Articles

You may have an online network. But here’s how to build a smart network.

Some people say: ‘Careers are dead, we all just have jobs now’. But the other day, commenting on the disintegrating job market in the recession-hit West, someone made this striking comment to me: ‘In future there will be no jobs, only careers’.

You may want to do Continuing Professional Development (CPD) or encourage it amongst your team, but are frustrated because your organisation won’t allow time or give financial support.

Algorithms that predict stock-price movements have transformed Wall Street. Algorithms that chomp through our web histories have transformed marketing. Now this data-driven approach is set to transform HR practices.

Predictive analytics uses data to forecast individual behaviours. Companies are using this data to intervene, and and trigger new behaviours, but is this an invasion of privacy?

We know self-fulfilling prophecies affect children’s classroom grades. So imagine the impact on performance if we translate that ethos to the working world, seeing EVERYONE as a high potential.

When managers give feedback, the ratio of positive to negative statements in high performing organisations is 5.6 to 1 (Kim S. Cameron, Positive Leadership). In poor performing, struggling organisations, the ratio was as low as 0.36 to 1.

There’s an emerging HR competency on the block – paradox navigator. The ability to manage a long-term vs. short-term focus, centralised vs. decentralised operations, and an internal vs. external perspective may be desired, but it's hard in practice.