Changing the Conversation in Your Company


Boris Groysberg and Michael Slind

BORIS GROYSBERG AND MICHAEL SLIND
http://blogs.hbr.org

 

Boris Groysberg (bgroysberg@hbs.edu) is a professor of business administration at Harvard Business School. Michael Slind (mike@talkincbook.com) is a writer, editor, and communication consultant. They are co-authors of the book Talk, Inc.: How Trusted Leaders Use Conversation to Power Their Organizations (HBR Press, 2012).

In our experience, it’s rare for a diverse group of headstrong Executive Education participants from around the globe to agree on anything. Yet earlier this month, when we surveyed a group of leaders who attended the Driving Performance Through Talent Management program at Harvard Business School, 92% agreed that the practice of internal communication «has undergone a lot of change» at their companies «in recent years.»

While the sample size in this case isn’t large — about three-dozen leaders took part in the survey — these participants make up a highly representative group. They hail from every part of the globe, and from organizations small and large (with head counts that range from about 200 to more than 100,000). They occupy senior positions in fields that include sales and talent management, and they work in industries that range from manufacturing to health care to financial services.

That survey result reinforces a finding that we’ve observed elsewhere in our research: in company after company, the patterns and processes by which people communicate with each other are unmistakably in flux. The old «corporate communication» is giving way to a model that we call «organizational conversation.» That shift is, for many people, a disorienting process. But it also offers a great leadership opportunity.

Our research has shown that more and more leaders — from organizations that range from computer-networking giant Cisco Systems to Hindustan Petroleum, a large India-based oil supplier — are using the power of organizational conversation to drive their company forward. For these leaders, internal communication isn’t just an HR function. It’s an engine of value that boosts employee engagement and improves strategic alignment.

Broadly speaking, there are four steps that you can take to make your approach to leadership more conversational. (In future posts, we will address each of these points at greater length.)

1. Close the gap between you and your employees. In our survey, we also asked respondents to name the biggest employee communication challenge at their company. In response, one participant cited the need to «move away from top-down communication.» Another highlighted a «disparity between the senior management team and middle management due to low transparency.» Trusted and effective leaders overcome such challenges by speaking with employees in ways that are direct, personal, open, and authentic.

2. Promote two-way dialogue within your company… Continuar leyendo «Changing the Conversation in Your Company»

How to Conduct an Internal Interview

What the Experts Say
Whether you worked with a candidate closely or you just «know of» her, don’t skimp on the internal interview process. «Just because you know someone well doesn’t mean you will know if they will be able to perform well in a new job,» says Susan Cantrell, senior research fellow at Accenture’s Institute for High Performance and co-author of Workforce of One: Revolutionizing Talent Management through Customization. Assuming you know all the candidate’s skills, capabilities, and potential is dangerous. «Most hiring managers find out little additional information about a candidate during the interview; they don’t get to the right level of detail to make their questions meaningful, and they rely too much on subjective, non-criteria based judgment,» says Cantrell. [Más…]

Instead, be disciplined about how you conduct the interview. «There’s no point in asking questions that will reveal information you already know, so the focus should be on new information,» says Peter Cappelli, the George W. Taylor Professor of Management and the director of the Center for Human Resources at the University of Pennsylvania’s Wharton School and the author of Talent on Demand: Managing Talent in the Age of Uncertainty.

To conduct internal interviews that are worth your time and provide new and useful insight into the candidate, consider the following.


Best Practices / by Amy Gallo

Organizations spend the majority of their hiring resources on finding and screening external candidates. But when you need to fill a position, the most cost-effective and practical thing you can do is hire someone from within. In fact, most hiring in companies is done internally. Still, the internal interview is often thought of as something to check off on a hiring to-do list rather than a source of real information. If you already know the person, what else is there to learn, right? Wrong. When conducted well, internal interviews can provide valuable new insight into a known candidate.

