Out-of-the-box thinking from Talent & Potential...

Do you really need to ‘launch’ your latest HR initiative? There is a real danger when launching a new approach that you shine a spotlight on your work and stake your reputation on success – at the very point that you’re most at risk of something going wrong! As such, it’s important – both for your own reputation and wider company moral – that you minimize the attention, pressure and risk associated with trying out something new.

As businesses grow and change, new roles are created and existing roles often require new team members to fill them. To prepare for this, we encourage our clients to think about Talent Pipelines – and the processes and strategies they have in place to identify and prepare the people who can fill those roles.

In today’s economic climate it’s more important than ever that you can make the financial case for any investment. Yet this is notoriously hard for HR departments to do, because objective measures of success are hard to come by, and true proof may take years to deliver.

Here’s an interesting question – is your working environment set up to benefit introverts or extroverts? If it’s like the majority of office spaces, you may find it’s giving a great platform to your extroverted employees but actually hindering your introverted employees. But before we look at the problem in more detail, here’s a quick look at the difference you’ll notice between the introverted and extroverted personalities in the office

One of the questions I’m most frequently asked when working with clients to develop their talent pipeline is whether or not they should be transparent with their employees about the way they rate potential – should they or shouldn’t they let their employees know that they’re being rated in terms of their potential? It’s an interesting question, and when deciding you should be aware of the potential downsides to each approach.