Where is your Focus? People or Process

In a recent article in the December 22nd issue of Investor’s Business Daily, Kevin Harlin points out that Employment consulting firms say it is vital to track and nurture promising leadership candidates even though the economy is sluggish. Steve Krupp, partner and leader of the executive talent management practice at Delta Organization & Leadership, asserts that if a company fails to engage and communicate its top performers, they might be inclined to depart.

Rather than focusing on your processes, focus on your people. They are your biggest asset. Remember that turnover can cost you double of just one employee’s salary. A survey from Delta found that most U.S. companies fail to monitor their best performers, even fewer communicate with these employees, and few top executives support such initiatives.

PPG Industries, a global glass, paint, and chemical firm, has been tracking its best employees for about a decade. Roughly 30 percent of workers are regarded as top talent, and just 1 percent is deemed suitable for the CEO position. Identified employees get first priority for training, special projects, and responsibilities. Executives also meet with these employees from time to time at informal settings like breakfast or lunch. Global business software firm SAP provides potential leaders with six-month fellowships in another division, typically in a different location, to ensure that these employees have adequate insight into the company.
The above synopsis of the article that appeared in Investor’s Business Daily demonstrates the need to evaluate talent from the first day of hire in terms of recognizing potential and people development as the priority for any organization. I really question whether companies today are focused on their future leadership and understand the need to develop people’s potential.

Innovative Leadership offers an Assessment Process called the Achiever Series that can not only assist not only with people development but also compliment certain aspects of succession planning, downsizing or transformation.

We are a company that is focused on helping companies develop their potential of their people that will result in organizational effectiveness. Please call us at your convenience to discuss our Assessment Processes that can make the difference in the future of your company at 609.390.2830.

Ludgate Speaks on Roles and Responsibilities for EEO

Somers Point, NJ - January, 1 2009 - Equal Employment Opportunity (EEO) Compliance is a very important responsibility many companies do not take seriously enough. On January 21st, Rose Ludgate from Innovative Leadership will be speaking on the roles and responsibilities of management with EEO. The meeting will be held at Greate Bay Country Club beginning at 5:30pm hosted by SSHRMANJ. You can register at www.sshrmanj.org, prices vary for members and non-members.

You will learn the roles and responsibilities of managers with EEO Compliance. All managers must be familiar with the general requirements of Employment Laws in order to meet legal requirements and failure to do so can result in individual and company liability. Rose Ludgate is Innovative Leadership's Senior HR Consultant. She has 25 years of work experience in Human Resources including: Strategic Planning and Development, Employee Relations, Recruitment, Benefits, Administration and Training and Coaching. Rose holds Training Certifications and specializes in Affirmative Action, Equal Employment Opportunity, Diversity and Leadership Training. A graduate of Penn State University, she is a member of American Society of Training and Development and Society of Human Resources Management and The American Cancer Association.

Innovative Leadership is a performance improvement company that provides solutions for today's business challenges. They offer unique programs, products and processes that can be customized to fit the specific needs of your company. For more information, or if you would like Rose to speak at your next company engagement please call 609-309-2830 or visit www.ILDV.org