<?xml version="1.0" encoding="UTF-8"?><rss version="2.0"><channel><title>Human Capital League: comments</title><link>http://humancapitalleague.com/Home/</link><description>Human Capital League</description><language>en-us</language><image><url>http://humancapitalleague.com/logo/70.jpg</url><link>http://humancapitalleague.com/Home/</link><title>Home</title></image><copyright>WordFrame</copyright><managingEditor>managing_editor</managingEditor><webMaster>webmaster</webMaster><pubDate>Thu, 17 May 2012 16:02:56 GMT</pubDate><lastBuildDate>Thu, 17 May 2012 16:02:56 GMT</lastBuildDate><generator>WordFrame RSS Generator v.1.0</generator><ttl>20</ttl><item><title>Great ideas in this post and it sounds l...</title><link>http://humancapitalleague.com/Home/24152#61830</link><description><![CDATA[Great ideas in this post and it sounds like a valuable event. I really like the idea that recognition be part of a company's culture and not just a token gesture like a photo on the wall. Genuine, personal and ongoing recognition is a much more effective leadership tool.]]></description><author>Anonymous</author><category>Employee Benefits</category><category>Talent Management</category><category>Management &amp; Policy</category><category>Leadership</category><category>Social HR</category><category>Employee Engagement</category><pubDate>Wed, 25 Apr 2012 17:31:15 GMT</pubDate><guid>http://humancapitalleague.com/Home/24152#61830</guid></item><item><title>I don't know why but many organizations ...</title><link>http://humancapitalleague.com/Home/23382#61827</link><description><![CDATA[I don't know why but many organizations today seem to ignore the fact that employee engagement creates business value and thus leads to more profit. What I think is also very important to keep your employees constantly engaged is to show them that their work is meaningful and that it has some tangible results. There's nothing that puts people off more than a dull and steady job. You would be surprised but unhappiness in the workplace where progress means nothing is often connected to health prob...]]></description><author>Anonymous</author><category>Recruiting</category><category>Talent Management</category><category>Management &amp; Policy</category><category>Leadership</category><category>Social HR</category><category>Coaching &amp; Mentoring</category><category>Workplace Design</category><category>Employee Engagement</category><pubDate>Thu, 29 Mar 2012 16:47:03 GMT</pubDate><guid>http://humancapitalleague.com/Home/23382#61827</guid></item><item><title>
Thank you for exploring the
world of ...</title><link>http://humancapitalleague.com/Home/11702#61822</link><description><![CDATA[
Thank you for exploring the
world of QR Codes in your blog.Letting people know about them I'd the first link to making them
mainstream.Please visit my QR Code
resource website for a free recourse and QR Code generator
http://www.businessrefinery.com/products/barcode_net_win/main.html
]]></description><author>Iris</author><category>Talent Management</category><category>Management &amp; Policy</category><category>Social HR</category><pubDate>Tue, 13 Mar 2012 03:38:31 GMT</pubDate><guid>http://humancapitalleague.com/Home/11702#61822</guid></item><item><title>

Hey, 
You've done a great job; QR C...</title><link>http://humancapitalleague.com/Home/11706#61821</link><description><![CDATA[

Hey, 
You've done a great job; QR Codes are enjoying a great
popularity since it appears in the market. We may have seen them at
conferences, in catalogs, on billboards and even in the Journal of Accountancy,
it become our habit to scan the black-white pic with our Smartphone.My friend recommend a QR Code to me, I find
this is definitely good. I’d like to share with others.
&nbsp;http://www.businessrefinery.com/products/barcode_net_win/winforms_barcode_generator.html


]]></description><author>Iris</author><category>HRIS</category><category>Social HR</category><category>Coaching &amp; Mentoring</category><pubDate>Tue, 13 Mar 2012 03:24:16 GMT</pubDate><guid>http://humancapitalleague.com/Home/11706#61821</guid></item><item><title>Hi Ron

I'm with you on this completel...</title><link>http://humancapitalleague.com/Home/22836#61818</link><description><![CDATA[Hi Ron

