Talent Management

Patrick Lencioni is co-founder of The Table Group consultancy, a contributing editor for Chief Executive and bestselling author of several classics, most notably The Five Dysfunctions of a Team. At our recent Leadership Summit, Lencioni conceded that because of today’s “stresses on business and the customer and the economy and society, employees are worried, and
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Higher compensation is part of the ransom for dealing with the pandemic for most American companies and industries. So salaries, wages, benefits and perks will cost them more—perhaps a lot more—in the year ahead. The way CEOs and CHROs can make sure the Great Raise works to their companies’ advantage is to be proactive, creative
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American healthcare is in crisis. And the ripple effects are impacting the competitiveness of our businesses. CEOs find themselves at a critical juncture: balancing the needs of employees with the company’s bottom line. How can we improve the fiscal health of our American-based operations and compete globally if the ever-increasing cost of healthcare holds us
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If there is one thing the pandemic has taught me, it’s that “business as usual” no longer exists. Between navigating the many changes brought on by the pandemic to the current challenges of the Great Resignation, leaders in every industry are left asking “where do we go from here?” According to the Labor Department, a
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Covid has wreaked havoc with relationships; people have not been able to get together with those they choose. Leaders with weak or unhelpful relationship have resulted in losing valuable staff. Online meetings have emphatically drawn leaders’ formerly personal and private lives  into the professional realm (hello zoom-bombing pets and children). The need for quality human
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The Great Resignation seems to be getting worse. The quit rate in November was 3.4%, compared to 2.7% in November 2020, and well above September’s all-time highs. Unfilled job openings remain at unprecedented levels according to NFIB’s monthly jobs report. Big retailers are responding by pulling out all the stops; one recent example is Target’s rollout
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All companies are looking for ways to innovate in order to grow profits and marketshare, and competition is as fierce as it’s ever been. Some will grow faster than others—and most of those will have, as part of their secret sauce, diverse teams. That means bringing in employees of different genders and racial backgrounds, certainly,
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As we prepare to head into the new year, organizational leaders must prepare for what’s next for their people, their companies and the world around them. Based on conversations with talent and leadership experts from across the globe, Korn Ferry has identified 10 talent and leadership trends for 2022. 1. The Great Resignation gets worse.
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As a senior leader, you know that building a workforce characterized by diversity, equity, and inclusion (DEI) is the ethical thing to do. And you’re well aware that doing so delivers vital benefits to your organization—including greater creativity and innovation. But did you also know that excelling at DEI is essential for winning the talent
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In today’s hyperconnected age, we’re all familiar with the concept of networks, the webs of relationships that connect people or things. Networks influence who you are connected to, where you get your information, and how work gets done. Networks are “intricately intertwined with an organization’s performance, the way it develops and executes strategy, and its ability to innovate,”
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It all started with the added stress Covid-19 created as companies around the globe were forced to accommodate and secure remote workforces. In turn, this shift increased vulnerabilities and risk as workers were connecting to unsecured Wi-Fi networks, for instance, which forced companies to try to balance the need for speed with security. For perspective, the swift
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