Staying Focused, Why Every Career Interaction Is Critically Important

I have a “few projects” that I am working on to get back into corporate. When I responded by asking them to give me an overview, that was when the picture became unclear.

Then the stumbling started and in the end there was a mishmash of  ”give this one a call,” “follow-up this with a meeting,” ” reach out to …” This was not a strategic-driven approach.

When I opened the email, it was a short note [one large paragraph] and a resume. This was in response to someone reaching out to me for assistance to help make an introduction for my business trip to Nigeria this week.

To say I was underwhelmed is an understatement.

What would be your approach?

Business Innovation: Your Talent Management Strategy Is the Key

New technology and innovation has always had a central place in the growth of business. In today's digital world, innovation has become an even more crucial element of success in business. The recent growth of mobile computing, the web and numerous other technologies are constantly reshaping the face of business. Even business education is changing with a growth in websites like MBA Online offering online education as a legitimate means of getting a business degree. To see more evidence of the power of innovation we only need to read the latest business headlines.

On Friday as I backed out of my driveway, I heard news tidbits on the radio about a company that was possibly announcing bankruptcy. As the news recycled, it was announced that it was Kodak that was possibly going to make the announcement.

Also this week, Amazon announced that yes, they are getting into the tablet business with the new Kindle Fire. As a Kindle fanatic, I read everything I could about the product. At the other end of the spectrum, Borders officially closed their last store last week.

The Kodak dilemma was not a real shocker, but I was extremely interested in it. My hobby is photography and I remember buying dozens of boxes of film at a time. I even had a darkroom in my first house. And now, because of slow reaction to the transformation of the photo industry, they are down for the count.

Innovation as part of the business landscape

Will Your Recruitment Process be Able to Identify the Heart of a Champion?

There was no way to measure his heart his heart,” his father said.

That quote was from the father of New England Patriots Quarterback Tom Brady — the quarterback who will probably go down in NFL history as one of the very best.

A week ago I was intrigued with a documentary on ESPN titled The Brady 6. I somewhat knew that this story would touch on Brady being drafted at Number 199 in the 2000 pro football draft, and in the 6th round no less. He was completely overlooked by all the teams. Nobody wanted him.

Assessment as part of the HR toolkit

Why? Because based on all the assessments that were done, the consensus was that Brady would not be good enough to make it.

The NFL recruiting process is an amalgam of assessments. They track players closely, sometimes from high school. The glare heats up as players follow their college career. When, and if, they declare to turn pro, they are invited to what is called the NFL combine. More than 300 top prospects normally attend this three-day mini-camp. The question is, do NFL teams choose strength or brains?

Onboarding and Talent Management: It’s a Lot Like Spring Gardening

After all the horrible weather that we had this winter, a 70 degree March Friday changed the attitude of almost everyone on the streets of New York City.

Everyone seemed to sparkle as they walked the streets. Everyone had a smile; you could hear the laughter in the conversations. Everyone was talking giddily about the outdoor projects or impromptu events that they would be doing.

One of my other passions (besides HR) is gardening. My thoughts were about going to the nursery on Saturday morning to begin my ritual of finding new plants or shrubs to prepare for the onslaught on my yard.

For anyone that gardens, the spring is nirvana.

HR and Developing Talent: Just What is Your CEO Thinking?

“Criminal neglect.” “We’ve gotten way too comfortable poaching.” “No one wakes you in the morning and says they want to go work in the advertising business.”

Brash statements you might say, particularly when they refer to recruiting talent. Are these from disgruntled employees, or a managers roundtable, or maybe from focus group findings?
If you picked any of these, you would be wrong.

CEOs Critical of their own organizations

Those were statements that came from three CEO’s of the largest advertising agency holding companies.

The CEOs that made these statements:

• WPP Chief Executive Martin Sorrell: “Criminal Neglect.”
• Omnicom Group CEO John Wren: “We’ve gotten way too comfortable poaching.”
• Interpublic Group of Companies CEO John Wren: “No one wakes you in the morning and says they want to go work in the advertising business.”

What an Orchestra Can Teach Us About Employee Engagement

“My first concert will be a special one; it will be in front of a private audience.”

