Our client, a global industrial manufacturer headquartered in Europe, took a commercial decision to withdraw its production from Australia and New Zealand and, engaged deliberatepractice as their partner to assist them with the closure of their Australian and New Zealand sales offices. Our services provided end to end project management and expert advice on managing […]
It’s finally happened; you’ve been made an offer for the job you’ve been waiting for. Then something unexpected happens. Your current company suddenly expresses an appreciation for your work, promises more money and opportunities for advancement. What to do?
Email wars can breakout anytime anywhere in an organisation and are nearly always counterproductive to resolving issues, large or small. Emails can be a really efficient way of sharing knowledge and information in real time but it’s also easy (and tempting) to belt out an email response, provoked or unprovoked, to put someone back in their box on a contentious issue. Why do troublesome emails still fill cyberspace?
With fewer than 1 in 3 employees engaged, and with more employees now looking for roles outside of their organisation, 2011 will be a challenging year for retention. BlessingWhite’s 2011 Employee Engagement Report sheds light on the quest for creating a more meaningful, productive work experience for you and your colleagues. How do your retention […]
Today, technology is advancing at a rapid rate of knots. You only have to take a look at the rise and rise of social media such as twitter, facebook and You Tube in everyday life, our wifi world and seemingly never ending applications of digital technology. The speed of technological developments is already and will continue to have a massive impact on the future of careers. What can or should you do when considering current and future career satisfaction?
Imagine 100 people working at a large company. They’re all middle managers, around 35 years old. They’re all smart. All collegial. All hard-working. They all have positive attitudes. They’re all good communicators. So what will determine who gets the next promotion, and the one after that? Which of them, when the time comes, will get […]
Outplacement, or as some know it, Career Transition, has been around for a number of years, however, the needs have changed considerably over the years. Research clearly shows that participants really value their face to face time with their career consultant and practical support provided to help them quickly and efficiently take the next step in their career. So what else has the research shown to be critical considerations for implementing effective and smart Outplacement in 2011?
Tis the season for the annual performance review processes for many of our clients, providing a timely opportunity to reflect on the benefits of an effective performance review process and what can be done to enhance the outcomes for all involved.
When conducted effectively, a performance review can be an engaging occasion for an employee, providing an opportunity for a meaningful conversation around a number of areas including performance, expectations and development.
When executed effectively, the employee and manager both leave the meeting with clear goals, an action list with commitment to delivery and enthusiasm for the future.
Employee engagement is, and will continue to be a key challenge not only for Human Resources practitioners but executives, business owners, supervisors and managers at all levels within an organisation.
An interesting insight into Google’s approach to understanding (quantifying) what their employees value and re-affirmation that employees value their leader’s people skills rather than technical competence. The science of people in action. http://nyti.ms/ibA4EW What are your thoughts on Google’s approach and findings?
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[/kml_flashembed] In today’s new reality, post the GFC, deliberatepractice set out to discover what HR professionals truly valued and what they found wanting when seeking HR consulting support. In a recent in depth survey of HR professionals conducted by deliberatepractice several compelling themes emerged about consultants vying for their business and the tools favoured to meet today’s people challenges.
…consultants have the opportunity to work positively and creatively…
This blog focuses on the characteristics of the best and worst consultants