Monthly Archives: January 2011

Situational Notion of Uncertainty and Risk

In an earlier BLOG post I explored my growth towards an OD centric view of uncertainty & risk (U&R). In this post I want to expand on the notion of the “situational” concept in U&R. In that post I described … Continue reading

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Uncertainty to Risk: Is the Math Worth it?

We are a business culture that tends to appreciate putting quantized values on things. In the area of uncertainty, by putting a value on probability or likelihood we move from uncertainty to risk. I would like to explore the limits … Continue reading

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Talent Management, Values & Ethical Behaviour

In today’s (25, January, 2011, page FP12) National Post and article titled “Good values good for the bottom line” ¬†(by Mary Teresa Bitti) caught my interest. The following points were raised: People in organizations seem to fit a bell curve … Continue reading

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Talent Management: Leadership Performance Management Issues

This post explores a number of issues concerning leadership performance from a TM perspective. Although leadership and management are often viewed as related and distinct roles, in this post they will be considered as a single entity (leadership). Leadership in … Continue reading

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Talent Management: Roles vs. Jobs

Readers of this BLOG have heard me go on about the importance of roles in the management of talent issues. In this posting I will be elaborating somewhat on what I mean regarding roles especially in the context of of … Continue reading

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Talent Management Uncertainties & Risks

This post explores the implications of uncertainty & risk (U&R) in talent management (TM). Several themes will be explored including ones touched on in earlier posts. I use the classical concept of U&R: Uncertainty is when we do not comprehend … Continue reading

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Talent Management: Critical Often Omitted/Masked System Attribute

Conventional TM descriptions describe the process as one of talent attraction, ¬†retention and effective use. This has two fundamental problems. It is employee centric means that the strategy and the objective are wrapped up together. Consequence? It draws attention away … Continue reading

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