Comments for MCBASSI & COMPANY http://mcbassi.com unleashing human capability Wed, 12 Oct 2011 04:20:00 +0000 hourly 1 http://wordpress.org/?v=3.1.3 Comment on The story behind Good Company by Feedback Revolution http://mcbassi.com/2011/08/05/the-story-behind-good-company/#comment-601 Feedback Revolution Wed, 12 Oct 2011 04:20:00 +0000 http://mcbassi.com/?p=1539#comment-601 [...] http://mcbassi.com/2011/08/05/the-story-behind-good-company/ [...] [...] http://mcbassi.com/2011/08/05/the-story-behind-good-company/ [...]

]]> Comment on Good Company blog launches today by Marc Chimes http://mcbassi.com/2011/08/01/good-company-blog-launches-today/#comment-568 Marc Chimes Thu, 04 Aug 2011 17:40:37 +0000 http://mcbassi.com/?p=1527#comment-568 good luck... I'm casting about for help with promotion... Marc good luck… I’m casting about for help with promotion… Marc

]]> Comment on Google’s Quest to Build a Better Boss by Susan Duralde http://mcbassi.com/2011/03/14/googles-quest-to-build-a-better-boss/#comment-509 Susan Duralde Wed, 16 Mar 2011 12:42:28 +0000 http://mcbassi.com/blog/?p=632#comment-509 Google’s approach optimizes a sub-optimal model. A poor performer is less bad after a year of coaching. Our data show that talent occurs in predictable combinations, each combo in predictable frequency. Some combos DO NOT exist at all. The talents of great leaders (envision future, inspire followers) does not exist in the same person as a great manager (sees unique talents in others, applies and develops the talent, fosters purposeful collaboration). Google should have asked: What talents do our best managers posses? How do we find and develop more, faster? See http://methodteaming.com/did-google-miss-the-forest-for-the-trees-googles-quest-to-build-a-better-manager Google’s approach optimizes a sub-optimal model. A poor performer is less bad after a year of coaching. Our data show that talent occurs in predictable combinations, each combo in predictable frequency. Some combos DO NOT exist at all. The talents of great leaders (envision future, inspire followers) does not exist in the same person as a great manager (sees unique talents in others, applies and develops the talent, fosters purposeful collaboration). Google should have asked: What talents do our best managers posses? How do we find and develop more, faster? See http://methodteaming.com/did-google-miss-the-forest-for-the-trees-googles-quest-to-build-a-better-manager

]]> Comment on Raging debates in HR analytics by Sheri Hendricks http://mcbassi.com/2010/12/09/raging-debates-in-hr-analytics/#comment-245 Sheri Hendricks Mon, 13 Dec 2010 21:53:57 +0000 http://mcbassi.com/blog/?p=556#comment-245 Hey Laurie – When thinking about HR analytics, the question I would like to see answered is why leaders do not take action on this great information? ….Given the knowledge that to not take action is equivalent to opening up your business’ windows and throwing out tens of thousands of dollars’ worth of lost productivity and talent. Thanks for asking! Hey Laurie –
When thinking about HR analytics, the question I would like to see answered is why leaders do not take action on this great information? ….Given the knowledge that to not take action is equivalent to opening up your business’ windows and throwing out tens of thousands of dollars’ worth of lost productivity and talent.
Thanks for asking!

]]> Comment on Raging debates in HR analytics by Jonathan Sidhu http://mcbassi.com/2010/12/09/raging-debates-in-hr-analytics/#comment-241 Jonathan Sidhu Thu, 09 Dec 2010 21:44:39 +0000 http://mcbassi.com/blog/?p=556#comment-241 Laurie, I believe that they are all worthy topics (and can relate personally to many of them.) The ones that resonate most are: ROI in learning, who drives HR analytics - the computer scientists, the HR org, or the line leaders, and the measurement of intangibles. An additional topic not on your list might relate to attrition and how/whether to measure/model/predict in order to optimize costs. Yet another meta-topic is the meaning of the term analytics itself. It has many meanings to many audiences. Often I encounter different levels of awareness of what clients or stakeholders believe it to mean. Some see it as reporting, others what to get into 'high-end' predictive studies. Laurie,

I believe that they are all worthy topics (and can relate personally to many of them.) The ones that resonate most are: ROI in learning, who drives HR analytics – the computer scientists, the HR org, or the line leaders, and the measurement of intangibles.

