tag:blogger.com,1999:blog-3068729084407027179.post7017563358257544130..comments2024-03-27T01:45:16.223-04:00Comments on NoExcusesHR: Corporate Culture That is Healthy as a (Trojan) HorseJay Kuhns, SPHRhttp://www.blogger.com/profile/05813031657500594380noreply@blogger.comBlogger6125tag:blogger.com,1999:blog-3068729084407027179.post-85615100824254625082012-02-21T14:09:56.533-05:002012-02-21T14:09:56.533-05:00Thank you Jaylen. I'm glad it was helpful.Thank you Jaylen. I'm glad it was helpful.Jay Kuhns, SPHRhttps://www.blogger.com/profile/05813031657500594380noreply@blogger.comtag:blogger.com,1999:blog-3068729084407027179.post-53753970033111617502012-02-21T08:39:32.316-05:002012-02-21T08:39:32.316-05:00Thanks for this quality post. It is very beneficen...Thanks for this quality post. It is very beneficent.<br /><br /><a href="http://www.humanresourcescareers.org/" rel="nofollow">Human Resource Careers</a>jaylen watkinshttps://www.blogger.com/profile/11246576951108532477noreply@blogger.comtag:blogger.com,1999:blog-3068729084407027179.post-27437282077180358162012-02-20T09:52:09.530-05:002012-02-20T09:52:09.530-05:00Great post Doug, thanks for sharing!Great post Doug, thanks for sharing!Jay Kuhns, SPHRhttps://www.blogger.com/profile/05813031657500594380noreply@blogger.comtag:blogger.com,1999:blog-3068729084407027179.post-38926478977436183122012-02-20T09:47:08.370-05:002012-02-20T09:47:08.370-05:00Thanks for your insights John. It sounds like that...Thanks for your insights John. It sounds like that organization is going to struggle for some time. As you said, the end result is a lot of damage to fix. Appreciate your comment!Jay Kuhns, SPHRhttps://www.blogger.com/profile/05813031657500594380noreply@blogger.comtag:blogger.com,1999:blog-3068729084407027179.post-304042598576942992012-02-20T09:00:23.642-05:002012-02-20T09:00:23.642-05:00Hi Jay
I thought you and your readers my be inter...Hi Jay<br /><br />I thought you and your readers my be interested in today's offering from @FlipChartRick. Although some of the subject matter differss, there's a common thread in your posts. Here's the link in case you are interested:<br /><br />http://flipchartfairytales.wordpress.com/2012/02/20/what-happens-when-you-start-norming-before-youve-finished-storming/Doug Shawhttp://stopdoingdumbthingstocustomers.com/blognoreply@blogger.comtag:blogger.com,1999:blog-3068729084407027179.post-85895091735028893002012-02-20T08:30:06.603-05:002012-02-20T08:30:06.603-05:00I have just left a place where the CEO was headhun...I have just left a place where the CEO was headhunted from a french competitor into this, his first CEO role. Perhaps it was the 'loneliness' of this transition but the new CEO hired in his colleagues from his last company. There is now a very strong power hub at the top (all french speaking too). With a zero order intake of business, the power seemed to increase proportionally with the distancing from the other execs and the rest of the population. It is now like a well guarded island and the defences will just get higher and higher until the board pulls the plug. Then what? A lot of damage to tidy up. It is so important for boards and parent companies to watch out for these 'power' signs and deal with them early.John Iliffehttps://www.blogger.com/profile/04449298875090022535noreply@blogger.com