viaPeople Insight - Performance Management & Succession Planning Blog

Shining the Light on Bad Bosses

Posted by Karen Caruso, Ph.D. on Jun 26, 2014 11:59:00 AM

Bad Bosses Hide in Dark Corners

Why do bad bosses seem to go undetected or acknowledged by everyone except those who work for them? These menacing managers seem to hide in dark corners. It is extremely frustrating for anyone who is suffering under a bad manager that this person's poor performance or bad behavior is overlooked and tolerated by the organization. In my experience in working with senior leaders, these four reasons seem to top the list:

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Topics: Performance Management, Upward Feedback, Improving Performance, Competency Models, Bad Bosses

Competency Model of a Bad Boss

Posted by Karen Caruso, Ph.D. on Jun 23, 2014 7:48:00 AM

The next time you have a moment to spare and have grown tired of reading online news and checking social media, do a search on "characteristics of a bad boss". The lists, articles, stories and images that will surface will likely make you laugh. There is no shortage of examples of what it's like to work for a bad manager. One of my favorite lists of characteristics was published on - 31 Telltale Signs You Are A Horrible Boss. Great list - but my guess is that if you are a horrible boss you will not likely see these telltale signs in yourself.

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Topics: Performance Management, Upward Feedback, Improving Performance, Competency Models, Bad Bosses

Leadership Competencies Impact Employee Performance - Making the Connection

Posted by Karen Caruso, Ph.D. on Jan 31, 2014 2:23:00 PM

Leaders Should Engage to Retain and Drive Employee Performance

According to a recent survey conducted by Right Management, an astonishing 83% of the North American employees polled indicated that they plan to actively seek a new position in 2014. In addition, Harvard Business Review published a research report in 2013 which indicated that 71% of the 550 executives surveyed, placed employee engagement as a key factor in their ability to achieve organizational success. However, only 24% of these same executives indicated that they believe their workforce is highly engaged. These two sets of findings provide a great deal of insight into the job satisfaction levels of employees, as well as point to a need for organizational leaders to make employee engagement a priority.

Employee engagement is not just important for retention; employee engagement has consistently been linked to employee and business performance. While senior leaders play a major role in creating a culture that facilitates employee engagement, the employee-manager relationship is even more critical - specifically, the way in which managers continuously manage the performance and development of employees. Unfortunately, recent research by Dale Carnegie found that 80% of employees who were disengaged were also dissatisfied with their current manager.

Employee Performance Management is a Key Leadership Competency

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Topics: Performance Management, Employee Engagement, Upward Feedback, Competency Models

Case Study: Starwood Hotels Uses Predictive Workforce Analytics to Link Leadership Behavior with Business Drivers

Posted by Karen Caruso, Ph.D. on Jul 5, 2013 10:30:00 AM

Starwood Hotels & Resorts Worldwide, Inc. owns, manages and franchises some of the most well-known brands in the hotel industry. With over 1,000 properties and approximately 145,000 associates, Starwood is one of the world's largest hotel companies and one of the most respected in the industry.

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Topics: 360 Degree Feedback, Employee Engagement, Workforce Analytics, Competency Models, Case Studies

How to Choose the Right 360 Feedback Tool for Your Company

Posted by Karen Caruso, Ph.D. on Apr 19, 2013 11:23:00 AM

Searching for a 360 Feedback tool?

No need to get overwhelmed by all of the choices.

An internet search on 360 degree feedback yields a plethora of results.  In fact, I just searched '360 degree feedback' now and found over 9 million results! It seems that solution providers have appeared out of nowhere.  Unfortunately, many of these vendors are offering services with little or no experience and expertise.  Given the impact and importance of 360 degree feedback, it is important to do your research.

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Topics: 360 Degree Feedback, Competency Models

Case Study: Fast Tracking Competency Modeling in a Large, Global Retail Company

Posted by Karen N. Caruso, Ph.D. on Aug 9, 2011 12:21:00 PM


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Topics: Competency Models, Case Studies

Using 360 Degree Feedback & Workforce Analytics to "Clone" Top Talent

Posted by Amanda Seidler on May 24, 2011 12:18:00 PM

Ever wish you could clone your best and brightest? Until we figure out those messy scientific, legal and ethical issues, it’s probably best to use human capital intelligence instead.

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Topics: 360 Degree Feedback, Talent Management, Workforce Analytics, High Potentials, Competency Models

Competency Models: One Size Does Not Fit All

Posted by Karen N. Caruso, Ph.D. on May 12, 2011 10:25:00 AM

The one size fits all t-shirt is supposed to be designed to fit "most" people but it really does not fit anyone very well. Just imagine if someone starting making one size fits all shoes!

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Topics: Talent Management, Competency Models