I'm with you on this completely. We had a meeting yesterday to thrash out a proposed research project between us and a UK university into what we call 'convergence'; meaning, on a simplified level, the way that talent management has moved from a war for the right people on the bus (people) to a war over the buses sales pitch (practices) and now to its direction (the integration of people and practices to the business strategy and embeddedness with value/culture). I kind of see this now...]]></description><author>Stuart Shaw</author><category>Talent Management</category><category>Management &amp; Policy</category><pubDate>Fri, 09 Mar 2012 10:42:37 GMT</pubDate><guid>http://humancapitalleague.com/Home/22836#61818</guid></item><item><title>Like this post a lot Keith. &amp;nbsp;I agre...</title><link>http://humancapitalleague.com/Home/22380#61812</link><description><![CDATA[Like this post a lot Keith. &nbsp;I agree that there isn't much new, but our awareness that what leaders (or people in general) need is to be able to be in the ambiguous, the volatile, the unpredictable with greater ease means that we need now to take a systems approach to development and apply an integrated suite of these various initiatives and interventions, rather than do them piece-meal. &nbsp;The new thing is taking a systems thinking approach I believe, as no one of these initiatives on t...]]></description><author>John Wenger</author><category>Training &amp; Development</category><category>Talent Management</category><category>Management &amp; Policy</category><category>Leadership</category><pubDate>Fri, 24 Feb 2012 20:52:29 GMT</pubDate><guid>http://humancapitalleague.com/Home/22380#61812</guid></item><item><title>Deidre, My wife and three professional d...</title><link>http://humancapitalleague.com/Home/22148#61807</link><description><![CDATA[Deidre, My wife and three professional daughters would agree fully, but how come you didn't talk about guys' dress? Probably still more difficult. Back in the days when suits were de rigueur in corporate America, I was a young consultant still green behind the ears. The VP who brought me into Pillsbury followed me onto the elevator and had some feedback regarding my dress. "Look, Dan, don't ever appear in a sportcoat and slacks again--even though they are as subtle and nice as what you are weari...]]></description><author>Dan Erwin</author><category>Recruiting</category><category>Talent Management</category><category>Social HR</category><category>Coaching &amp; Mentoring</category><pubDate>Mon, 13 Feb 2012 17:33:32 GMT</pubDate><guid>http://humancapitalleague.com/Home/22148#61807</guid></item><item><title>Mike and Jerry,
I deeply appreciate you...</title><link>http://humancapitalleague.com/Home/21788#61801</link><description><![CDATA[Mike and Jerry,
I deeply appreciate your very kind and thoughtful comments.Best,Dan]]></description><author>Dan Erwin</author><category>Social HR</category><pubDate>Mon, 06 Feb 2012 16:21:04 GMT</pubDate><guid>http://humancapitalleague.com/Home/21788#61801</guid></item><item><title>
&amp;nbsp;Mike, 
Thanks so much for your ...</title><link>http://humancapitalleague.com/Home/21884#61800</link><description><![CDATA[
&nbsp;Mike, 
Thanks so much for your kind comment. David Rock laid the groundwork for a core model that can be adapted to use within every layer of organizational practice. And, yes, it won't be easy. For most leaders, it will require a steep learning curve. The good news is that most people I meet in the course of my work within organizations are receptive, even enthusiastic about this knowledge. It provides a rationale for so much interpersonal communication that takes place within the work...]]></description><author>Louise Altman</author><category>Training &amp; Development</category><category>Recruiting</category><category>Talent Management</category><category>Management &amp; Policy</category><category>Leadership</category><category>Diversity</category><category>Coaching &amp; Mentoring</category><category>Employee Engagement</category><pubDate>Fri, 03 Feb 2012 17:58:22 GMT</pubDate><guid>http://humancapitalleague.com/Home/21884#61800</guid></item><item><title>Louise: I am grateful to you for the tim...</title><link>http://humancapitalleague.com/Home/21884#61798</link><description><![CDATA[Louise: I am grateful to you for the time, energy and creativity it takes to put together a post such as you past two on the New Management Model. It is clear to me that many of us have intuitively suspected what David Rock and others are now showing us to be true with science. I doubt that initially this will make anyone's life easier but eventually we need to dive in and learn how to manage as Rock is asserting we must. Either that or fade away.
Best regards,Mike]]></description><author>Mike Cook</author><category>Training &amp; Development</category><category>Recruiting</category><category>Talent Management</category><category>Management &amp; Policy</category><category>Leadership</category><category>Diversity</category><category>Coaching &amp; Mentoring</category><category>Employee Engagement</category><pubDate>Fri, 03 Feb 2012 02:14:13 GMT</pubDate><guid>http://humancapitalleague.com/Home/21884#61798</guid></item><item><title>Dan: Among the many things I love about ...</title><link>http://humancapitalleague.com/Home/21788#61797</link><description><![CDATA[Dan: Among the many things I love about Human Capital is the level of intimacy I have come to expect from the many contributors. Your sharing here is an act of generosity for which I am deeply grateful.&nbsp;
There is so much we have yet to learn about what it means to be human, not the least of which may be an inherent ability we all possess to join with another person at a level so profound that we in fact become each other to some degree. I choose to believe that those episodes of emotion wh...]]></description><author>Mike Cook</author><category>Social HR</category><pubDate>Mon, 30 Jan 2012 16:41:18 GMT</pubDate><guid>http://humancapitalleague.com/Home/21788#61797</guid></item><item><title>I truly feel your pain, Dan.&amp;nbsp; As yo...</title><link>http://humancapitalleague.com/Home/21788#61796</link><description><![CDATA[I truly feel your pain, Dan.&nbsp; As you know, I lost the love of my life on November 29.&nbsp; Yesterday was our 47th wedding anniversary.&nbsp; You are so right about the inability to prepare in advance.&nbsp; Suzanne had her first big attack of COPD in 2004 and declined slowly over the next seven years.&nbsp; I thought I was prepared...telling myself that she had no quality of life left, that the strain of caring for her was killing me too, that she wanted more than anything for it to end.&n...]]></description><author>Jerry Bowles</author><category>Social HR</category><pubDate>Mon, 30 Jan 2012 14:40:45 GMT</pubDate><guid>http://humancapitalleague.com/Home/21788#61796</guid></item><item><title>hi Louise

