The Critical Need for Strategic HR
June 26th, 2015 by Bill Mugavin
If you’re an HR professional, how can you become more strategic and more valued by the organization?
Talent Development Trends from the ATD Conference
June 16th, 2015 by Sean Olson
FlashPoint had the privilege of exhibiting at the Association for Talent Development (ATD) conference in Orlando in May. The following are a few prevailing messages from the conference.
Five Acknowledgments That Will Free You to Do Your Best Work
June 8th, 2015 by Sean Olson
If you want to become more strategic, step up your leadership skills, and growing in their career, make these five acknowledgments to help you do your best work.
Change Creates Opportunity for Talent Development Teams
June 1st, 2015 by Kristi Gaynor
Change is eminent. Whether you’re dealing with an acquisition, a merger, a reorganization, or another common business scenario, talent development teams play a critical role. Are you ready for the challenge?
Moving Women through the Talent Pipeline for STEM Careers and More
April 17th, 2015 by Nancy S. Ahlrichs
Inclusiveness is a topic we hear a lot about lately, and when it comes to the workplace, building an inclusive culture can center on a wide range of stakeholders and initiatives. One focus area is moving women through the talent pipeline, particularly in careers related to STEM (science, technology, engineering and math) but also in other fields.
Proactive Coaching: Four Questions to Help Move Your Organization Forward
April 10th, 2015 by Nancy S. Ahlrichs
Coaching has gained an important foothold in the 21st-century workplace. Whereas in the past most organizations viewed it solely as a last-ditch effort to improve employee performance, today many more are using it as a proactive measure to develop their team members.
Transparency Is a Bottom-Line Issue
April 3rd, 2015 by Nancy S. Ahlrichs
Transparency is not only good for employee happiness but also great for the bottom line. According to a 2013 study of more than 300 organizations with 40,000 confidential employee responses, management transparency was found to be the number one factor in determining employee happiness. Just as investors have demanded increased transparency from corporations, so too do employees want the same from their leaders.
Manage More Effectively through Constructive Feedback
March 31st, 2015 by Bill Mugavin
The ability to offer constructive feedback has become a critical management skill. Good feedback gives focus to employees, helping them direct their work so that the organization achieves its strategic goals. Unfortunately, though, many managers struggle with providing constructive feedback. They often commit one of three sins—omitting, minimizing, or exaggerating feedback—only to find that an issue grows rapidly because they’ve failed to address it or have misaddressed it.
Training Your Team—Like Oil on Water?
March 20th, 2015 by Kristi Gaynor
At FlashPoint we spend a lot of time talking to organizations about how they train their teams. And while a lot of people are excited about the opportunities they offer, we often hear frustrations creep in. Sometimes, it seems, the training is like oil on water—floating on the surface with no great reach throughout the organization.
Accelerate Leadership Development through Action Learning
March 13th, 2015 by Linda Dausend
A development tool that’s increasing in popularity is action learning. Action learning involves all of the training participants in a real-life organizational challenge so they can build and use new skills—and significantly benefit their organization at the same time.
Turnover Taking Its Toll? Consider These Strategies for Securing Top Talent
March 7th, 2015 by Nancy Ahlrichs
Turnover is a profit killer, so of course you want to minimize it. As you work to do so, however, forget about gimmicks and flavor-of-the-month management techniques. Focus instead on becoming a magnet for top talent. If you build a company that attracts and retains the best people, you’ll solve the turnover issue.
Leading with a Sense of Direction
February 13th, 2015 by Bill Mugavin
Do you and you team start your days like the Monty Python skit about the 100-yard dash for people with no sense of direction—where everyone gathers at the starting line, the gun is fired, and the runners go in every possible direction? If so, then as team leader it’s your responsibility to get everyone on the same page. Otherwise the team will suffer from low engagement and productivity and will fail to achieve strategic goals.
Ten Ways to Better Manage Performance
February 9th, 2015 by Nancy S. Ahlrichs
Many organizations completed their employees’ annual performance reviews at the end of last year, and for many the process was once again ineffective. Why aren’t more managers and employees pleased with the outcomes? Why is there such disconnect between performance management and strategic goals? To get at the heart this, consider these 10 ways to improve your performance management process for 2015.
Actionable Tips to Improve People Management Skills
January 30th, 2015 by Nancy S. Ahlrichs
Great people managers help their teams get the job done. They inspire passion, no matter what the job at hand because they manage individuals individually. They capture not just “mind share” but “heart share.” How do they do it? They practice good people management skills every day.
Creating Lasting Impact with Training
December 31st, 2014 by Nancy S. Ahlrichs
Improving organizational performance—and the bottom line—begins with improving individual performance, and today more organizations are expanding their training offerings to help develop employees. Many must justify the additional dollars for their budgets, however; in order to expand training budgets, they have to prove that training makes a difference.
