Closing out 2015, I look back at the year’s most viewed posts as a chance to reflect on blog topics, from …
Fortune 500 revenue here, won’t get you there
The speed and pace of change demands business act, respond, and accomplish so much more, with so much less. HubSpot CEO, Brian Halligan, presents the following:
> In 1983, of the 1,000, largest American companies, by 1993, 811 remained
> In 2003, of the 1,000 largest American companies, by 2013, 243 remained
That change happens is constant reality. Now constant change accelerates the decade of decay. Demand for new revenue demands new business models and human capital competency.
In 2010 I wrote a post on Fortune 500 turnover, that simple math called almost 50%. What if the period took too much hit from the dot com bubble to provide a good source, in this post I revisit those numbers and look at 2013 and 2014 Fortune 500 numbers as well.
Buyer persona for organization strategy and development
The technical skills, frameworks, and tools that HR and organization development rely on to understand, communicate, and motivate interventions for people and organizations needs a reboot. A relaunch. A restart. This starts with a peek outside their profession: enter marketing, with a social media twist.
The persona effort, based on the usability and goal-oriented design, is a superior framework to plan, launch, guide, monitor, and manage organization interventions and change management initiatives than many organization development frameworks.
Top 10 blog posts for 2011, 10 to 6
Closing out 2011, I look back at the year’s most viewed posts as a chance to reflect on topics I blog …
Technical ability does little to mitigate risk
Organizations don’t simply run from a strategic plan prescription. Projected cash flows don’t deliver themselves. Business units don’t run in a …
Hiring the right person is more cultural than technical
As mentioned in the post Hiring is more emotional than rational technical skill rarely assures success in an organization.  There are just …
When a small business should fear growth
Your small business does not have the culture to succeed as a big business.
Initial ad hoc procedures may prove to drive those early revenues and perhaps the same procedures can manage a firm’s expansion to 30 employees, 75 employees, or 100 employees.
As the growth of a firm increases the amount of interactions and the dynamics of each interaction become more important. Repeatability, scalability, and human capital strategies are vital to have in place before growth.
With a Competing Values Framework your current culture and future culture present present your roadmap for intentional growth.
The NFL draft and your company recruiting strategy (round 2)
The NFL draft reveals all things wrong with talent acquisition and recruiting. Looking at how an NFL team drafts provides terrific …
Change management bottom up or top down
Classic change theory: leadership drives change and leadership needs to commit for change to work. Seems to make sense, but in …
Competing values drive your organization out of business
Change very often comes in multitudes and magnitudes, rarely in order and procedure, but change resistance seems to come in constant waves.
A Competing Values Framework will identify your current state organization strength and desired state.
Organizations that understand competing values and the impact of culture can train and manage and cultivate people who can grow with the organization. The Competing Values Framework identifies the culture people are working in, any disconnect, by team or business unit, to then create strategies that align to the culture needs to challenge the culture.
What to keep and what focus to adjustment needed to survive or to excel.
Competing values drive organization resistance
Organizations, like people, develop. A start-up has different organization qualities than a 25-year-old, Fortune 500 company. As operational needs increase to …