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Posted by on Jun 22, 2017 in Talent Management in Asia |

How to Benefit From Healthy Conflicts

How to Benefit From Healthy Conflicts

Conflicts are an interesting phenomenon at the workplace – you either have too many of them or you have none at all. Neither of them is healthy for an organization as they act as roadblocks to innovation. Yet, every organization has its fair share of conflicts (or lack of it). For a leader, it’s quite challenging and puzzling when you’re caught in the midst of such situations. Either you have a room full of people who agree with everything you say, or they’re hell-bent on disagreeing with you just to prove you wrong. And again, in either case there’s truly no winning situation nor is it productive for your organization. There are a few workable solutions to make the most out of conflicts. A balance of healthy conflict and a certain level of agreement is what you need to strike to ensure things move along smoothly. Here’s how you can facilitate the process and ensure you’re able to extract the most from your team. 1. Respect Differences There’s much...

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Posted by on Jun 1, 2017 in Talent Management in Asia |

4 Reasons Why You Should Let Your Top Talent Go

4 Reasons Why You Should Let Your Top Talent Go

Letting your top talent go, once in awhile, is really the right move. At first this may sound absolutely absurd but there’s solid evidence to the fact that it really isn’t all that bad. Sure companies work endlessly to develop robust retention programs. Managers engage their team to ensure they’re motivated, challenged and hooked to the company’s cause. Even leaders allocate valuable time to mentor their highly talented individuals. So why would I say it’s a good to let your top talent go? Acquiring top talent isn’t easy. It requires elaborate employer branding campaigns, a corporate image that speaks volumes about your culture and a cohesive team spirit. So how is it the right move to let your rock star performers go? Here are a few reasons that may help you consider this route: Complacency Complacency is one of the biggest killers of innovation and growth. Sadly, when a team works together for too long complacency slowly creeps in. Sure, you may have a challenging job and a world...

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Posted by on May 25, 2017 in Talent Management in Asia |

5 Strategies to Build an Effective Talent Pool

5 Strategies to Build an Effective Talent Pool

Building a strategy that prioritizes talent management and invests time and effort into building a talent pool is a critical necessity for your organization’s success. There’s just no way to avoid it. A solid talent pool is directly related to how innovative, productive and efficient your organization is. Hence, you should be seriously considering being proactive regarding talent management which would include building a strong robust pool from which you can extract strong candidates to fill business critical positions. Though all that is easier said than done. Building a strong talent pool requires accurate forecasting, an enriched culture and employer brand and strong acquisition abilities and practices. Only with these would you be able to maintain a talent pool that’s filled with highly competent, capable and qualified candidates. So how do talent managers accomplish this based on their current and future needs? Here are some effective strategies that can help you get started. 1. Create a Talent Mindset The first step in building a strong talent pool is to...

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Posted by on Apr 13, 2017 in Talent Management in Asia |

6 Innovative Activities That Can Boost Team Building

6 Innovative Activities That Can Boost Team Building

It’s no doubt that teams work miracles when they really know each other. Having strong synergy and a deeper understanding of each other’s motivators can transform groups of people into high performing teams. Over the years I’ve worked with several teams and helped them understand and accept the power of disclosure. Once that’s established, I engage them in activities that facilitates their ability to achieve even more success, enabled by their realignment and cohesiveness. Here are some activities that you can engage your teams with to produce similar results. 1. Hard Talk I often use the Hard Talk activity to expose the leader of a team to hard hitting questions. To make this a success, start with the toughest questions first. These questions are what everyone wants answers to, are often heard around the office as gossip and are the most perplexing ones for team members. I’ve found Hard Talk to be the most impactful team building activity as the audience is gasping at my audacious questions. Of course...

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Posted by on Feb 9, 2017 in Talent Management in Asia |

7 Common Myths About Performance Management

7 Common Myths About Performance Management

Performance management or reviews are probably the most unpopular practices in the workplace. Managers roll their eyes at it while employees shudder at the thought of it. Over the years several companies have tried to add color to the process, giving it a more approachable and feel-good appearance. While some of these attempts have been mildly successful, unfortunately, there’s still an aura of negativity that surrounds performance management. What are some of these myths about performance management that cloud people’s perception? Here’s a look at a few: Myth 1: Performance Management is about highlighting an employee’s weaknesses In order for you to grow your career and truly tap into your full potential you need to know what you’re doing best and where you need to polish up. And that’s where performance management discussions can be helpful. It provides you a break from your work to think about yourself and where you’re headed. With the careful guidance of your manager you can get a better understanding of your role and...

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Posted by on Jan 10, 2017 in Talent Management in Asia |

3 Effective Ways to Motivate Your Team in 2017

3 Effective Ways to Motivate Your Team in 2017

Among the key skills we look for in our talent pool is the ability to take initiative and be self-motivated. These skills probably allow leaders the most mental peace. Knowing that your team is charged up, delivering quality results and aiming for the achievement of goals, day after day. Awesome isn’t it? In reality though, such energy diminishes over time and productivity tends to reduce. It’s a natural cycle that every team experiences. That’s the moment when you, their leader, needs to step in and motivate your team. In theory, it’s great to have a team of self-motivated individuals. But let’s be honest with ourselves – are they truly so self-motivated that your input is redundant? I don’t believe a team can continuously, year after year, remain motivated without some level of intervention from their leader. Their motivation needs refreshing. And that’s what your job, as their leader is. To rekindle and fuel their passion for the job. To start this year on a positive note with a team...

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