The Quest for Excellence: It’s Why Learning Never, Ever Ends

“I will be glad when this is all over. I will never have to study anything anymore.”

That was a statement from my daughter during finals week in her senior year of college at Penn State. She sounded worn out. As I listened on the other end of the phone, I looked at my watch and realized it was too late to respond to that. I knew she was not in the mood to be receptive.

Last week, I was in Pittsburgh leading two seminars for the Human Capital Institute (I am a faculty member). As I spoke, I kept emphasizing the need for constant learning

As I thought of that statement I realized the model for professional learning and development has changed tremendously. There once was a time when I would choose to attend a couple of learning events per year. When I returned from them, the vast majority of the time the courseware would eventually end up in the credenza in my office.

Managing Talent: Why You Should Treat it Like a Marketing Portfolio

How defined is your brand?

“I have always believed that great brands are built on improving the lives of the people they serve; I wanted to prove that maximum profit and high ideals aren’t incompatible but, in fact, inseparable,” said Jim Stengel, former global marketing officer of Proctor & Gamble and author of GROW.

While reading a recent issue of Advertising Age, I came across an interesting article about branding — not from a qualitative state but from an analytical and quantitative approach. The article was based on work done by Stengel (along with Millward Brown) identifying the 50 fastest growing brands in terms of value and consumer preference.

They designed an analytical, rigorous method that tested corporate ideals as the core of an organization’s success. Their findings were called the Stengel 50 — brands that built the deepest relationships with customers and achieved the greatest financial growth from 2001-2011.

Superior growth for businesses built on ideals

Passion & Drive: They’re the Game Changers For Top Performers

“It would not be enough to keep you interested.”

That statement was told to me by a dear friend who had interviewed with a non-profit and was told this was the reason that she would not be hired. Say what?

When you are in HR you get calls all the time since you are the “resident expert in all things HR” (their words not mine). I had to tell her that this is the first time in my career that I had ever heard that one. She is an accomplished HR consultant who has an excellent career.

Finding the sweet spot

Can You Hear Me Now? The Impact of Social Media on Your Workforce

Can you hear me now?

That ubiquitous phrase made famous by Verizon became quite apropos at the end of 2011. After the most embarrassing debacle in history of marketing/pricing, Verizon was forced to backtrack, put their tail between their legs, and somberly walk away from what they thought would be another revenue steam.

Netflix was faced with the same situation in mid-2011.

What was the major connector to both of these events? What was the determining factor that drove them to make an immediate u-turn? The answer: social media.

Time magazine’s Person of the Year for 2011 was the protester. What drove the protest throughout the world that drove their movement? Again, social media was the key.

Two of the most driving forces going into 2012 are social media (and the power of it), and the employee, regardless of the level of engagement.

The pendulum has swung

What to Ask as You Start 2012: Why Would Somebody Work For You?

As we enter the doors of 2012, the prognosticators have all given their respective thoughts on what is coming into focus for the year.

These are all great readings, but if you have survived these past few years of economic turmoil (and the aftermath), you know that, really, who knows?

All organizations have basically put together their various strategies for either getting back into the game, moving to the next level, or something similar. Some of those strategies will be called into focus as the year progresses. Think Verizon and their slogan —  “Can you hear me now?”

As I read Sunday’s New York Times, there was an article that encapsulated IBM strategy that was devised by Samuel J. Palmisano, who is departing as IBM’s chief. In the article, Palmisano mentioned that he focused on four key questions to drive strategy and growth when he took the helm of IBM.

Want to Get Your Organization on Track? You’ll Find Passion Is the Key

I  worked all my life and never really understood the passion thing until later on.

I had great jobs, I did great work, but I was not passionate. I started out in sales for IBM and held numerous sales positions until I kind of morphed into HR.

I eventually left sales and took a part-time job as a computer trainer. What I learned about myself that I was pretty good at this and I really enjoyed it. By this time I was back at IBM and the powers that be decided I could bring more value to the organization in another role. That role enabled me to work from the client’s site to solve their training needs.

The level of enjoyment I found was gradually rising. My next move was to design training systems and solutions, and on top of that, I was able to work from home full time. By now, I was hooked.

I had found my calling.

What a pine cone taught me about passion

Great Managers, Great Leadership; Think of Them as Engagement Maestros

A new VP rides into town for the holidays!

This past week in New York, as in other cities, there were Christmas parties all over town.

In this case, the department got together with drinks, food and holiday festivities. It was a festive occasion with everyone engaged and having a heck of a time. The new VP walks into the room and works it masterfully. He had conversation for everyone; not just fake small talk, but actual conversation with each person about their work and who they were.

A Gen Y person that I know is not satisfied with her job and works for this company. Her complaints were that the job is not challenging and she has nothing to do but basically sit and do make work. She was actively looking for something else, spending lots of time trying to get out.

However, internally she had already been identified as a superstar by all. Although she has been there only a short time, she is known as the go-to person to get it done. She has grasped the business, speaks in meetings, and asks relevant questions that managers have told her that they wished they would have asked.

The 7 Ways Organizations Justify Bullying in The Workplace

“You are fired, Get out! I am not going to pay you for two weeks! Leave now and I mean right this minute.”

Yes, that is the way that it ended. OK, I gave you the ending. Now I will back up and give you the full story.

A friend who had been passively looking for a job finally got an offer, but at the last minute, decided to stay put. A month later, her company was going through layoffs but she was spared — or at least she thought so.

Her manager called her in during this period and told her that while she would not be laid off, they were going to demote her, and on top of that, her salary was going to be cut. She walked out of that meeting dazed.

Did You Spend the Holiday Reflecting on What is Really Important in Life?

This Thanksgiving, we did not say the usual prayer before the feast.

This year instead, I received a note from a family member who asked if we could go around the room and let each person express what they were thankful for.

I did not give it much thought as I led off the thank-you’s. I listened to each comment, and they were insightful and touching. At the end of about 10 thank you’s we were all teary-eyed. It brought to the forefront how each individual looks at their lives through the prism of thanks. I also noticed how strong our relationship is as a family.

This set the tone in a much more powerful way than Thanksgivings in the past.

Sometimes, we are all so fortunate and take so much for granted. But think for a minute if you had to list, say, 10-15 things that you are thankful for in your life. What would they be?

Although there was one comment about work — that was it — but they all mentioned family.