Many years ago the CRM (customer relationship management) industry exploded.  Organizations realized that if they kept better track of their customers and prospects and their relationship building exercises with those contacts, they could improve their processes and replicate their successes.  Suddenly, the rolodex and the single sales guys copy of “ACT!” was not enough.  Companies invested in integrating their information, and suddenly, they had TONS of information.  The marketing department started demanding access to the data that helped them watch the tie between their activities and the process of the sales department.  Amazing things happened to increase the sales and relationships companies had with their customers.  There is so much more about this evolution that had an impact.  One of the biggest wins was the fact that now many managers could see and measure the success of the initiatives they were doing – where it counted – the deal pipeline.

We are really at the early stage of another powerful industry explosion.  The Talent Management processes are being taken more seriously than ever.  Yes, there have been processes, employee development programs, etc., for as long as companies have had employees.  However, the heat is rising in the real attention the processes are getting.  Organizations are understanding that it is critical to track and manage the development of their employees.  A lot of activity and dollars are being spent on these initiatives.  These projects and systems are generating a LOT of data.  Everybody loves data.  I am sure your favorite item in your inbox is the huge spreadsheet with the reams of data in rows and columns, and occasionally, a pie chart or bar chart helps make the data consumable.  But what does it mean???? read more »

There are more than a few executives, customers and analysts standing around squealing, “What were they thinking,” now that some of the layoff impact is being felt downstream of the layoff activity.  NPR covered a story regarding Extreme Downsizing and how it could take years to recover. The cuts were ‘supersized’ to include 20% of the workforce. The Buzz at CNN Money  is showing that burnout is or can hit the people remaining at these companies, because production expectations were not reduced along with the staff that were cut.

We see good companies go into their layoffs with laser focus and critical decision making.  It takes strategic thinking and only slightly more time at the critical assessment level than a slash and burn approach to layoffs, but it pays off for YEARS.   read more »

I am participating in the Carnival of HR blog roll with the theme of the HR Jukebox.  This theme of blogging to music is appropriate for me, because I typically write my blogs while the music is turned up loud.  My first thought was ‘Put a ring on it” from Single Ladies by Beyonce.  I was going to talk about committing to your high potentials and investing in them.  (I will just let you think about that one).  I had a log of analogies from orchestras and team work to conductors for leadership, and it struck me what really needed to be said. read more »

What has the succession department and teams looked like at BP for the last few months?  I am sure they have been busy and they were not proactive, it has been excruciating painful to live in  their shoes.  It was apparent early on that the public would want to see somebody at BP personally pay for the gulf disaster and as Hayward became a repeat offender of the ‘foot in mouth award’, it became obvious that no matter how well he runs the company, he was going to go.

But besides all the rabbit holes we could go down for that specific topic, let’s talk about the needs for succession planning.  Do you think that 6 months ago BP thought they would be discussing the replacement of their CEO this summer?  Do you think that there is only one person being replaced at BP? – NOT  What about the people that specifically managed the work around regulations to avoid building a relief well?  I would bet these less visible positions will be turning over quickly too. read more »

An ardent supporter of mentoring programs, Lois Melbourne reveals the secret to ensuring successful mentor-mentee matches and explains why corporate mentorship programs are more important than ever to organizations. Discover how she has shaped her own career and taken her company global with lessons learned as both mentor and mentee. From students to entrepreneurs, mentors and mentees, Lois shares the benefits of this enriching personal development tool.