Coaching is a valuable talent development skill. Anyone who possesses this skill can help others enhance their capacity to perform, address personal and professional hindrances, and help facilitate the development of others, potentials. Developing one’s coaching skills is one of the most important investments one can make in strengthening one’s leadership capabilities. Despite all the…
First of all, let me sell you the big idea of building and strengthening your company’s mentoring culture. A well-implemented mentoring program can do a lot of good for the company. It is the most effective and efficient way of developing talents. It improves the communication, listening, facilitating, and learning skills of the company’s managers…
In this post, I wish to share my thoughts on three things; indicators that one is coachable, the value of coachability and how to be coachable. Are you Coachable? Let me start with what I think are indicators of one’s coachability. Try to answer the following questions: Are you actively seeking to improve your performance…
Do you remember when you changed your department or section’s name from Training and Development to Learning and Development? What changed aside from the name? Did any of these happen? You started shifting your focus from training to learning. Yes, there is a difference. You stopped requiring employees to attend training courses they did not…
My quick answer is yes. Managing your boss is a very important skill! As a boss, it serves you to let them learn how to do it! There are so many benefits to this. Let me count the ways where your organization, you and your staff can grow if they learn to work with you…
This article is an excerpt from the book I wrote, The Performance Management Toolkit. This describes the inspiration behind the e-book. It also describes the roles played by HR, Line Managers, and employees in using the system to improve performance. Companies use the term Performance Management a lot. When you look at how they practice…
We heard this quote a long time ago. Simon Sinek mentioned something similar to it recently, and it went by viral. Do I agree? Should we really hire for attitude and train for skill? Yes, I agree! A lot of you would agree too if it’s not so darn difficult to do! I’ve been a…
Here’s an update from my experience running three courses on recruitment in 2019. When you run training for people of different positions, industries and backgrounds, you learn a lot, and that’s what happened to me. Our 2019 training on Competency-based Recruitment, The Boot-camp, and the Interviewing and Hiring Decision-making, attracted HR professionals at all levels…
The main reason for having a Succession Management Program is quite obvious; we want to make sure that we have a deep pool of talents ready to take on bigger responsibilities when the need arises. However, given the volatile nature of the business climate and the penchant of people to jump from company to company,…
I cannot emphasize enough the importance and urgency of HR demonstrating innovative-ness in creating solutions that attract, retain, develop, and engage talents. I know there are a lot of frustrations in this area. The only people experiencing more frustration than HR, I think, are the people who are in the receiving end of recruitment procedures…