“Leaders are made not born”.
We must believe this, since our organizations spend a staggering amount of money every year to improve the managerial and leadership skills of their employees.
We also place a high value on leadership as individuals, treating those recognized as great leaders with a kind of cultish reverence. Inspiring quotes about leadership abound on social platforms, often in the same intense language used to describe CrossFit.
This is it…the penultimate post in the countdown to #100. Without further ado, here is the second most read post on Talent Vanguard:
HR’s Future: ‘People Persons’ Need Not Apply – May 2013
One way I gauge the degree to which the world is getting to me is how much my throat hurts. I’m an incurable jaw clencher and after a few days of upper and lower mandible warfare the tension spreads down the front of my neck until it feels like I’ve been strenuously holding in a scream, which sometimes I think I have been.
Reading the accounts of the many brave women coming forward to report that they experienced sexual harassment and mistreatment from Harvey Weinstein is both freshly devastating and oppressively familiar. We’ve been here. A lot.
Hi! We’re getting close now… a few short weeks until I hit post 100. Hope I don’t run out of ideas for 100 and just type “People are our most valuable asset” 100 times…
Anyway, I’m sharing my third most read post of all time this week. But I’m sort of cheating. This is the third most read post on this site, but back in 2012 Business Insider was re-publishing some of my posts (with more click-baity titles) and this one racked up over 10,000 views on their site (and some really nasty comments, because the internet, amirite?). On the other hand, I got more e-mail about this post than any other and it was all from lovely humans 🙂
Adaptive. Agile. Responsive.
Whether you believe that the world is changing faster than ever or not, I suspect there is near-universal agreement among leaders that organizations must become more nimble to succeed.
However, as is often the case, the desire for an organization to be something different seems to be strangely disconnected from the doing it will entail at the individual level. That is to say, adaptive and agile sound like fantastic destinations when considered in isolation from the daily practices required to get us there.
Hello again and happy Thursday. As part of the countdown to my 100th post (on October 29th), I’m sharing my top 5 most-read posts of all time, and a few that I really liked, but that hardly anyone else read.
Here’s my 4th most-read post of all time:
Last Monday I was part of a panel at an event titled “Keeping HR Human in a Digital World”. It was a great panel with diverse viewpoints and experience, and a lively audience that stuck around to ask questions and chat.
A question that wasn’t asked, but maybe should have been is:
“What do we even mean by ‘digital’?”
Certainly we all know the literal meaning of ‘digital’, and based on the discussion at this event, we definitely get that a digital world means one with lots of technology…but how is that different than last year, or 5 years ago, or even 10?
Well, times flies when you are trying to think of something coherent to say 100 times…that is how the saying goes, right? Maybe not…I can tell you that it does feel like yesterday that I started blogging in an unnoticed corner of the internet, and a lot has happened since then (that was in 2012).
I’m glad I’m still here, and over the coming weeks I’m going to countdown to post 100 by sharing my top 5 most-read posts of all time (and some that I like that hardly anyone read…ha ha).
To the untrained, distracted, or overworked observer, rebels and cynics can easily be confused at first glance. This is particularly true in a habitat populated by otherwise homogeneous fauna. Their non-standard vocalizations and often contradictory postures might result in confusion unless further observation is undertaken.
Before you get out your binoculars, and this metaphor grows unwieldy, can I suggest taking a moment to reflect on the image that comes to mind when you hear the word ‘rebel’.
This week I attended two events held by networks I’m part of (Strategic Capability Network and Toronto Organization Development Network) that looked at innovation from the organization and individual level.
Innovation risks being yet another superficial buzzword in the HR space, in part because our culture and history as a profession is strongly linked to compliance, risk mitigation, and standardization, which is at odds with an innovative mindset. And yet, it’s clear that to attract the best talent, maintain position in the market, and respond to stakeholder demands, we must embrace it.