An additional topic not on your list might relate to attrition and how/whether to measure/model/predict in order to optimize costs.

Yet another meta-topic is the meaning of the term analytics itself. It has many meanings to many audiences. Often I encounter different levels of awareness of what clients or stakeholders believe it to mean. Some see it as reporting, others what to get into ‘high-end’ predictive studies.

]]> Comment on Biggest challenges with the boss by Ann Graham http://mcbassi.com/2010/09/13/biggest-challenges-with-the-boss/#comment-172 Ann Graham Tue, 14 Sep 2010 19:06:18 +0000 http://mcbassi.com/blog/?p=482#comment-172 Dan-- If I were you guys I would send this blog to Vineet Nayar. And also getting him interested in the idea of human capital analytics http://www.vineetnayar.com/ Dan– If I were you guys I would send this blog to Vineet Nayar. And also getting him interested in the idea of human capital analytics

http://www.vineetnayar.com/

]]> Comment on The real reason HP’s CEO got the boot? by Ann Graham http://mcbassi.com/2010/08/17/the-real-reason-hps-ceo-got-the-boot/#comment-165 Ann Graham Thu, 19 Aug 2010 12:17:35 +0000 http://mcbassi.com/blog/?p=464#comment-165 Laurie, I read Joe Nocera ever Sat. He's the only journalist on the Times for whom I use an e-mail alert to make sure I do. Your sentiments in this blog, and your use of Joe's points is spot on. As I got forward with HubCap-- and we are progressing (lots to catch up on), we will do whatever we can to make Blogs like yours and your work more visible. Back to you soon on your piece of the Handbook- Ann Laurie,

I read Joe Nocera ever Sat. He’s the only journalist on the Times for whom I use an e-mail alert to make sure I do. Your sentiments in this blog, and your use of Joe’s points is spot on.

As I got forward with HubCap– and we are progressing (lots to catch up on), we will do whatever we can to make Blogs like yours and your work more visible.

Back to you soon on your piece of the Handbook- Ann

]]> Comment on The importance of reciprocity by Bill Craig http://mcbassi.com/2010/07/09/the-importance-of-reciprocity/#comment-133 Bill Craig Tue, 13 Jul 2010 12:03:21 +0000 http://mcbassi.com/blog/?p=423#comment-133 Laurie, Been a while since we spoke. I agree with you 100% re: Reciprocity and Southwest. I fly them often and have found working with them so much nicer than any other airline!! Win-Win will always make the difference. Hope all is well nd you are still enjoying Denver!! Bill Laurie,
Been a while since we spoke. I agree with you 100% re: Reciprocity and Southwest. I fly them often and have found working with them so much nicer than any other airline!! Win-Win will always make the difference.

Hope all is well nd you are still enjoying Denver!!

Bill

]]> Comment on Human capital management predicts stock prices by Solon Frazilus http://mcbassi.com/2010/06/09/human-capital-management-predicts-stock-prices/#comment-124 Solon Frazilus Fri, 18 Jun 2010 00:42:07 +0000 http://mcbassi.com/blog/?p=383#comment-124 I was fortunate enough to sit in on your discussion at the HR Workshop in NYC. Interesting insight both here and at the workshop. How do you recommend making management aware that with most organizations (even academic institutions) the development of personnel is a key component to organizational value? I was fortunate enough to sit in on your discussion at the HR Workshop in NYC. Interesting insight both here and at the workshop. How do you recommend making management aware that with most organizations (even academic institutions) the development of personnel is a key component to organizational value?

]]> Comment on Unleashing human capability by Laurie Bassi http://mcbassi.com/2010/04/06/unleashing-human-capability/#comment-55 Laurie Bassi Tue, 20 Apr 2010 22:48:33 +0000 http://mcbassi.com/blog/?p=292#comment-55 So what's the best cage rattling technique that you have come across, Les? So what’s the best cage rattling technique that you have come across, Les?

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