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Historically, it was understood that the increased ability of any economy to increase productivity per worker would lead to increased wages per person. However, this trend has now been bucked as for the last odd decade productivity has barely risen in the developed economies. Thus, they are in a rut on how to increase prosperity for the people. The sure-shot way to increase management training for employees and invest in them through three major ways. These investments could be in terms of Wages, Time and Energy. Customer advocacy and employee engagement can increase can lead to improvements in human capital without compromising on shareholder value. Time needs to be measured like money, and each hour wasted must be accounted for as an opportunity cost. Kaizen events and Agile sprints are examples of such innovative forces being tapped into. The Apple Blue Sky, LinkedIn’s Incubator and Microsoft’s Garage are examples of IT companies giving employees time off to explore business innovations. Finally, companies must invest in creating jobs that unleash inspirational energy.

Source:https://hbr.org/2017/09/the-case-for-investing-more-in-people

Uploaded Date : 06 October 2017

Inherently, in any organization, there are always a few narcissists. These narcissists may be of two types as defined by psychologists. The first of them are those whose parents lavished material and emotional benefits on them, so they grew up attaining an abnormally high self-esteem for themselves. The others are those who grew up the other way, and lacked an emotional support so started dreaming up grandiose ideas which never happened. Mentoring a narcissist is a critical component of the talent management capabilities for professionals tasked with this unenviable task. Firstly, the mentor himself/herself needs to build on one’s own empathy as chances are that a poor first impression on the mentee may have wrecked the relation right at the beginning. The superior must be very patient and a good listener to discern what real issues the narcissist may be facing. The tactic of mirroring often works where instead of opposing the grandiose beliefs about one’s own self, the mentor actually agrees on them for a change. Debates on the Socratic tradition may also help. Crucially, one needs to be authentic and so lead with the real feelings. As mentoring a narcissist is always such a psychological challenge, the mentor must take care not to lose oneself in the process.

Source:https://hbr.org/2017/09/how-to-mentor-a-narcissist

Uploaded Date :06 October 2017

By 2014, several tech firms such as Yelp, Google, Facebook and LinkedIn realized that their diversity goals had not been met within the internal talent pool. To this end, Yelp in particular tried to improvise on their talent recruitment process to ensure a more democratic methods and intake of women, Latinos and other non-whites. This was done because Yelp and the others did not want to deny themselves to chance to recruit from two-fifths of the total labour pool that is made up of women and minorities. However, on further evaluation in 2017, it has been revealed that in spite of such stringent efforts at removing hiring bias, the improvement has not been much. Two important steps now need to be taken. Firstly, companies need to be transparent about the efforts they took, their shortcomings and latest signs of improvement. Airbnb accepted that when the team started out, a lot of things were not known to them leading to some issues being badly managed. Then a conscious step was taken to rectify this and so now many of those situations are better diffused. Secondly, even the genuinely well-intentioned often fail as they are ad-hoc and not following any scientifically established procedure. Companies will instead need to use data for business analysis to solve such problems.

Source:https://hbr.org/2017/09/lessons-from-yelps-empirical-approach-to-diversity?utm_campaign=hbr&utm_source=twitter&utm_medium=social

Uploaded Date:06 October 2017

Some employees tend to be highly energetic and proactive. While this reflects in innovations and their willingness to take risks, it can also backfire. For example, if an experiment goes wrong, then the entire department or even organization may need to shoulder the blame. Thus, the proactive employees’ reporting managers need to function in such a way that their energies are utilized in the right direction without jeopardizing the bigger picture. Proper talent management involves that these middle managers are given due independence to try out new methods but must be reined in before anything renders negative results. An experiment was conducted by professors from the Netherlands which tracked middle managers at various departments vis-à-vis their reporting officers. Two kinds of bosses were identified. The first type were the traditional ones who only appraised their mentees quarterly and only on the basis of the existing Key Performance Indicators (KPIs). The second were those who met monthly to discuss business progress and who evaluated their mentees on innovation parameters outside their strict KPIs as well. It was reported that the latter group performed much better with higher appraisals.

Source:https://hbr.org/2017/09/managing-the-perks-and-pitfalls-of-proactive-people

Uploaded Date: 06 October 2017

While it is well known that human beings tend to respond well to general motivation, it is not completely clear which form of motivation works better- positive or negative. The former may involve a bonus, promotion, public recognition or positive feedback while the latter may include negative feedback, public humiliation or demotion. An experiment conducted at the New York state hospital may provide us with clues as to which is a more effective method of talent management. Here, the challenge was to ensure that the medical staff sanitize their hands before each visit to any patient’s room. While cameras clearly showed the percentage to be a tenth of the total, the management took a decision to put up a screen where each time a person washes up would be celebrated. In this manner, not only did this go up substantially, but was also repeated in another department where it was equally successful. Similar other researches led by neuroscientists have demonstrated that people tend to respond much better at positive motivation.

Source:https://hbr.org/2017/09/what-motivates-employees-more-rewards-or-punishments?utm_medium=email&utm_source=newsletter_daily&utm_campaign=dailyalert&referral=00563&spMailingID=18157268&spUserID=OTY0OTMwNTk5NwS2&spJobID=1101755217&spReportId=MTEwMTc1NTIxNwS2

Uploaded Date: 06 October 2017

A lot of employees across organizations are suffering from an attention deficit. This leads to underproductivity compared to what levels they are really capable of. Observations have clearly suggested that one way to increase motivation is through storytelling. Here storytelling need not be a formal occasion where the bosses tell their subordinates long stories and the latter are to behave as audiences. It could simply be small-talk on individual basis through practical examples which will help them connect with their work. Once we get to be experts at something we tend to put lesser cognitive force to it and this leads to increased disconnect. That is why at Vital Smarts, a monthly meet is termed as Mission Moment where employees share stories from work that made impact. This has proven to be a great step in the direction of talent management as employees feel greater connect to their work, knowing that it is part of something bigger.

Source:https://hbr.org/2017/09/great-storytelling-connects-employees-to-their-work?utm_campaign=hbr&utm_source=twitter&utm_medium=social

Uploaded Date:06 October 2017

There are some business leaders who are far too thoughtful and take their own sweet time for decision making. There are yet others for whom everything is done with a sense of urgency. Both these extremes are often harmful for businesses. The latter are often like this because in some frontline positions or at times of crises, such behaviour is desirable so they may have received praise for the same. In the longer run though it is usually not to successful so some steps have been identified which must be adopted by others with them. First of all, they must be educated on how their behaviour impacts others usually adversely. The consequences to their actions must be demonstrated. Such leaders often fail at planning for corporate strategy, so they must be paired with the others who take a longer-term perspective. Specific management training sessions must be organized where they are coached on the benefits of weeding out this constant sense of urgency and instead focus on the really important things.

Source:https://hbr.org/2017/08/how-to-manage-someone-who-thinks-everything-is-urgent?utm_medium=email&utm_source=newsletter_daily&utm_campaign=dailyalert&referral=00563&spMailingID=17784828&spUserID=OTY0OTMwNTk5NwS2&spJobID=1080147547&spReportId=MTA4MDE0NzU0NwS2

Uploaded Date:16 August 2017

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