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July 10th, 2019
Many employers take half-measures or do nothing at all to help newly hired leaders adapt to the new company culture and their roles.
As a result, these leaders, from a cultural integration perspective, are largely left to sink or swim. Some will inevitably sink, and thus fail to...
For the third straight year, HR leaders (47 percent) rank employee retention and turnover as the top workforce management challenge, according to the 2018 SHRM/...
All leaders and managers will likely have direct reports who aren’t being team players. Not only is this a common team dynamic and performance problem, but it also can create greater damage than you might think.
Employees who aren’t being team players serve as...
When new hires join your organization, consciously or not, they are asking themselves, “Did I make the good decision?”
A great (and underused) way to convince them that they made a great decision is to make talent development a key component of a strategic, structured...
Just 21 percent of employees strongly agree that their performance is managed in a way that motivates them to do outstanding work, according to a Gallup survey...
American poet William Carlos Williams once stated, “It’s not what you say that matters but the manner in which you say it; there lies the secret of the ages.”
There in also lies a secret of effective leadership and management.
Much of the manner in which you communicate—to your reports, peers...
The worst thing you can do, as a leader, manager or HR professional, is to allow yourself to become irrelevant—especially to the people you are responsible for developing.
To remain relevant, you need to stay current with the latest assessment and development trends and tools, and to...
A strong company culture has always been important for sustained organizational success—with benefits including a clear company identity, improved talent attraction and retention, and a better brand and employment image.
New developments, however, make a strong culture a near necessity....
CTD's Managing Director, Brenda Hampel and Director of Client Services, Jennifer Johnson, recently completed a team development working session for an IT services group within a large academic medical center.
Shortly after the training, we received the following from the client: "Hi Brenda and Jennifer, I wanted to share some informal feedback about the training. As I was leaving the office today I saw 3-4 of these from the training yesterday printed out and hanging in the cubicles...
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