When High-Pots Believe in the Uniqueness of Their Special

RJ Morris Career Paths, Employee Coaching, Employee Development, Good HR, Leadership, RJ Morris, Talent Management 1 Comment

In the Talent world, we hear about high potential employees all the time. “She’s a high-potential; that team is loaded with high-pots; we need a high-pot to take on that unit.” Everybody wants someone labeled as a high-potential talent. Everyone, that is, except for a high-potential leading a team. One of the biggest challenges I have seen is getting a …

Let’s Fix This Company’s Succession Mess

RJ Morris Change Management, RJ Morris, Succession Planning, Talent Acquisition, Talent Management

As a talent geek, I love it when succession planning rumors fly at big public companies.  CEO succession is the most complex, challenging work an HR pro can do, and it is fascinating to watch a company bungle it. Thank you, Airbus, for providing us our case study for the day. We’ll let HR pros from across the country weigh …

What We Mean When We Say “Talent”

RJ Morris Employee Coaching, Good HR, Hiring Managers, Leadership, RJ Morris, Talent Strategy

We catch a fair bit of grief in HR for using the term, Top Talent. The problem, of course, is that talent means different things to different people. Folks cannot articulate what top performers really do or they get caught up in using tired clichés. I’m gonna try to fix that for you. I think the challenge is that companies …

Tesla Fired Hundreds….To “Improve Morale”

RJ Morris Corporate America, Employee Relations, in the news, Outmatch, RJ Morris

When you geek out on talent like the folks here at FOT, it’s fun to sit back and watch high profile companies make big talent decisions.  Intrigue, strategy and risk are all embedded in public leadership transitions, succession planning, business strategy pivots, acquisitions, mass firings….wait, what? Mass firings?  Who announces those and makes them public?  Well, Tesla does.  Backstory intro …

You’re 10 Years Too Late To Get Amazon. Maybe 30.

RJ Morris Business Development, Current Affairs, RJ Morris

Here was the press release intro: Amazon today announced plans to open Amazon HQ2, a second company headquarters in North America. Amazon expects to invest over $5 billion in construction and grow this second headquarters to include as many as 50,000 high-paying jobs. Then mayors and governors lost their ever loving minds.  $5B and 50k tech jobs. Sign me up. …

Don’t Confuse Operation Leaders & Business Leaders 

RJ Morris Employee Development, Outmatch, RJ Morris, Talent Management

The hardest decision Chief Executives and their talent pros make involves figuring out who to put in the big chairs in their companies.  A big chair means running a unit or a division – your titles might be different, but I mean someone who is the Top Dog in a significant part of your operation.  Someone who can lead a …

The Uber CEO Search Was the Most Uber Thing Ever

RJ Morris Current Affairs, RJ Morris

Uber has been HR blog fodder for months, mostly for their toxic culture and former CEO Travis Kalanick being a jerk.  Better writers than me took their shots, so I stayed on the sidelines. But this CEO search?  I mean, come on, people.  It’s too good. Quick backstory.  Kalanick gets fired resigns to spend more time with his family.  Competing …

How to Admit You Screwed Up a Talent Decision

RJ Morris Office Politics, Outmatch, RJ Morris

“If it weren’t for all the people issues, running this business would be easy.” That’s a tongue in cheek quote from one of my favorite friends at work. He’s not serious, of course…he’s pointing out the complexities involved in people issues. Talent decisions are the hardest ones we make every day. Betting on a rise in pork belly futures or …

How to Screw Up the Management Off-Site

RJ Morris Bad HR, Change Management, Coaching, Corporate America, Engagement and Satisfaction, Leadership, RJ Morris

For decades, the leadership off-site meeting has been a favorite tool of management consultants worldwide. “We have issues, so let’s get the team together away from the office and fix everything that’s wrong. Hire a facilitator to help us help ourselves.” Done and done. At its worst, it’s not quite group therapy, but it’s close. At its best, it’s a …