(Harvard Business Review, 8 May 2012) In Brief: Breakthrough innovation is impossible without the right people to develop the product, this writer says. Start from scratch and throw out all assumptions. Build a team for the specific task, rather than cobbling one together from whomever is available. Don’t be afraid to rethink your hierarchy. Our [...]
Read more(TLNT, 9 May 2012) In Brief: Before you can engage your employees, you need to serve them, according to this writer. Give them your time, concern, and interest, he says, and they will reward you with increased productivity and a higher level of commitment. Our View: Start assessing your employees’ level of engagement by getting [...]
Read more(SmartBlog on Leadership, 7 May 2012) In Brief: Corporate leaders should learn everything about their companies and industries, because only then will they be able to think strategically about the big picture, this writer says. Our View: This is good advice, particularly for finance executives, who are asked more frequently to use their proximity to [...]
Read more(MonsterThinking, 30 April 2012) In Brief: Employees who are engaged are more productive, more effective, and less likely to leave the company, this writer says. Here’s a short quiz to determine your staff’s level of engagement. Our View: Most approaches to measuring and managing employee engagement are flawed; traditional approaches are geared toward quick fixes [...]
Read more(Business Finance, 4 May 2012) In Brief: As the business environment becomes increasingly global, Finance will see both constancy and change. The function’s three main missions of “custodian,” “commentator,” and “counselor” will remain intact, according to this writer, while the definition of these roles and the measures of success will be transformed. In the future, [...]
Read more(The Work Buzz, 3 May 2012) In Brief: Thirty-one percent of companies are planning to hire for executive-level positions in the next six months, according to a new survey. Our View: Finance leaders seeking positions in larger enterprises (or promotions at their current companies) should understand that their standing is inextricably linked to corporate performance. [...]
Read more(Thought Leaders, 2 May 2012) In Brief: Leaders must strike the right balance between independence and interdependence to become more self-reliant, a trait which leads in turn to quicker growth and development, this writer says. Each organization also needs collective leadership to thrive. This means you must harmonize a second set of factors that may [...]
Read more(Journal of Accountancy, April 2012) In Brief: To retain top young accounting talent, this article suggests, offer competitive compensation packages, create a culture of openness and trust, allow for work/life balance, and use career roadmaps to enhance leadership and development skills. Our View: Some of this advice is sensible; some is slightly misguided. For example, [...]
Read more(Malta Independent Online, 29 April 2012) In Brief: Many companies value training and development, but most have not integrated these programs into their long-term business strategies, says one HR expert. Research indicates a strong correlation between training and the bottom line; organizations with strong learning cultures are 46% more likely to be innovators in their [...]
Read more(Talent Management, 30 April 2012) In Brief: Eighty percent of large US companies have “moderate” or “extensive” plans for hiring this year, according to a new survey. Our View: Finance teams expecting to hire in 2012 are seeking employees with analytical and critical thinking skills.Target candidates possessing the must-have hard and soft skills. Test for [...]
Read more
