Home Bloghttp://www.capstoneinternational.comSun, 05 Sep 2010 07:08:43 GMTRetaining Talent in Your Organisationhttp://www.capstoneinternational.com/retaining-talent-in-your-organisationThu, 02 Sep 2010 13:02:45 GMTCapstone International Capstone International's MD, Nick Davies, when speaking at a networking event, gave the audience an insight into past and current thinking on ‘talent management’. Nick's research into this topic looked at many public case studies, as well as organisations that were directly interviewed regarding their approach to talent management. Companies from new media agencies through to financial institutions created a broad spectrum of ideas.

The presentation looked at the roots of talent management in business dating back to GE in 1912; at that time there was an emerging appreciation for developing and investing in individuals who showed promise and who could deliver results.

Nick identified 7 essential lessons for making talent management work and 3 of the most common mistakes made by organisations. These include:

The 7 Essentials of Talent Management:

  • Raise the recruitment standard
  • Ensure Board accountability
  • Drive your process from succession
  • IMaximise what you’ve got and what you do with it
  • Eat what you cook
  • Give responsibility to your people

Key Mistakes:

  • Making it the responsibility of HR
  • Thinking that a good process alone will fix it
  • Having a 'one size fits all' approach

Feedback from delegates included:

"Some very interesting and thought provoking concepts and assertions"

"Nick Davies' session was brilliant. He covered so much ground with great case study examples"

“Interesting comparison of how different organisations manage talent”

For further information or to order a copy of the powerpoint presentation please contact us on +44 (0)20 3397 0994

]]>http://www.capstoneinternational.com/retaining-talent-in-your-organisationWhy does change fail?http://www.capstoneinternational.com/why-does-change-fail1Mon, 26 Oct 2009 10:21:33 GMTJasonWhether you are adopting new strategies, outsourcing, merging, disposing or implementing, employees can be become far less productive during Organisational Change. As people are at the heart of any organisation, the cultural aspects of any change or transformation improvement must be catered for.

 Despite enthusiasm for the idea of successful change, very few companies are successful at implementing it, let alone achieving it. The top 7 reasons (as identified through research*) for change initiatives failing are listed below:

  • Lack of clear vision and goals
  • Companies being great at strategizing but poor at implementing
  • Inability to recognize the importance of culture & staff buy-in
  • Lack of defined and achievable milestones
  • Uncommitted and Ill-prepared Leaders
  • Not acknowledging how people feel they will fit in
  • Lack of communication, in particularly with the decision makers/stakeholders.

Sound familiar? If you would like some assistance or just straight forward advice, why not give us a call for an informal conversation?

 * Capstone International data & ADL Study

 

]]>http://www.capstoneinternational.com/why-does-change-fail1Why you won't want to sit still in a declining economyhttp://www.capstoneinternational.com/why-you-wont-want-to-sit-still-in-a-declining-economyMon, 26 Oct 2009 10:21:02 GMTJasonAlthough some try to avoid the term, the down-turn in the ‘current economic climate’ will undoubtedly be hard for organisations to deal with. Issues may include being unclear on direction, ill-prepared leaders, ignored culture and an unsuitable approach; but providing clearer leadership, a revised strategy and better planning will help reduce a detrimental impact.

Winning companies have a winning culture, creating efficiency and flexibility which keeps them on top. In order to achieve this, they are spending at least 6 weeks a year training and building the people within their organisation.

The most important action is demonstrating effective leadership and nurturing it. One of the keys to sustainable growth is staying ahead in challenging times; and whilst the knee-jerk reaction may be to batten down the financial hatches, continued investment in improving leadership capabilities is essential for a bright future.

Strategy is also critical, adapting to the current climate and looking at how the future of the organisation will look and the type of 'sea' it might be 'sailing' in.

And finally, although it goes without saying, planning - it's essential; allowing you to utilize information to action things now and in the future. Decide what to focus on, what could be improved and what should be stopped altogether.

If you need any support, give us a call and we will help you maximize your people's potential and performance.

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