Information is power. Keep up-to-date on the war for talent. Be prepared. Win.

A Step-By-Step Guide to Debriefing Employee Assessments

So you’ve got some news to share but you’re dreading it. What are you supposed to do? “Play God” and pass down some kind of judgments on your employees (McGregor, 1957, p. 90)? Fortunately, people actually crave feedback and providing it in the right manner pays dividends (Ashford & Cummings, 1983; Jacoby, Mazursky, Troutman, & Kuss, 1984; Pritchard, Jones, Roth, Stuebing,& Ekeberg, 1988)! You can follow this general guide to structure your conversation and help them make the most of it.

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What People Have Said About Other Pinsight Materials

"Great article. I like and support this approach."

~ VP of HR

"Interesting post. Thanks for insights."

~ Talent Development Leader

"Excellent insights."

~ Senior Consultant

"I enjoyed reading this."

~ VP of HR

"Excellent article."

~ Global HR Director

How to Become a Strategic HR Partner in 5 Minutes a Day

Have you ever Googled what people think about their HR specialists? *Disclaimer, if you are an HR professional, don’t do this* Everyone loves to pile on the criticism of HR departments. FastCompany even decided to publish a cover story about ‘Why we hate HR’ (Hammonds, 2005). You probably know the drill: HR professionals are too focused on bureaucracy, restrictions, and avoiding lawsuits, are bad at hiring, aren’t incredibly smart, and don’t deserve a seat at the table. All of which essentially boils down to: HR lacks the strategic prowess to really be impactful.

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Get Succession Right! The Ultimate Guide to Eliminating Succession-Planning Biases

Get succession right and your business thrives. Get it wrong and you risk bankruptcy. Quality succession planning sets your business up for long-term benefits. Given the clear business necessity of succession planning, why do we consistently make mistakes? Because executives and boards (and all people in general) are inherently subjective decision-makers.

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Leadership Development: 4 Ways To Tell “The Real Thing” From Snake Oil

From 2012 to 2013 alone, organizations increased their leadership development spending by 14% on average, with close to $14 Billion spent in 2013 on leader development (Bersin, 2012). Investing in leadership development can be a big gamble: ROI ranges from a loss of $500,000 to gains of close to $6 million depending on the quality of the intervention and the time spent by participants (Avolio et al., 2010). Consequently, mature organizations tend to spend between 25% and 75% more than their less sophisticated counterparts (Bersin, 2014). Sadly, we have a long way to go in terms of the success of our leadership development efforts. For instance, a Bersin (2013) report recently indicated that close to 75% of leadership teams end up failing.

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5-Step Guide to Successful Assessment Center Implementation

If you have ever been curious about assessment centers, afraid of their complexity, worried about their cost, or generally interested in whether or not they fit your or ganization’s needs, this is the eBook for you. Our goal is to tak e a step by step walk through of the assessment center process from start to end. This is not, a “day in the life” of the participants, rather it is a day in your life – selling the organization on the idea of assessment centers, planning their im plementation, actions during the actual assessment center, follow-up and feedback techniques, and creating a sustainable talent pipeline through assessment centers that feeds into your organization’s needs: selection, promotions, and succession planning.

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ROI Guide to Leadership Assessments for Succession Planning & Development

We all want to make the best succession and promotion decisions and use the greatest tools at whatever cost. Scratch that. We all want to make the best succession and promotion decisions with the greatest tools within our budget.

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Next-Gen Leadership Development: Is There An App For That?

“Need better leaders? Send them to training,” seems to be the prevailing philosophy in organizations. It’s as if leaders miraculously emerged from the training room changed forever. Anyone who’s tried dieting or quitting smoking knows that change takes serious time and effort. And so it should come as no surprise that classroom-based leadership training is a complete waste of everyone’s time and the organization’s money. On average only 10% of training actually transfers to the job (Smith-Jentsch et al., 2001)!

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Getting Started with Succession Planning

If unfortunate circumstances arose tomorrow, who would step-in to replace the CEO? How about the Chief Financial Officer? Or, what about a Regional Manager? As few as 29% of organizations have a succession plan in place (Cappeilli, 2011), which makes it very difficult to adapt quickly and effectively in urgent situations. Succession management is risky when there is a plan in place, but when organizations fail to have any kind of plan or neglect managing pipelines of talent, they open themselves to even greater risk.

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Millennial Leaders: Myths and Reality

As of last year, Millennials became the largest group in the labor force, with 53.5 million compared to 52.7 million Gen Xers and 44.6 million Boomers (PewResearchCenter, 2015). And, Millennials aren’t necessarily the “young kids” at work, as many currently hold managerial and Executive leadership roles. What are the genuine differences of Millennial leaders and what are misconceptions that have side-tracked best practices in leader selection, training, and development?

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Making Effective Promotion Decisions

Employees are promoted for a number of reasons – to motivate them, to build skills and facilitate learning, and often, because someone is needed to fill a vacant position. No matter the reason, it works out best for all involved if the promotion goes successfully, if the person transitions seamlessly into the new role. Especially for senior and executive level promotions, failure is costly in terms time, energy, and money (Peterson, 2015). What are the best practices when making a promotion decision?

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Running Effective Talent Review Meetings

Organizations with formal and systematic performance management systems are 51% more likely to outperform others regarding financial outcomes, and 41% more likely to outperform others regarding customer satisfaction, employee retention, and other important metrics (Cascio, 2006). Meetings are painful, frustrating, and more unproductive than productive when run ineffectively, as they often are. Here is how to run smooth and efficient talent review meetings.

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Guide to Quality STRETCH Assignments

People seldom operate at their full potential. You pay them competitively. Your hiring process is rigorous. You offer trainings. So, what’s missing? How can you bridge the gap to maximize the efforts of your talent? A stretch assignment pushes employees to unleash the creative energy within to reach important business goals. When done effectively, these assignments help employees gain new skills, navigate risk and uncertainty, and build habits for a more productive workday. This guide provides recommendations and considerations for creating optimal STRETCH assignments for your employees.

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