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How are you motivating employees to care about learning?

How are you motivating employees to care about learning? | Talent Management | Scoop.it
How are you motivating employees to care about and consume learning?
Kip Michael Kelly's insight:

Interesting piece from Bob Mosher in CLO Magazine:


"Every learner within an organization needs to learn at or above the speed of change, otherwise the enterprise runs the risk of being eclipsed by its competitors, technical advancement, geopolitical swings and economic ebb and flow."

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Learning & Development : All Roads Lead to Return on Investment

Learning & Development : All Roads Lead to Return on Investment | Talent Management | Scoop.it
Human capital analytics and ROI go together like rubber and pavement.
Kip Michael Kelly's insight:

"Human capital analytics has evolved from a patchwork of studies and processes into an important organizational function. As a tool for evaluation, return on investment has evolved from an isolated activity to an important tool for accountability, driven by top executives. So what’s the connection?"

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Workforce Stress: Disconnect Between Employers & Employees

Workforce Stress: Disconnect Between Employers & Employees | Talent Management | Scoop.it
Stress can take its toll on employee wellness and productivity. The learning organization can help mitigate its effects by recognizing and helping to manage the symptoms.
Kip Michael Kelly's insight:

Resilience is becoming more critical for business leaders to overcome stress in the workplace.  Work-life balance, however, is not the top cause of stress (though it does make the top five). Providing more adequate staffing and clarifying job expectations would go a long way to reduce stress - and might create better work-life balance in the process. Compensation is another top source of stress for employees - more important than employers may think, which will become a larger problem as the job market improves.

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Storytelling : A Valuable Skill for Business Leaders

Storytelling : A Valuable Skill for Business Leaders | Talent Management | Scoop.it
Today’s most effective form of storytelling requires leaders to listen to others’ stories just as well as they tell their own.
Kip Michael Kelly's insight:

Great piece in Talent Management Magazine on Storytelling.

 

"Remove the word storytelling from your vocabulary and think only of story sharing. Spend time listening to stories wherever and whenever you can. Deliberately asking to listen to stories before you tell one is a give-and-take dynamic that will be more effective than simple story mechanics.

 

Results of this approach include amplified authenticity, presence, connection, relationship, trust, engagement and inspiration for both tellers and listeners.

 

Other return on investments with this approach includes improved communication and knowledge transfer, greater productivity and a tighter, more cohesive culture."

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What’s Old Is New Again: Tapping the Potential of Blended Learning

CLOs aren’t as fond of blended learning as we think.
Kip Michael Kelly's insight:

Interesting piece from Giuseppe Auricchio at IESE.

"Research suggests many organizations are either not inclined or are ill-prepared to support extensive use of blended learning. Furthermore, learning leaders in these companies doubt whether blended learning is a suitable model for executive-level courses."

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You’re Stressing Me Out - Managing Stress in the Workplace

You’re Stressing Me Out - Managing Stress in the Workplace | Talent Management | Scoop.it
Stress can take its toll on employee wellness and productivity. The learning organization can help mitigate its effects by recognizing and helping to manage the symptoms.
Kip Michael Kelly's insight:

"By collaborating with their HR peers to educate and develop different behaviors, learning leaders can help reduce the costs associated with absenteeism, presenteeism and loss of productivity and do much to mitigate the negative consequences associated with too much stress on the job."

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Deciding the Future of Talent

Deciding the Future of Talent | Talent Management | Scoop.it
Decision-making in talent planning requires added attention in today’s business environment.
Kip Michael Kelly's insight:

"High-performance talent planning is a delicate balance of driving hard on practices that matter but also recognizing the limits of dealing with the unknowns of the future. The unknowns include dealing with the dynamics of the market where today’s critical role becomes tomorrow’s irrelevant desk."

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Leadership Development: What It Takes to Cultivate Leaders

Leadership Development: What It Takes to Cultivate Leaders | Talent Management | Scoop.it
Interested in expanding leadership development opportunities? A new survey of HR professionals demonstrates why you need C-suite support.
Kip Michael Kelly's insight:

"A lot of companies in the for-profit world see the value in training leaders. Of the $70 billion U.S. companies spent on corporate training in 2013—a 15 percent increase from the year before—the largest share went toward leadership development, according to The Corporate Learning Factbook 2014.

Despite such investment, many organizations are struggling with leadership development. For example, a recent study from professional services firm Deloitte found that a majority of C-level execs don’t believe their direct reports have the skills to assume greater leadership roles within their organizations, largely stemming from lack of access to leadership training.