That was the response from the recently hired conductor of the L.A. Philharmonic, Gustavo Dudamel. His approach to classical music is taking the classical music industry by storm. He was (and is) the youngest conductor of a major orchestra in the world. He was only 29 when hired by the Los Angeles Philharmonic.

There was discussion among the board that maybe he is a little too young and unorthodox to hold such a prestigious position. That first statement about the first concert had everyone on the edge of their seats. The question that was twirling around in their mind probably was, WHO is this special audience he’s talking about?

Public television has some of the most amazing documentaries that are always a staple in our house, even if I am the only one watching. I am always partial to classical music and opera. When I saw this special, I knew that it would be one that I would not multi-task while watching.

HR Lessons and Trickle Down Leadership in The Devil Wears Prada

Editor’s Note: With the Academy Awards taking place Sunday, TLNT asked  some thought leaders to write about their favorite movie with a management or HR theme. We’ll feature these up to the Oscar ceremony on Feb. 27.

By Ron Thomas

“Don’t be ridiculous, everyone wants this,” Editor-in-Chief Miranda coolly stated as she rode through the beautiful streets of Paris in her chauffeur driven S Class Mercedes. The CEO stated in the elevator that “a million girls would kill for that job.”

This was the brand as they saw it in the movie “The Devil Wears Prada.” This was the brand that Andy (played by Anne Hathaway) saw and most definitely the brand that the gatekeepers in HR kept in mind when they decided who could come to interview.

This movie has HR footprints all over it, from branding, recruiting, employee engagement, management dysfunction, succession planning, leadership, mentorship. All the ills of the organization are woven through the narrative of a movie about a young college graduate getting her first job. She’s all wild eyed and eager  – until she is thrown into this sink or swim playground.

How to Make an Employee's First 90 Days Successful

This article is based on an interview that I recently did with Inc.com on the importance on Onboarding New Employees.
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The process of onboarding is vital to the success of the new employee and the business itself. Here are specific steps you can take to make an employee's first three months successful.

When a new employee reports to their first day on the job, the feeling is quite similar to those first day of the school year jitters we all had as kids. And while it's a challenge for the employee to familiarize him or herself quickly with the office, the job responsibilities, new co-workers and more, it's just as important and stressful for their managers. Making a new hire feel comfortable and a part of the team from day one is imperative to make the employee a successful and productive member of your business.

Job Descriptions: It’s All About Where the Job is Headed, Not Where it is Now

My normal routine is this:

Up at 4:30. Make the coffee. Check e-mail. Listen to Bloomberg TV for the business news update, get dressed in my workout gear and into the gym by 6. My workout is over and I am walking out of the door around 7 and headed into New York.

My workout is a like a retreat. Those 45 minutes are the best part of my day. I get all my heavy thinking done, review my upcoming day and week, review the previous day, and, make adjustments accordingly. In other words (as my wife said), I spend time “thinking about my life”

This normal routine was shattered last week. On my way to the gym, I heard a news report about the uproar over the appointment of Cathie Black for Schools Chancellor in New York City. While this appointment had been made a few weeks prior, it has now gotten more heated. The main objection was that she did not have a “Masters” in education.

Stressing Out Over Performance Reviews? Here’s a Way to Fix That

Sometimes when I am thinking about writing a blog post, my thought process can be all over the place. Often times, my thoughts run to what either someone said or something I recently read.

Over the past few weeks, I reached out to a friend to ask her to intercede with another friend (and executive) who was looking to make a career transition into her domain. She readily agreed and I connected them. (On a side note, I believe we all should reach out to folks that are suffering from what I call careeer-itis. There, but for the grace of God, go I, as my mother always taught me).

My mission was accomplished, or at least I thought it was, until the day of their proposed conversation. Then I received a call from my friend that this executive never called or e-mailed. That sounded strange, so I sent her a quick note and never heard back. After a few days, I called her and left a message.

When she got back to me she apologized and suggested they talk this week. I immediately forwarded the e-mail over to my friend. As would happen, the day of the meeting she never called.

HR as the Town Crier, or Why People Management Needs a Lot More Focus

 In the 18th Century, a town crier was used to make public pronouncements wearing a red and gold robe, white breeches, black boots and a tricorne hat. They would carry a hand-bell to attract attract people’s attention, as they shout the words “Oyez, Oyez, Oyez.”  This translates to “Hear Ye, Hear Ye” before making their announcements. This was a call for silence and attention.

