Talent Management – Is Your Recruiting Process Effective?

The Talent Management process requires focus on the following critical elements:

• Recruiting
• Employee Development
• Compensation and Benefits
• Performance Management and Succession Planning

When recruiting, your analysis of the right candidate for your company’s organization needs to be comprehensive and specific.

As we all know, hiring the wrong person is disruptive and costly and in some instances creates strategic risk to the company. Employers need to understand a person’s fit based on the following five specific criteria:

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Working capital, cash flow and operating profits are primary measures of senior leadership performance. Companies audit their financials every year to validate compliance and performance, but typically don’t have an audit plan for critical business processes that impact these performance measures and the customer’s perception of performance.

There are 7 critical business processes that every company must …Read More

The Group50^® series on Anti-Strategy, characterizes situations wherein talented, driven and well-intentioned employees unintentionally act against their company’s best interests. Anti-Strategy often occurs when strategy is unclear or information is lacking. Is there another cause that feeds Anti-Strategy? Is it possible, to have Anti-Strategy designed into the company’s own processes or policies? Absolutely! Let’s consider how this can happen in sales compensation systems.

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Anti-Strategy causes a negative impact on Market Effectiveness and your customers know it.  Let’s start with a couple of definitions before we get into the meat of this article: Anti-Strategy: Conscientious employees trying to do the right things without the guiding principles of a clear strategy.

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” Anti-Strategy ” is defined as result of the set of activities initiated by well-meaning people who don’t have a corporate strategy to guide their thinking. As you can imagine, without an overarching corporate strategy that properly focuses demand creation and the supply chain, a lot of decisions can be made that will sub optimize performance. If you think about …Read More

In consumer businesses, the answer is “Absolutely!” But what about in business-to-business (“B2B”) categories? If you type into your favorite search engine, “Do B2B brands matter?” it will surface a number of research-backed articles that emphatically declare, “Yes!” The skeptic might challenge, however, “Sure, if I’m Intel or some other mega-budget giant in a high profile category.”

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An interesting question… Neither Wikipedia nor Dictionary.com has a definition for “Performance Management,” but Google it, and you get 124 million results! Many companies are in the same boat.

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What is all this hype about Management vs. Leadership? Everyday we are bombarded with information on the differences between them, the benefit of one over the other and the necessity to be great at both. Everyone wants to be known as the “great leader,” but does anyone want to be known as a great manager and what happens if you drop the management ball?

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Market Effectiveness™ is a series of cross functional business processes that need to be well managed and orchestrated. Market Effectiveness is akin to the supply chain and poor performance at either of these will result in bad business performance.

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It’s natural and often advisable to get excited about “the next big, new thing” and focus your energy and revenue growth emphasis accordingly. However, just as there is continuing truth to the old business axiom, “Your best revenue growth opportunities are often with current customers”, it’s also true that companies abandon “old platforms” too quickly.

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