This finding is further supported by another recent survey that found nine out of 10 human resources professionals are not happy with the amount of training their company’s managers and supervisors are receiving."

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How To Create A Leadership Development Program That Actually Works

How To Create A Leadership Development Program That Actually Works | Talent Management | Scoop.it
If you want to develop your company's next best leaders, first put your money where your mouth is. Next, make it worthwhile with these tips.
Kip Michael Kelly's insight:

"Organizations need to not only assess the skills needed to achieve their business goals, but to also identify those employees who are most likely to have the highest potential for achieving those goals. Without a clear framework for leadership development goals, these programs can’t be expected to deliver the return on investment expected."

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Business and Academic Partnerships Connect the Skills

Business and Academic Partnerships Connect the Skills | Talent Management | Scoop.it
Is the current state of alliances between corporations and universities sufficient to mend the skills gap?
Kip Michael Kelly's insight:

“The CLO and the learning and development practitioners are over there, and the talent and recruitment side is over there, and the tuition and benefits side is over here. There are sort of three different legs to the stool, and they don’t connect. To have a successful CLO function you need them all to be together.”

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Winning the Talent War in 2015

Winning the Talent War in 2015 | Talent Management | Scoop.it
Worrying about how to keep the best and brightest workers might sound counter-intuitive when worldwide economic growth indicators remain uncertain. Yet despite less than stellar forecasts from the likes of Oxford Economics and the World Bank, 2015 looms as a ‘do or die’ year for organizations that depend on quality, [...]
Kip Michael Kelly's insight:

"Company are not focusing as much on development and training as most employees want. This report found roughly one-third of employees expect more feedback on their performance than they currently receive. It doesn’t have to be this way. Employees that receive the training they need not only gain skills to propel the company forward, but also increase loyalty and commitment to the organization. There’s no stronger pool of future leaders."

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Learning: Nice to Have or Indispensable Business Asset?

Learning: Nice to Have or Indispensable Business Asset? | Talent Management | Scoop.it
Most people like learning new things, but without accountability for improved performance back on the job, learning will always be vulnerable and its value questioned.
Kip Michael Kelly's insight:

"In its highest and best value-creation role, learning can help organizations address one of their greatest challenges: to accelerate the execution of key strategic initiatives. This call for action requires a dogged adherence to feedback on training application in the workplace and high-impact learning principles and actionable measurement." 

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HR Innovates to Engage

HR Innovates to Engage | Talent Management | Scoop.it
Most human resources professionals list employee engagement as the top imperative driving the need to foster innovation, according to recent research.
Kip Michael Kelly's insight:

"Learning and development topped the list of which HR functions are most involved with innovation. Roughly 65 percent of survey respondents said the learning function was the most involved with innovation initiatives, while talent acquisition (47 percent) and leadership development (45 percent) rounded out the top three."

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The CLO’s Role in Smart Computing

The CLO’s Role in Smart Computing | Talent Management | Scoop.it
Learning leaders have to prepare to handle cyberthreats.
Kip Michael Kelly's insight:

Interesting piece from Elliott Masie on the importance of cybersecurity - and HR's role in protecting the organization.

 

"Cyberthreats are real, and they are growing. We cannot and should not stop computing because of these new realities, but as learning professionals, we need to help our organizations shift to smart computing."

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Fitting Square Pegs in Round Holes

Fitting Square Pegs in Round Holes | Talent Management | Scoop.it
Employee fit is arguably the essence of employee engagement. But what happens when fit isn’t immediately clear?
Kip Michael Kelly's insight:

"In truth, there should be very few square pegs in round holes in any organization. Managers cannot afford the lack of productivity and disengagement, and employees won’t tolerate it. Recognize when fit is not working in your department or in your organization. Start a conversation around interests, skills or values. Then create a plan to move the employee forward."

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Untapped Funding Sources to Develop Your Leadership Pipeline

Untapped Funding Sources to Develop Your Leadership Pipeline | Talent Management | Scoop.it
Development, intention and motivation are just as important as funding.
Kip Michael Kelly's insight:

"The bottom line is there are untapped funding sources for learning and development to develop a leadership pipeline. The real beauty of the alternatives is they not only provide funding for learning, but also they inherently increase the ROI by targeting fund expenditure based on learners’ intention and motivation — those who voluntarily opt-in. That’s a win-win for both the company and the employer."

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Learning With a Side of Marketing

Learning With a Side of Marketing | Talent Management | Scoop.it
Learning leaders have to be business experts and savvy marketers to ensure stakeholders want to actively engage with development offerings.
Kip Michael Kelly's insight:

"Increasingly, responsibility for creating a buzz and excitement around training to ensure full workshops falls to learning leaders, who may be uncomfortable or unfamiliar wearing a marketing hat to sell initiatives within their organizations. For them, juggling this with more traditional learning and development functions can be a big task, but launching an inspirational internal marketing campaign to promote training can be managed more easily using the following nine-point plan."

