Maintaining training delivery consistency across locations and languages

European and global companies increasingly see the first line leaders as key to building and sustaining employee engagement. They are investing significantly to develop the skills and approach of these leaders. An important challenge to be overcome, when seeking to generate a common leadership approach across Europe, is ensuring that the training experience is replicated for all participants in all languages and locations.

HR and the “Hype Cycle”

As an experienced global human resources professional I was recently involved in a leadership workshop where the hype cycle, concerning a particular software application, was being discussed in great detail. On learning of the concept, I was immediately struck by its relevance to the world of HR. Most experienced HR professionals will accept that as a function we have an unhealthy addiction to “the latest thing,” and I could instantly relate the hype cycle to how the HR community frequently operates.

A Corporate Guide to Passive Aggressive Behaviour

Passive aggressive behaviour takes many forms but it is essentially a situation where someone is deliberately choosing to not help, co-operate or engage with others because they are angry and yet choose not to express their anger. Instead of communicating honestly that you feel upset, annoyed, irritated or disappointed, you contain your feelings, shut off verbally, become obstructive, and put up a polite “stone-wall” of non-co-operation.

Supporting your talent - career coaching, career change and career development

In these types of engagements, the coach’s role is to offer the coachee a neutral space to work on evolving their career path outside the pressure of the company’s formal performance management process. The coaching sessions will often work in tandem with the company’s formal processes and as such, allow the coachee to gain a more holistic perspective on their career path and direction.

Succession Planning – Hot or not?

I must confess that I am in doubt here. My HR heart can very easily understand the benefits for companies in having a structured Succession Planning Process. I see Succession Planning as a strategy for passing each key leadership role within a company to someone else in such a way that the company continues to operate after the incumbent leader is no longer in control. Succession planning ensures that businesses continue to run smoothly after the business’s most important people move on to new opportunities, retire or pass away. Therefore, it makes sense.