Business & Talent. Aligned.

How you manage talent spells the difference between success and failure. To gain a competitive edge, leaders must be prepared to address shifting economic, social and demographic trends that impact workforce performance. Stay informed with research, insights and advice from our leading industry experts. The world of work is changing. Is your company ready?

October 22nd, 2014


What High Potential Profiles Can Reveal About Your Leadership Culture

Author: Jacques Quinio, EMEA Leadership Development Solutions Director & UKI Talent Management Principal Consultant

  High potential programs bring value to the individual participants, by helping them reflect on their leadership strengths and areas for development. Such programs impact all the teams and communities the participant works with, and have a positive impact on the efficiency of the participants in their current or future role.   These programs are

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October 15th, 2014


High Potential: How to Read Behind the Label

Author: Steve Doerflein, Senior Consultant, Talent Management, Right Management

  At times we see leaders advocating a person for advancement simply because at some point he or she designated as “high potential.” Despite no clear evidence of the capabilities required for success in the role being discussed, the “high potential” label is sufficient to get the person considered.   When someone says an employee

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October 8th, 2014


Are You Getting Women in the Door, but Not on the Elevator?

Author: Rebekah Kowalski, Principal Consultant, Strategic Workforce Consulting, Right Management

  I hear the question all the time: Why don’t we have more women in leadership positions?   In 1950, the labor force participation rate of women in the US was around 34%.  Today, that rate is almost 47% and the US Department of Labor projects that by 2025, it will climb to 58.1% (compared

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October 1st, 2014


A Change Will Do You Good. Really. Trust Me.

Author: Stephen Smith, Principal Consultant - Hong Kong, Right Management

  I once heard a physicist describe the end of time.  She said it was like a photograph. The picture in a photograph will never change and that, she said, is what the end of the universe will be like because time is the measure of change.  Everything in life, without exception, changes; change is

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September 24th, 2014


Onboard with Care: The Art of Engaging Acquired Talent

Author: Steve Towers, Vice President, Principal Consultant, Right Management

  In 2013, the volume of mergers and acquisitions in the U.S. hit one of the highest levels in recent years,  and 2014 is shaping up to be even better. Or worse, depending on your viewpoint.   No matter how you look at it, acquisition integration is a fact of life in business today. In

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September 17th, 2014


Ask Your Customers if You Should Invest in Talent Development

Author: Ruediger Schaefer, Group Executive Vice President, EMEA and Global Talent Management

  The next time someone in your organization wonders aloud whether allocating more money to talent development programs will deliver a good return on investment, you might want to quote this statistic:   It costs anywhere from four to ten times more to attract a new customer than to keep an existing one satisfied, according

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September 10th, 2014


How to Avoid the 3 Most Common Pitfalls in Managing Your High Potential Program

Author: Jacques Quinio, EMEA Leadership Development Solutions Director & UKI Talent Management Principal Consultant

  Ensuring the success of high potential programs is more important than ever, as companies struggle to identify, assess, develop and manage the careers of top talent to fill leadership gaps. Here are three of the most common traps in managing a high potential program and how to avoid these pitfalls.   Confusing high performance

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September 3rd, 2014


Career Development: Are You Building a Program or a Culture?

Author: Margaret-Ann Cole, Senior Vice President, Career Management, Right Management

  The world of work has undergone a significant shift in the last few years as the recession recedes. In particular, we see a renewed focus on workforce planning due to several factors, including: The looming exodus of baby-boomers from the market Talent mismatch as companies adopt new business strategies that require different workforce skills

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August 27th, 2014


How to Keep Top Executives Engaged in Your High Potential Program

Author: Steve Towers, Vice President, Principal Consultant, Right Management

  It’s critical to keep top executives engaged in the high potential development process. In my previous blog, I talked about the value of their input in the early stages – to align the development priorities with the business strategies and goals – and in rolling the program out to the enterprise where the strong

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August 20th, 2014


Greater Focus on Talent Assessment as Companies Gear Up for Growth

Author: Ruediger Schaefer, Group Executive Vice President, EMEA and Global Talent Management

  In the Human Age, no business strategy can be successfully executed without a talent strategy that takes into account what skills are needed to move the business forward.   With employees expected to deliver faster time to value, it’s clear that organizations are recognizing that talent assessment needs to be an ongoing initiative. In

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