I came across this recent study by Bersin Associates (a pretty good resource for learning and development and talent management information) documenting the financial impact of effective talent management practices.
Drum roll, please………….
“Companies with Integrated Talent Management Strategies See 26% More Revenue Per Employee and 41% Lower Turnover among High Performers, According to New Bersin & [...]
Filed under: Talent Management, Uncategorized | 3 Comments »
One of the things that I hear regularly from people in the learning and development community is, “our people don’t know how to write good development plans. ” In the next breath, often comes a request such as, “Can you show me some examples of well-written plans that I can use to help educate my people?”
This [...]
Filed under: Creating a high-impact development plan, Executive Education, Self-Development, Uncategorized | 2 Comments »
Last week we held the final preview session for our Minnesota Executive Program (MEP), and something that one of our faculty said stuck with me. It was in response to a question about how past participants had applied what they learned in the program to their jobs. The question was initially fielded by two past participants who attended the [...]
Filed under: Defining Executive Education, Executive Education, Uncategorized | 2 Comments »
Third Thing: Structured activity drives out unstructured activity.
Someone once suggested that the defining feature of a totalitarian state is that anything that is not required by the state is prohibited by the state. In other words, all activity is structured, and there is no room whatsoever for individual discretion. When you talk to some people [...]
Filed under: Creating a high-impact development plan, Self-Development, Uncategorized | Leave a Comment »