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The View From the Top

The View From the Top | Talent Management | Scoop.it
C-suite-level executives see corporate learning as a primary driver for global business success. But that doesn’t mean learning leaders can go light on strategy, delivery and metrics.
Kip Michael Kelly's insight:

"To keep up with an ever-evolving marketplace, corporations are searching for new kinds of competencies in their workforce as well as in their new recruits. Leadership development will remain a priority, but companies will look specifically for a globalmindset in candidates.

Cross-cultural talents, such as the ability to work together to achieve successful business results, are becoming essential to companies as they continuously increase profits and deliver value outside of their home markets. Now and over the next three years, companies also will be looking for the ability to manage virtual teams (15 to 22 percent), social media literacy (15 to 18 percent) and innovation (28 to 31 percent). More traditional skills, such as project management, are expected to decline to 22 percent from 31 in the next three years. Financial literacy will drop to 17 percent from 21 (Figure 1)."

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Women Affraid To Appear Bossy, Assertive

Women Affraid To Appear Bossy, Assertive | Talent Management | Scoop.it
More women take on senior positions, but 40 percent say they hold back from voicing their opinions to avoid the "b-word" — bossy.
Kip Michael Kelly's insight:

"According to a recent Deloitte survey, 65% believe their organization is improving representation of senior women thanks to flexible work programs, gender diversity targets and executive commitment. But, while 80% of respondents believe ideas were welcomed in their organizations regardless of gender, 40% said they occasionally hold back their opinions to avoid being labelled bossy or appearing too assertive."

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Mind Your Motivation Methods

Mind Your Motivation Methods | Talent Management | Scoop.it
Be careful how you motivate employees. You might be killing their passion with every golf outing or Starbucks gift card.
Kip Michael Kelly's insight:

"The best way to determine what intrinsic motivators to use is simple: Talk to the very people you’re trying to inspire."

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‘Sense of urgency’ around leadership development, says Harvard Business Publishing director.

‘Sense of urgency’ around leadership development, says Harvard Business Publishing director. | Talent Management | Scoop.it
Kip Michael Kelly's insight:

HBP told HR magazine that, having cut leadership development budgets in the recession, many business leaders are now realizing they have a “backlog of leaders that really need to be developed quickly”.

 

UNC Executive Development's 2014 research project explores how companies are accelerating leadership development. The report is available in the resource library on our website.

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What you think about millennials is wrong

What you think about millennials is wrong | Talent Management | Scoop.it
A new study by IBM debunks many of the myths associated with this younger generation in the workplace.
Kip Michael Kelly's insight:

"If there's any big takeaway about millennials from IBM's study, it's that they want pretty much the same thing most employees want: an ethical and fair boss, inspirational leadership and the opportunity to move ahead in their careers. Where there were differences, they tended to be relatively small."

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Five Trends Driving Workplace Diversity In 2015

Five Trends Driving Workplace Diversity In 2015 | Talent Management | Scoop.it
Often criticized in the past as well-intentioned but stagnant, corporate diversity departments at major organizations have never been so visible. With Google yesterday pledging a substantial sum to Code2040, a nonprofit fostering diversity in Technology, and several key players in Silicon Valley publishing their lackluster diversity data in 2014, those [...]
Kip Michael Kelly's insight:

"If you cannot answer the diversity question clearly and favorably when it is asked in the recruiting process, young people are going to choose to work elsewhere."

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Action Learning Builds Agile Leaders

Action Learning Builds Agile Leaders | Talent Management | Scoop.it
Teach rising leaders how to adapt to change and examine problems from diverse angles through question-based problem solving exercises.
Kip Michael Kelly's insight:

Nice piece from Bea Carson "Action learners live in shared leadership. They often strive to find a common understanding for problems, which gives them a shared purpose and orientation. They look for solutions that truly address the challenge without regard for the politically right answer. Experimenting and failing is no longer feared but embraced and seen as an opportunity to excel."

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Why Managers Are the New Trainers

Why Managers Are the New Trainers | Talent Management | Scoop.it
Leaders are exhibiting a greater interest in training their teams, and that could help learning leaders’ bottom line as well as an organization’s overall functions.
Kip Michael Kelly's insight:

"Making managers responsible for training ensures that content and delivery is personalized to the team and cuts out programs that aren’t necessary."

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