Below you'll find a list of all posts that have been tagged as “human capital”
A stakeholder is anyone, or group, who can positively or negatively affect the outcome of the project. This post introduces two Excel template worksheets for stakeholder identification and management.
Prior to a project’s go-ahead this template identifies groups and individuals with a stake in the success, and failure. The effort makes sure we understand the key concerns and motivations of these audiences in order to mitigate risk to over-look or under-appreciate stakeholder position.
I transitioned into a human capital focus gradually over my career. My collected experiences just overwhelmingly led me to realize without …
Models attempt to identify the assets that have value. How to manage those assets. And how to strategically turn these assets …
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.
Many private equity and venture capital firms claim to rely on the quality of a team to determine funding. But rarely …
We make models to get an idea, on a small-scale, of what might happen on a large-scale. Models help identify risk and …
Whether strategic or tactical, mandated or self-initiated, change happens in organizations with or without warning.
Organizations are, quite simply, made up of social interactions: groups of people.
People are the heart of organization change.
You commonly hear an equity firm or venture capital partner claim to invest in the people. Well, when it comes to costs, …
Micromanagers grind work to halt and wastes resources, requisite organization is framework that looks at strategy with time as a critical element for how work is assigned, done, and managed. Requisite organization, or requisite uncertainty, is a great way to empower employees, maximize resources, and modify micromanagers.
The NFL draft reveals all things wrong with talent acquisition and recruiting. Looking at how an NFL team drafts provides terrific …
There is little doubt each National Football League (NFL) team spends an extraordinary amount of resources preparing to draft their number …
The drive to evaluate operations and to contain costs is mistakenly applied as an operational issue across the board. Too often a …
This was originally posted in the nowEurope, where I post as a contributor. nowEurope reported on technology innovation in Central Europe Centrope …
A venture’s viability really comes down to a bet on a team to deliver. It is the interpersonal process where venture performance …
To identify where risk is a real part of the investment deal you will commonly hear an equity firm or VC …
If companies were built to last, than 4 of 10, almost 50%, would still remain on the the Fortune 500 a mere 10 years later.
Sustained success has less to do with market forces than company values; less to do with competitive position than personal beliefs; less to do with resource advantages than vision. Sustained success has to do with managing culture.
Organization change without an awareness of what drives the organization’s culture may be the reason close to 90% of all projects fail. Culture is key to remain great.
Emotional Intelligence (EI) is a capacity to recognize how our own emotions motivate ourselves and the awareness of our emotions on …
All the projects underway across your company share one, elemental risk: all projects across your company are human capital projects. The valuation …