success.
Editor’s Note: This is the fifth of 12 essays from the new book, The Rise of HR; Wisdom From 73 Thoughts Leaders. It’s compiled by Dave Ulrich, Bill Schiemann and Libby Sartain, and sponsored by the HR Certification Institute.
With age and experience comes wisdom, but all too often in the business world, hubris can come along for the ride too. Subconsciously survivorship and confirmation biases are at work; good decisions are reinforced, and poor ones fall out of the memory – which distorts their real importance. So, can these experienced executives learn something from Millennials?
According to William Buist, Founder of xTEN Club, the answer is; Yes. And the way to achieve this is through reverse mentoring.
Reverse mentoring flips the traditional mentor-protégé model on its head as younger professionals “mentor” their older colleagues. By injecting fresh ideas and a new perspective, reverse mentoring counteracts the inaccurate assumptions, inane biases and business blind spots that come from being in an industry, or a role, for too long.
The other day while with a client, I mentioned something about the organization’s culture, and the client grumpily replied “I’m sick of hearing about the culture!” I laughed and said, “Hmmm…. You’re the second CFO to tell me that!
“ juandon Muesto a manera de fases como se desarrolla cualquier proceso de aprendizaje con ELEARNING, ofreciendo las "maneras" a desarrollarse, que equivaldrian a procesos formales en su derivacion a...”
Via Ramon Aragon, Mariano Ramos Mejia, Ricard Lloria
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