Make Meetings Matter
December 24th, 2014 by Nancy S. Ahlrichs
Look at your calendar for this week. What percentage of your “work time” is taken by meetings? Twenty-five percent? You’re lucky. Fifty percent? You’re in good company but probably are struggling to get your work done. More than fifty percent? You’ve likely thrown up your hands and are so ruthlessly prioritizing that you’re neglecting critical actions and your staff.
Develop Your People and Grow Your Company
December 19th, 2014 by FlashPoint
If your organization is offering raises, implementing learning and development opportunities, and focusing on employee engagement, then growth is likely in your future. If not, then you’ll probably be spending much of 2015 filling job openings and ramping up new hires. Which of these scenarios do you prefer? Wouldn’t it be better to grow your people and grow your bottom line?
Resolve to Build Your Relationships in 2015
December 12th, 2014 by Kristi Gaynor
As a new year approaches, many of us start looking ahead to new opportunities. With 2015 upon us, what do you want to tackle? Are you searching for a new job, seeking to enhance your interactions with team members, looking to develop new skills, or hoping to get a promotion?
Five Ways HR Can Partner with CEOs to Achieve Strategic Results
December 4th, 2014 by Nancy S. Ahlrichs
If a CEO wants to improve the performance of the organization and the people in it, HR is the ideal collaborator. As fierce global competitors apply new technologies and new approaches to bring in new business, organizations must elevate HR to the role of strategic partner—and HR must respond by helping the organization and all of its employees align their behaviors and performance with the needs of the new strategic plan.
How to Train New Hires Quickly and Well
November 26th, 2014 by Nancy S. Ahlrichs
January has the highest number of new-hire starts of the year, with February hires coming in second. That means many organizations are now interviewing large numbers of potential hires so they will be able to start to work at the beginning of the new year. With so many people coming on soon, what can an employer do to increase the odds that these new hires will ramp up their skills quickly, become productive in a short period of time, and bond with the organization? Here are seven things that successful organizations do to train new hires quickly and well.
Four Ways Your Frontline Managers are Burning Profits
November 18th, 2014 by Jenny Banner
During the recession many managers were given additional responsibilities and more direct reports in order to compensate for a lack of organizational resources. Yet even in a recovering economy relief hasn’t necessarily arrived—we still face the problem of overworked and undertrained managers. These managers have a direct impact on the bottom line, as they are actively influencing frontline employees every day. We need to develop and encourage these valuable employees in order to enable productive and profitable workplaces.
When Leading, Don’t Underestimate the Impact of Feedback
November 12th, 2014 by Kristi Gaynor
Providing effective feedback is an essential component of leaders and managers. Feedback is powerful. It enables us to see our behavior through the experience and perception of others; it helps us illuminate our blind spots and increases what we know about ourselves, promoting the opportunity for growth and development.
Five Strategies for Becoming a Millennial Magnet
November 6th, 2014 by Nancy S. Ahlrichs
Millennials are a hot topic in business: everyone wants to know how to attract, engage, develop, and retain them. If you need Millennials on your team (and no doubt you do), then you have to find strategies and tactics to become a “Millennial magnet.” If you already have Millennials on board, then you need to figure out how to keep that magnetic pull strong so that you hold onto them.
STOP–LOOK–LISTEN: Commands to Live by as a Leader!
October 30th, 2014 by Kristi Gaynor
We live in a world filled with busyness. This is especially true for those of us who are leaders. On a daily basis we’re torn between managing teams, attending meetings, answering our constantly dinging phones, and responding to a barrage of emails (then add in for many of us the personal expectations of maintaining a home and family)
Leadership Failures at the Secret Service
October 22nd, 2014 by Andrea Cranfill
When I read a few weeks ago about the Secret Service allowing an intruder into the White House, I found myself focusing on the organizational aspects involved. There are some fundamental work issues at play in this story. They’re issues that many workplaces struggle with, to be sure, but because in this case they involve the Secret Service and potentially endangered the president, we’re discussing them in a larger forum.
Employers and Enchiladas
October 10th, 2014 by Nancy S. Ahlrichs
How is a restaurant brand like an employment brand? Both are closely tied to the “word on the street”—people’s expectations around the experience they will have dining or working at a particular place.
How Seven Leadership Practices Turned around a Team
September 26th, 2014 by Bill Mugavin
Throughout this year, FlashPoint has been coaching a manager who took on a challenging assignment. She was asked to take on the management of a new office location with a team of employees that was notorious for being difficult to manage, resistant to change, and consistently underperforming (from both a production and customer service perspective). With some trepidation, she decided to accept the assignment because it presented great personal and career growth opportunities.
