As an Organizational Development and Leadership practitioner, I often find myself having conversations about leadership – what it is and what it isn’t – and how to be a good leader.
It’s time for some truths.
So what are some hard truths about leadership? Read more…
Sometimes employers do win in court, even if they’re in technical violation of the law.
One employer’s FMLA violation wasn’t enough to lose a lawsuit. Many claims involving the Family and Medical Leave Act are tied to the timeliness of notices.
The regulations are clear and specific for the maximum and minimum amount of time to send an employee notices relating to their FMLA claim. Employees have their own time requirements to perform such acts as returning medical certifications. This does not mean that all is lost for either party when a deadline is missed, if the required act is completed. Read more…
By John E. Thompson
The U.S. Department of Labor has released its proposed regulations implementing Executive Order 13658, President Obama’s directive to raise the minimum-wage rate for workers on federal contracts from $7.25 per hour to $10.10 per hour (subject to annual increases after 2015).
We wrote about this initiative earlier in the year; we will not repeat those discussions here.
Identifying all ramifications of the 181-page Notice of Proposed Rulemaking will necessitate a careful review. However, at least some ambiguities of the Executive Order itself appear to have been clarified. Read more…
A friend of mine posted this blurb on Facebook from an audio book he was listening to (note: I don’t know the name of said audio book):
Numerous studies have shown us that those given authority are more likely to lie, cheat and steal, while also being harsher in their judgments of others for doing these same things. Science tells us people with power feel less compassion for the suffering of others.
Previous experiments also show us that those who are obedient to authority are capable of the worst forms of murder, and tolerant of the worst forms of abuse. They will even chastise those of us who resist corrupt authority. They become facilitators of evil, believing that obedience to authority absolves them of personal responsibility. “ Read more…
Back in March, I discussed a few takeaways from Deloitte’s Global Human Capital Trends 2014 survey. After going through the report again, I think it would be worthwhile to mention some of the other global trends for 2014.
I previously discussed the need to re-skill HR teams, one of the top four (out of 12) global trends that survey respondents perceived as most urgent. I did not, however, discuss the top trend perceived as most urgent by responders — the need to build global leadership.
Fully 38 percent of respondents rated this as “urgent,” 50 percent more than the next trend identified as “urgent.” Read more…
Here we go again.
In the July-August 2014 Harvard Business Review, author Ram Charan writes that It’s Time to Split HR. He proposes two totally different units – one that handles “administration” which he says would be primarily compensation and benefits. It would consist of “HR practitioners” and would report to the CFO.
The other would handle leadership and organization, report to the CEO, and be staffed by rotating high potential operational leaders.
Sound familiar? Read more…
The economy may be improving, but job numbers show it’s a long way from fully bouncing back from pre-recession levels.
According to a survey from Kelly Services, 66 percent of the world’s workforce is looking for a new job and researchers say the employees most likely to leave are a company’s top talent!
Baby Boomers (aged 49-66) are the most likely to switch employers, with a staggering 74 percent planning to look for another position, compared with an extremely troubling 69 percent of Gen X (31-48) and 66 percent of Gen Y (19-30). Read more…
At the time you announce a new strategy, reorganization, acquisition, or any significant change in your organization, the conversations are likely already underway everywhere.
It is human nature, and brain science has verified, that we want to eliminate uncertainty in our lives; therefore, we talk to each other about what is happening around us.
If we are not talking, then you can be certain that we are thinking about what is going on around us and not focused on the task at hand resulting in less than normal productivity.
Stated another way, the amount of alignment and clarity in your organization is decreasing. Read more…
Remember cartoon character George Jetson’s grueling two-hour workday, which earned him a deluxe apartment in the sky? Whatever happened to that future?
Instead of enjoying a shrinking work week due to better technology, as we’ve expected for decades, the average American work week has actually grown to nearly 60 hours!
How is it that we have less discretionary time and work harder than ever, even though technological breakthroughs have made us all incredibly productive? Read more…
A common complaint made about development programs is the concern that it will create employee turnover.
As employees develop new capabilities they will be unsatisfied staying in their current roles and will begin actively seeking opportunities elsewhere. People argue that “if we develop our employees other people will hire them away.”
Or as some managers put it, “Why should I develop people just so others can poach them from me?”
Concerns about talent poaching are misguided and extremely detrimental to long-term organizational health. Read more…