What the Experts Say
Whether you worked with a candidate closely or you just «know of» her, don’t skimp on the internal interview process. «Just because you know someone well doesn’t mean you will know if they will be able to perform well in a new job,» says Susan Cantrell, senior research fellow at Accenture’s Institute for High Performance and co-author of Workforce of One: Revolutionizing Talent Management through Customization. Assuming you know all the candidate’s skills, capabilities, and potential is dangerous. «Most hiring managers find out little additional information about a candidate during the interview; they don’t get to the right level of detail to make their questions meaningful, and they rely too much on subjective, non-criteria based judgment,» says Cantrell. Continuar leyendo «How to Conduct an Internal Interview»

Employment Branding: Satisfy the Psychological Contract

For example, let us consider Un-diverse Inc, a fictitious company based on a real example. Un-diverse is considered to have one of the most attractive employment brands for young aggressive professionals. However, we questioned its generational diversity efforts from the images displayed on its careers website, as well as when questioning its associates about their internal status. Although it is not explicit in its attraction for young professionals (that would be illegal in the United States, according to Title VII and other federal and state laws), the culture created from their particular employment brand is one which is attractive to young professionals, especially male professionals.


by Joe Shaheen

In the September Journal of Corporate Recruiting Leadership, I write about branding in a way that, hopefully, you haven’t thought about before.

There has been a lot of talk about employment branding recently and how organizations are dedicating more and more of their resources toward their branding intitiatives. In all the noise and in the race to create the best brand something essential not just to recruiting but for the entire entry-to-exit HR process was lost. Keeping promises! That’s right — keeping promises. It’s not as boring a subject as it might seem, and I make no ethical/soft arguments toward that end in my article. Simply put, I provide evidence and a discussion that supports either promising only what you deliver, or using your employment brand as a driver to deliver more than what you promise. It’s all there in the literature. It’s even very intuitive to see, yet time and time again we see that this advice is ignored in the branding efforts of even some of the most visible organizations.

What I say in the Journal is that branding isn’t a matter of good and bad, but about how much you promise, what you promise, and what you can deliver. If you raise people’s expectations too high, and under-deliver, that’s when you’ll have a problem. Continuar leyendo «Employment Branding: Satisfy the Psychological Contract»

EmpXtrack / RRHH Articles


  • Who is responsible for Attrition?: This article analyses the results of a poll conducted to find the major reasons for attrition in organization. 38 percent respondents held Supervisor or line manager responsible for attrition and 54 percent respondents blamed it on Compensation & Job Profile, while only 8% blamed individual employees. Click here to read this article…

  • Why good employees leave your organization?: Talented employees leaving their jobs is an alarming development for most organizations. This article explores the empowerment of managers in arresting this trend. Click here to read this article…

  • CEO’s checklist for HR Effectiveness. A free tool to help gauge the effectiveness of your HR function: Finding pain and problems areas in Human Resources if often a tedious and complex task for CEOs and HR heads. HR Effectiveness Survey is a free tool to help gauge the effectiveness of HR function. Click here to use this tool and measure effectiveness of your HR processes…

  • Top Ten HR Practices: This article presents a meticulous collection of Best HR practices among the global organizations. The HR practices that can make your organization a best place to work for. Click here to read this article…

  • Theory X and Theory Y Theories of employee motivation: Theory X and Theory Y pertain to employee motivation and have been used in human resource management, organizational behavior analysis, and organizational development. EmpXtrack – an Integrated Human Capital and Talent Management Tool is based on such theories and helps organizations to transform their human resource practices. Click here to read this article…

  • How to assess an HR Software: Most HR top shots receives many proposal every week to implement a new HR Management software or performance management software or e-appraisal software or rather replace the current software. This article lists a number of tips to help you choose the right HR software. Click here to read this article…

  • An interesting Story on Performance Management: This is a popular story comparing the organizational structure of two companies. A Japanese company (Toyota) and an American company (General Motors) decided to have a canoe race on the Missouri River. The Japanese won by a mile. Next time they won by two miles. Click here to read the complete story…

  • Consultants accept that Software is 20 percent of Talent Management. An analytical article focusing on the importance of a software in implementation talent management initiatives. Click here to read this article…