May I suggest a  further re...</title><link>http://humancapitalleague.com/Home/21529#61794</link><description><![CDATA[hi Louise

May I suggest a  further resource to learn more about empathy and compassion. 
The Center for Building a Culture of Empathy
The Culture of Empathy website is the largest internet portal for resources and information about the values of empathy and compassion. It contains articles, conferences, definitions, experts, history, interviews,  videos, science and much more about empathy and compassion.
http://CultureOfEmpathy.com

I posted a link to your article in our
Empathy and Co...]]></description><author>Anonymous</author><category>Training &amp; Development</category><category>Recruiting</category><category>Talent Management</category><category>Management &amp; Policy</category><category>Leadership</category><category>Coaching &amp; Mentoring</category><category>Employee Engagement</category><pubDate>Sun, 22 Jan 2012 17:58:53 GMT</pubDate><guid>http://humancapitalleague.com/Home/21529#61794</guid></item><item><title>Great article. These four ground rules -...</title><link>http://humancapitalleague.com/Home/21148#61792</link><description><![CDATA[Great article. These four ground rules - if adhered too - are really the ground work for stability in any marketplace. They prompt you to continue to ask the key questions that drive innovation and show a company's proactive response to external stimuli.

Joey,
CEO, Jumpstart:HR]]></description><author>Anonymous</author><category>Management &amp; Policy</category><category>Leadership</category><category>Social HR</category><pubDate>Fri, 06 Jan 2012 14:09:59 GMT</pubDate><guid>http://humancapitalleague.com/Home/21148#61792</guid></item><item><title>Stuart, thanks for the mention and I als...</title><link>http://humancapitalleague.com/Home/20855#61790</link><description><![CDATA[Stuart, thanks for the mention and I also look forward to more sharing next year. &nbsp;I've enjoyed the connection we've begun and anticipate some interesting conversations next year. &nbsp;All the best for the holiday season.&nbsp;
Warmly,John]]></description><author>John Wenger</author><category>Training &amp; Development</category><category>Talent Management</category><category>Management &amp; Policy</category><category>Leadership</category><category>Social HR</category><category>Coaching &amp; Mentoring</category><category>Employee Engagement</category><pubDate>Wed, 21 Dec 2011 22:06:11 GMT</pubDate><guid>http://humancapitalleague.com/Home/20855#61790</guid></item></channel></rss>