What Everyone Ought to Know About Emerging Leaders
September 19th, 2014 by Andrea Cranfill
We hear a lot these days about emerging leaders, and it’s helpful to build some definition around the concepts that people are talking about. What are the qualities of emerging leaders? Why are they so important? What are some of the methods organizations can take to develop and retain emerging leaders? Below are ideas on what you ought to know.
Seven Steps to Launch Your 2015 Leadership Development Program
September 9th, 2014 by Linda Dausend
Now is the time that 2015 leadership development programs are being planned and budgets are being submitted. Is your program in place and ready to go? Will you be refining and validating an effective program that you already have in place, or will you be defining a new strategy that will support organizational objectives in the new year?
Five Tips for Building a Better Brand
August 29th, 2014 by Nancy S. Ahlrichs
There is a well-known saying (often attributed to W. Edwards Deming) that “every system is perfectly designed to deliver the results that it gets.” This is true for systems inside an organization, and it’s also true for the brand the company establishes.
You Might Need a Coach If . . .
August 26th, 2014 by Nancy S. Ahlrichs
A key employee is not meeting her goals; her peers complain about her and she has had two key people leave.
Pitching the Need for Talent Development: Don’t Be Afraid to Swim in the Shark Tank
August 9th, 2014 by Kristi Gaynor
Training employees is the right thing to do. You know it, and you’ve experienced it. So why isn’t your organization investing?
Hiring Slowly vs. Quickly: The Right Approach Adds to the Bottom Line
August 1st, 2014 by Nancy S. Ahlrichs
As employers, we’re in a tough competition for talent, yet on too many occasions the new hire is gone in the first week, month, or year.
Leverage Emotional Intelligence to Create Headspace for Leadership!
July 25th, 2014 by Andrea Moore
In conference rooms around the world, leaders are attending meetings, bringing with them the emotions of the day’s events.
Millennials to the Rescue!
July 18th, 2014 by Nancy S. Ahlrichs
Are you reluctant to hire Millennial employees because you worry that these 20- and early 30-somethings will leave your business for greener pastures after you’ve invested time and money in training them?
Workforce Planning: A Critical Process for Achieving Long-Term Business Goals
July 12th, 2014 by Bill Mugavin
Workforce planning helps organizations ensure that they will have the right number of people with the right capabilities in place at the right time.
Engage Employees BEFORE They’re Hired
July 3rd, 2014 by Linda Dausend
Organizations recognize that highly engaging workplaces typically translate into increased productivity and profitability, reduced costs, and better quality.
Accountability Is Everyone’s Responsibility
June 28th, 2014 by Nancy S. Ahlrichs
In a pointed Dave Carpenter cartoon, an executive shouts into his phone to his assistant, “Miss Wilcox, send in someone to blame.”
Developing Emotionally Intelligent Leaders: Self-Awareness, Influence, and Impact
June 16th, 2014 by Andrea Moore
When a drop of water hits a still pond, it creates ripples in the water in all directions; the same effect occurs each day in organizations around the world as leaders send emails, have conversations, and make decisions.
Einstein Was Right!
June 6th, 2014 by Nancy S. Ahlrichs
After speaking for the third time in five years to the same group of earnest CEOs and human resource professionals who are daunted by recruiting and retention difficulties, I was stunned when I realized that they dutifully come to hear the latest recruiting trends and what is working and why, but they have made no changes or additions to their recruiting repertoire since I first spoke to them five years ago.
The Trouble with Training
May 30th, 2014 by Linda Dausend
Fans of the original Star Trek television series will remember one of the most endearing episodes, “The Trouble with Tribbles,” where several cute, cuddly balls of fluff at first delighted and then frustrated the passengers of the Starship Enterprise as they multiplied to the point of annoyance.
Accountability Conversations: The Key to Employee and Organizational Growth
May 24th, 2014 by Bill Mugavin
As a result of focused process improvement efforts, restructuring, and technological innovations, organizations are running leaner than ever. But despite this, some leaders are still having trouble moving their organizations into growth mode.
Transferring Learning through Training: Did Anything "Stick"?
May 18th, 2014 by Nancy S. Ahlrichs
There is nothing more frustrating than spending precious dollars on much-needed training, only to have the participants wax eloquently about the “great time” they had without implementing their new skills.
Cultural Pitfalls That Prevent Growth
May 4th, 2014 by Nancy S. Ahlrichs
Organizations of all sizes and in all industries are struggling to attract, manage, and retain the quality and quantity of employees they need. Unless they were forward-thinking and created a culture where employees of all generations want to be, many organizations are experiencing increasing turnover amid a revived economy.