  • Paper? Paperless? or SaaS? for HR. A representation of various HR technologies through three simple images. Click here to view the story…

  • Read more stories on our blog Talent Junction
Reblog this post [with Zemanta]
GENTE COSMO

LIFESTYLE - by Esther Herrero

Being Your Brand

Branding and Strategy for Business and Life

Cruces, Sol y La Imaginación

Cuando la imaginación y la creatividad suman infinito

tranquicomix

fanzine bejarano de historietas hecho en los 80

A Stairway To Fashion

imagination is the key

Vinod833's Blog

This WordPress.com site is the bee's knees

Apasionada de las Redes Sociales

Compartir conocimientos 2.0 y Marketing Online

Zona de Promesas

Blog de Tecnología en Español - Internet - Redes Sociales - Entrepreneurship - Innovación

Top Master | Blog

LOS PROGRAMAS DE MBA Y POSTGRADO MAS INFLUYENTES DE TODO EL MUNDO

La realidad alterna

Poesías, relatos, diario de sueños

Unencumbered by Facts

Taking unsubstantiation to new levels

PsicoEmocions Blog

Un Pont entre la Psique i les Emocions

TEA PTLS NACHO

AUTISMO.TEA..PTLS

Comunicación & Marketing

De Lilian Lanzieri

Xtratexia

Dirección estratégica para la vida

StellarHIRE Partners

Founding Partner, StellarHire Partners - Executive Search Consultants. Recent engagements include Eloqua, SFDC, Tibco and Veeam.

ivanbrunpr's Blog

4 out of 5 dentists recommend this WordPress.com site

BLOGTEC

Noticias de Tecnologia.

T a l e n t o  en  E x p a n s i ó n

Gestión de personas y transformación digital para las organizaciones líderes de la Era del Conocimiento

Two Leaves Tea SPAIN

Great Organic Tea! ✫✫✫✫✫ Te Organico en Piramides

Ideas para la clase

Experiencias creativas en la clase de español.

Little Grey Box

Travel Well

No solo los 80's

La mejor música de la historia

Molly Balloon's Blog

Identity + Dressing + Colour

El OJO PUBLICO. / Глаз общественности

Ver para contar & contar para ver. / Чтобы рассказать

Think Creative Idea Growth Hacking

Expertos en estrategia y auditoria de marketing

The Coaching Alliance

El camino hacia el éxito

Erick Lovera

Mi Pasión en un Blog

Estampas de México.

“Un fotógrafo tiene que ser auténtico y en su obra, debe expresar emociones, provocar reacciones y despertar pasiones.” ~ Javier García-Moreno E.

Natalia Gómez del Pozuelo

Escritora y formadora en comunicación

aloyn

Alimentación, ocio y negocios, ALOYN, es un Grupo dirigido a Directivos y Propietarios de empresas, interesados en el mundo de la industria de alimentación y bebidas. Tanto por la parte de la industria productora como por la parte de la industria consumidora y/o distribuidora (Distribución Comercial, Horeca, Vending, Venta Directa, etc). También nos interesan las actividades ligadas al agroturismo y el enoturismo como magníficas actividades de promoción y difusión de la cultura gastronómica.

Blog de Jack Moreno

Un blog de Joaquín Moreno sobre recursos, literatura y ciencia ficción

Mashamour

Ensalada de Manjares

be.blog

be. Intelligent Multimedia Education

~~Mente en Gravedad~~

************************************************************************************************************

The Xtyle

Fashion Blog - Un Blog de Moda y Tendencias by Bárbara Sanz Esteban

aníbal goicochea

Tecnologías de la Información y Estrategia

A Waterfall of Sound

"Poetry is when an emotion has found its thought and the thought has found words." Robert Frost

Health & Family

A healthy balance of the mind, body and spirit

Style & Design

Fashion Trends and News

U.S.

News, Headlines, Stories, Video from Around the Nation

A %d blogueros les gusta esto: