By Art Kleiner
During this moment version of his bestselling ebook, writer artwork Kleiner explores the character of powerful management in instances of switch and defines its significance to the company of the long run. He describes a heretic as a visionary who creates switch in large-scale businesses, balancing the opposite truths they could t deny opposed to their loyalty to their agencies. "The Age of Heretics" finds how managers can get caught in counterproductive methods of doing issues and indicates why it takes a heretical viewpoint to get earlier the impasse and circulate ahead.
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Additional info for The Age of Heretics: A History of the Radical Thinkers Who Reinvented Corporate Management (2nd Edition)
Example text
This metric also serves two purposes. First, it is a check and balance on the quality of people who were promoted; that is, people are less likely to throw unprepared leaders into new positions. Perhaps more importantly, this metric reinforces the importance of setting new leaders up for success. Some of the best metrics to assess organizational talent include the following: • Recruitment and staffing: One of the indicators of a strong organization is the extent to which you can attract good people into your organization, especially in jobs that are essential to your business objectives.
Once you have assessed yourself, consider the members of your team. Where are they strong? Where are they weak? Challenge your team members to assess themselves against the competencies, and then have a discussion as a team. Make sure the discussions focus on strengths and weaknesses rather than just weaknesses alone. For example, one of your direct reports may show promise in networking across departments, a strength which could be enhanced to become an even stronger asset for this person in the future.
1 Metrics to Watch Talent management dimension Succession management Metrics to watch Leadership bench strength • Key positions with at least two “ready now” candidates; and at least two “ready in one move” candidates • Time to fill key positions • Internal vs. 1 Metrics to Watch Continued Talent management dimension Metrics to watch Leadership and employee capabilities • 360-feedback scores – overall, by business group, by management level, etc. , leaders, engineers, IT) • Turnover rates by performance rating (to see if high performers are leaving at higher rates) Other metrics • Absenteeism rates • Grievance rates • Safety rates • Ethics violations Talent Management Metrics to Watch 43 To Learn More Becker, B.