Category Archives: Leadership and Talent

The top speed of a cheetah, or the importance of real-time performance feedback

I recently received my monthly ride sharing report, via email, and there were all my statistics and even a comparison to the top speed of a Cheetah: My rider scorecard (yes, it made me give up back-seat driving) had me … Continue reading →

High-tech role retention reaches boiling point?

Competition for hot skills is fierce, but many businesses are uncertain about what level of premiums they should pay, and what their policies on hot skills recruitment and retention should be. Continue reading →

Oil and gas firms look at talent while waiting for $60 barrels

Make no mistake, it is a tough time for the oil and gas industry, and big and small firms alike are struggling to strike the right balance between cutting costs and protecting their brands, all while making sure they are … Continue reading →

Getting ready to report your gender pay gap in the U.K.

April 2018 may sound a long way off. But from that date, it’s proposed that all companies with over 250 employees in the U.K. will have to report their ‘gender pay gap’—aka, the difference in pay between all male and … Continue reading →

The fourth industrial revolution and being fair by design

As we move through the fourth industrial revolution, a few things stand out. Among them, that the ongoing discrimination against women — a shameful cultural and historical legacy — has no place in this century. I find it scandalous that … Continue reading →

Adjusting career-stage jobs and rewards

Today one in five the employees in the U.S. are 55 years old or older. According to the Bureau of Labor Statistics this number will rise to one in four by 2022, outpacing employment growth by 500%. This is not … Continue reading →

Control your company’s destiny with a work strategy

In many ways Brexit news hit like a splash of cold water – a shocking surprise. In the weeks that have followed, many organizations are now experiencing a constant, sprinkler-like flow of information and activities needed to manage internal and … Continue reading →

Talent: a long-term risk for tech firms

Firms need to consider the impact of talent on their ability to enter new markets, and respond to new sources of competition. Continue reading →

Work segmentation? The new .01 percent?

Recently Walt Disney World started offering special access to visitors to avoid the crowds. For the elite traveler, cruise ships have premier packages with separate pools and lounge decks visible through glass partitions from the common deck. Airlines have stratified … Continue reading →

Rethinking reputational and talent risk — Where say on pay fits in

The balance of reputational and talent risk is playing out in unexpected ways and is something that more companies will want to take into account when determining their own say-on-pay approach. Continue reading →