I have been giving a lot of thought to this role over the past few months and it really crystallized last week when I read the recent article in Human Resources Executive titled “What’s Keeping You Up?” This article was based on a survey of 802 HRE readers that found that “nearly 80 percent of HR leaders report their level of stress has gone up during the past 18 months,”  with one-third of those surveyed reporting that their level of stress had increased “dramatically.”

There was a common theme in these findings, and it’s this: that given the impact of the downturn, HR leaders are having a difficult time these days.

The Look of Leadership 3.0-Teleconference on September 24, 2010

I will be hosting a teleconference on the new models of leadership at the Human Capital Institute on September 24, 2010 at 12 Noon

  Teleconference Airs: September 24, 2010
 

Will the leadership model  of today be successful in the future?  What changes have you seen in your career as a leader? Multi generational workforce, economic turmoil, talent turnover, closing the engagement gap are just a few of the issues facing not only HR but corporate leadership in the future.  And yet, there is a fair amount of ambiguity and anxiety concerning these impending issues headed towards organizations.  How does the HR practitioner and aspiring leader play a role in this equation?  How will senior leaders make the transition to manage this newly “empowered” workforce and reinvigorate their companies?  Will leaders become teachers, and if so, how will they learn from the up and coming generations? In the end, it is all about that most important asset that companies have given lip service to over the years.

The rubber now meets the road.  Let’s exchange strategies and successes in this conversation about taking your leadership to 3.0.

What can HR learn from the new General Motors

I recently came across an interesting article that highlighted how some companies develop various strategies in a vacuum called the conference room.

This article highlighted how GM has now started a program that their top engineers now drive various newly designed vehicles for a period of time and complete a thorough assessment  based on their driving experience.  Fair enough you might say.

What I found mind-boggling was that this is a new methodology that came in with the new regime that is now in control.  In GM’s storied past, this type assessment was never done.  Their cars were basically designed in a conference room.  Here is a major manufacturing company that made and sold millions of cars and from all indication, never thought about trying their own product. There was never a process to drive and structurally assessed the cars.

It makes you wonder how GM never thought of that. Their foreign competitors thought of it and focused on quality and in the end they won out.

Human Capital Institute Announcement

I was recently named to the prestigious Expert Advisory Panel on Talent Management Strategy at the Human Capital Institute.  My recent post: "From Human Resources to Human Capital" discusses the transformation from Human Resources to a strategic focus of Human Capital Management.

Guest editor at 5'O Clock News

I was a guest editor for 5'O Clock News April issue.  My article is titled "HR, Trying to Put 2009 Behind Us- and Make the Most of 2010.  Click on the link HR Strategy for the future.  The Five O' Clock Club is a premier Career Management and Outplacement firm located in NYC

Leadership: What is the new model for the future?

While growing up, I always looked forward to the debut of new cars because the designs would change every year.  However the European models would not change drastically.  Unlike the US manufacturers, they would evolve over a few years whether it be design, safety enhancements or the latest gadgets.

It appears to me that leadership has taken on some of those traits.  I searched Amazon Books and found approximately 375,000 titles listed on the subject of leadership.  Did the great leaders of yesteryear have to update their skills yearly with the publication of a new book.

Why Talent Management is the end all be all for your organization!

HR has gone through so many transformation over the years that as soon as you get the handle on a new process, strategy or title, here comes another take on HR strategy and development. Think of the transactional role, the generalist role, the business partner model and now comes Talent Management.

I decided to do some research to find out where and when that term, talent management came into the HR space. From what I found, it was a term coined by David Watkins of Softscape, published in an article in 1998. This term is so prevalent in today's business environment. Companies are now faced with how to deal with talent due to the expected upheaval that is headed towards company's today.

Can HR learn about talent management from the NFL

What can HR learn from the NFL Draft?

While watching TV the other day, I was fixated on a program on the NFL network. The program which is called “NFL Combine” is a program that is based on bringing together prospective NFL players that consist of college students who have declared their intentions to turn pro. What I found so interesting from this was the intensive amount of drills that each athlete was put through. But more importantly, the amount of homework that each team had done in preperation for this “recruiting event” Every metric possible was measured: