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Columns

  • C/me ™   View All Posts

    About C/me ™: Adding value is the result of doing the right things at the right times for the right reasons. C/me raises questions from an unconventional perspective and challenges the approach to the day to day decisions in business.


  • Doug Wilwerding Mr. Smith Goes to Wall Street: For years, we in management have been talking about Gen X, Gen Y, Millennials, etc. We have read countless articles and blogs on how different they are from the prior generations we have managed. We know those under 35 have lived a much different existence than the over-40s and have a different view of themselves, the world, and what work means. Greg Smith pointed this out in a fairly productive way in his NY Times op-ed.. read more
     April 2,2012 by Doug Wilwerding   0


  • No, Thank You No, Thank You: Very often, the best we can strive for is to avoid getting something we don’t need or shouldn’t have. A few more “no, thank you’s” in our world may well lead to happier and more successful people and companies. read more
     March 1,2012 by Doug Wilwerding   0


  • What's Wrong With Being Wrong? What's Wrong With Being Wrong?: Why are you so afraid of being wrong? The posturing in our companies to be right, or at least not in proximity of wrong is ubiquitous. It is a sad state of affairs for many. Being wrong can be so right in so many situations. read more
     February 6,2012 by Doug Wilwerding   1

  • Keep the Change   View All Posts

    About Keep the Change: Whether you are an individual contributor struggling through organizational changes or a leader working to implement, this column will provide you with key strategies, insights and case studies that will help you apply and optimize change within your organization.


  • Iron Leadership: The Thinking Patterns of Leaders Who Endure Iron Leadership: The Thinking Patterns of Leaders Who Endure: This is the "Age of the Corporate Athlete." In this 3-part series, I turned to endurance athletes— the kind of athletes I think have the attributes needed for today’s endless change. I spoke with many top endurance athletes to find out what we could learn from them about leading in a time when change is ongoing and the challenges keep coming. read more
     May 1,2012 by Lawrence Polsky   0


  • Lawrence Polsky Drive Big Change with these 6 Corporate Learning Tactics: Corporate learning functions are critical to driving organizational change. We are in the middle of analyzing our 2012 Global Best Practices Research on Leading Change and “culture change” is a priority globally. 62 percent of over 550 global respondents said that they are involved in culture change projects. Cultures only change when employees change behavior. So who better than Corporate Learning to advise on how to drive this change? I interviewed several leading learning executives to find out how they do it. Here are their six must do’s... read more
     March 20,2012 by Lawrence Polsky   0


  • The 6 Secrets Leaders Use To Get Buy-In The 6 Secrets Leaders Use To Get Buy-In: The research is clear – the main reason change fails is lack of buy-in. So what can you do to overcome the odds and get real buy-in for important organizational changes? I asked seasoned internal change leaders for their input and this is what they told me. read more
     February 1,2012 by Lawrence Polsky   0

  • Next!   View All Posts

    About Next!: Next! is a column that’s not afraid to go against the grain and challenge common business practices. Irving Buchen, Ph.D, shares his insights and teachings on “self-coaching,” and its capacity not only to change, but also to cure.


  • Irving Buchen, Ph.D Mechanisms and Neutral Leadership: This is the story of finding an intermediary which can do the job and preclude you from appearing as the villain of the piece. A mechanism, or a neutral catalyst, can enable an important process to happen without itself being consumed. Ideally, leaders need to find ways to be neutral. It is better to lead with an invisible hand than to have to perform miracles. After all, you still have to work with your team... read more
     April 23,2012 by Irving Buchen, Ph.D   0


  • Irving Buchen, Ph.D The Online University App: Blending "Rah-Rah" and Success Measures:: Companies use various means to create and stir the workforce to be engaged, productive and happy. HR has to find the means to animate and align employees with company objectives to achieve unity of focus and enhance productivity. But that is not enough-- accountability has to be factored in. Targets have to be established and ways found to track and measure progress toward goals. This can’t be solely “rah-rah” and group rant. This is serious business. read more
     March 23,2012 by Irving Buchen, Ph.D   0


  • 4 Examples of What Mentors Can Offer the Walking Wounded 4 Examples of What Mentors Can Offer the Walking Wounded: It is required to identify a unique source of direction and to search for developmental options which are incremental—that stretch existing managerial levels and roles beyond current limits and even job descriptions—but which also break new ground horizontally. Although a number of such options are available, the four examples below may suggest the range of what mentors can genuinely offer the walking wounded. read more
     February 23,2012 by Irving Buchen, Ph.D   0

  • HR Round Table   View All Posts

    About HR Round Table: In this column, you’ll find perspectives from your peers and thought-leaders regarding the risks, challenges and need-to-know information for HR professionals surrounding recruiting, technology, talent management, and other pressing issues for today’s HR business partners.


  • Alexandra Guadagno Advancing Careers, Achieving Your Goals: The Do's and Don'ts of Career Pathing: The US economy has been on the rebound, and employment in the States has been growing solidly since late 2011. While this is terrific news for the many Americans who have been unemployed for far too long, companies that are starting to hire again must face head-on the challenges of finding skilled employees to fill their leadership pipeline. What’s more, with increased job mobility for employees, organizations must vie to keep their top producers from jumping ship. read more
     May 15,2012 by Alexandra Guadagno   0



  • Diversity Diva   View All Posts

    About Diversity Diva: The Diversity Diva tackles real world, down-to-earth topics about workplace diversity and inclusion issues in a way that creates and supports a fair, equitable, positive and efficient workforce.


  • Michelle T. Johnson Social Media Policies On The Wrong Side Of A Diversity Issue: If you are involved in any Social Media sites at all, particularly Facebook or Twitter, one topic that's all the rage is the issue of prospective employers having the ability to access the Facebook pages of applicants. Privacy issues aside (and that is a pretty big "aside" for me), any company that engages in this policy is putting themselves on the wrong side of a diversity issue, if not an outright discrimination issue. read more
     April 23,2012 by Michelle T. Johnson   0


  • Michelle T. Johnson Lin-sanity and Racial Juxtaposition: People have excessively harped on Lin’s success in the NBA, in great part because Chinese is not the first ethnic group that comes to mind when thinking of professional basketball players. This takes us right to my theory of racial juxtaposition, which I would define as the American obsession with constantly defining and redefining racial “norms”— and finding it notable when someone is a success outside of the so-called norm. read more
     February 29,2012 by Michelle T. Johnson   1




  • "You're Not the Boss of Me!" "You're Not the Boss of Me!": Telling people what to do actually destroys their ability to do it. People enjoy challenges; we enjoy achieving our goals and being proud of what we have done. What we hate is being told what to do. read more
     April 13,2011 by Peter Hunter   0

  • The Right Workplace   View All Posts

    About The Right Workplace: The interpretation and practice of the corporate culture adopted by managers is a key determinant in the day-to-day experience of staff and how they describe the culture. This column on workplace relations shows how the actions and behavior of managers will influence each staff member’s description of the culture—and ultimately, organizational performance.


  • HR: Building Internal Partnerships HR: Building Internal Partnerships: It is often said that HR should be a business partner with other areas of an organization. The focus of being an effective business partner is to ensure the HR function is relevant; that it is well integrated with the business and capable of delivering all of the required outcomes. The problem is: where and how does HR start? read more
     April 9,2012 by Ron Jones   2


  • Ron Jones The Importance of Induction: Induction has to be about how the employee is welcomed to the organization: how they establish their relationship with colleagues and with supervisors; how they engage with the overall direction and vision of the organization and how they see their role within the structure. How the individual responds to this and performs will then be a matter of assessment during the probation period. HR Managers have a responsibility to develop more welcoming processes for bringing new staff on-board. read more
     March 9,2012 by Ron Jones   0


  • Leadership and the Comfort Zone Leadership and the Comfort Zone: I have often wondered how we should prepare those we expect to take on leadership roles in our organizations. HR practitioners need to think outside their own comfort zone to provide more effective leadership solutions for their organizations. read more
     December 19,2011 by Ron Jones   1

  • HR Toolkit: Idea of the Week   View All Posts

    About HR Toolkit: Idea of the Week: HR Toolkit is a collection of ideas, strategies and practical applications pertaining to human resources, training, learning, employee development, social media, and much, much more!








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