By Carl Robinson, Ph.D., copyright 2006 In the aftermath of the recent defection of Alan Mulally from Boeing to run the Ford Motor Company, I had several discussions with executives about the rationale behind the choice (his reasons and Ford’s). It seems appropriate, therefore, to review the current best thinking on the criteria used by Read More >

By Carl Robinson, Ph.D. copyright 2007 To stay successful, companies cannot simply focus on recruiting because the demand for excellent employees is always strong, even in difficult financial times. Most successful companies have acknowledged that they must go out of their way to provide incentives to their top employees and executives to induce them to Read More >

By Carl Robinson, Ph.D., copyright 2009 One of the hallmarks of highly effective executives is their willingness and ability to act proactively regarding their own and their employee’s professional development. I am constantly amazed, however, about the frequency in which we (I refer to my colleagues in the Society of Consulting Psychology of the American Read More >

By Carl Robinson, Ph.D., © 2010 Given the expense associated with recruiting executives and the high cost of making poor choices you would think executives would want to do this well. However, I am continually amazed at how frequently senior HR folks will tell me that they have a very difficult time getting their bosses Read More >

Can You Manage across the Generations? Whether you are a team leader, manager or seasoned executive, you are likely playing a daily tug of war with the generations. The workplace includes Boomers, Generation X and Generation Y, and they all have unique characteristics that drive their professional (and personal) priorities.  Here are some quick takeaways Read More >

3 Ways to Manage Corporate Training Like a Business Does your organiation run its training department like a business? Although we have seen increase in awareness of ROI on training in recent years, author David Vance puts it succinctly, when he states: “Corporate learning is a $200 billion per year business, and it should be Read More >

Mentoring is quickly becoming the most effective and least costly alternative for fostering young or inexperienced talent. You will find that developing a mentoring culture in your organization gives you the opportunity to augment learning and better utilize your resources. Moreover, the benefits of relationship skills learned (by both sides) will spread through the whole Read More >

Have you lost any good employee talent recently? Do you think the loss was necessary? Was the defection for the purpose of a better opportunity, or because they “checked out” of your organization? Employees leave for a variety of reasons Of course, we can expect that regardless of the person, sooner or later they are Read More >

Have you lost any good employee talent recently? Do you think the loss was necessary? Was the defection for the purpose of a better opportunity, or because they “checked out” of your organization? That is, did they run away from your organization or run towardsanother? Employees leave for a variety of reasons. Boredom, under appreciation, Read More >

Advanced Concepts: Evaluating Training Programs One of the questions that I get frequently is “How will we know that a training effort is working?”   It’s a good question – and one that deserves a thorough answer. Whether you are an HR Director, Training Manager, Department Manager, or even a classroom participant it can be helpful Read More >