Newsletter

In a recent client engagement, we supported a leader who wanted to move into a VP role in her organization. However, it soon became clear that she was not ready for a senior leadership role. Our role involved helping her understand where she needed to build her skills and supporting her in doing that.  Perhaps […]

Things don’t always go according to plan. That’s life, right?  A grant application is rejected, a key team member decides to move on, an important new initiative isn’t ready to launch on time ― or one of a million other things. I’ve certainly faced my own setbacks at work too.  To get through tough times,

Your network matters.  In an example from my own life, I was recently able to respond to a large RFP because I had maintained a relationship with a former client.  That former client has complementary skills to mine and is now working as a consultant. So we partnered up to put together a strong response

We’ve been helping one of our long-term nonprofit clients implement live case studies this year. And it’s transforming their hiring process! Hiring managers are finding it really helpful to see a candidate’s thought process unfold and to understand how and why they arrive at their recommendations. They also gain a lot of information about a

As I’ve been deeply embedded with a client’s team this year, I’ve been reminded of some of the truths and challenges of leadership. When you’re a leader, your team notices every move you make.  Everything ― from your tone of voice to what you say (and don’t say) to the way you show up ―

Retention doesn’t happen because of pizza parties, team building activities, annual retreats, lunches, or cute swag. Retention doesn’t happen by checking off compliance activities either, like completing continuing education hours.Retention is ultimately how people feel about your organization. If they feel positively, you retain them. So how do you retain your team? Unfortunately, there’s no one-size-fits-all

When you’re looking to hire a talent firm, it’s not enough to lay out the scope and deliverables you need. You must also know what skills, experiences, and attributes matter. Skills: These are the abilities someone has gained. For example, if you want to reorg your finance department, you should hire a firm that is

What are career pathways? An evolved career ladder that is built on the idea that there are varied ways to get to a given role. Think staircase, not ladder: Career pathways define the skills and the mastery level of each skill that team members will need to succeed in different roles. This enables people to drive their own development

At its worst: Performance management can feel arbitrary and capricious.  At its best: It’s an objective tool to uplift people, give them clarity on the skills they need to be successful, and provide opportunities for learning and growth. It empowers everyone involved. Why it’s important, especially when you have so many time constraints: People will feel and

“Every system is perfectly designed to get the results it gets.” W. Edwards Deming What organizational health is not: Pizza parties, happy hours, or simply having talent systems.  What it is: Organizational health is the outcome of talent systems that are clear, coherent, transparent, equitable, and consistently implemented.  Why it matters: When organizations are healthy, they enjoy and benefit