<?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>Wed, 08 Sep 2010 01:08:31 GMT</pubDate><lastBuildDate>Wed, 08 Sep 2010 01:08:31 GMT</lastBuildDate><generator>WordFrame RSS Generator v.1.0</generator><ttl>20</ttl><item><title>&amp;nbsp;Terrific list of "8" -- very pract...</title><link>http://humancapitalleague.com/Home/8681#61323</link><description><![CDATA[&nbsp;Terrific list of "8" -- very practical and insightful.

&nbsp;I'm very struck by the fact that the first&nbsp;skill listed -- managing yourself -- is an "internal"
skill fully within the manager's control (i.e., can be accomplished
regardless of how others respond). This is directly in alignment with
the first "rule" of performance management: self-reflection on
how the manager's performance influences the employee's performance.
Recognizing the need for self-awareness and self-mana...]]></description><author>Michael Brisciana</author><category /><pubDate>Sat, 04 Sep 2010 10:49:33 GMT</pubDate><guid>http://humancapitalleague.com/Home/8681#61323</guid></item><item><title>Great advice!  "looking good" is part of...</title><link>http://humancapitalleague.com/Home/8709#61322</link><description><![CDATA[Great advice!  "looking good" is part of "being good"

He's absolutely right - people do want to spend time with others who can add to the conversation, provide enlightenment, or provoke thought.   

We see it all the time at our leadership forums - executives are thankful to be part of a small, relevant group of peers - with like business interests and challenges.  

We've polled our clients as well (north american, senior executives, mostly FORTUNE 1000) and found the same reading habits...]]></description><author>Anonymous</author><category>Leadership</category><category>Coaching &amp; Mentoring</category><pubDate>Fri, 03 Sep 2010 13:32:31 GMT</pubDate><guid>http://humancapitalleague.com/Home/8709#61322</guid></item><item><title>There's an old saying, "Readers are lead...</title><link>http://humancapitalleague.com/Home/8709#61321</link><description><![CDATA[There's an old saying, "Readers are leaders" but this post confirms the opposite is also true: Leaders are readers.

Would be nice to see a list, besides Good to Great, of books recommended from the A players. Thanks for the post. 
-Kevin]]></description><author>Anonymous</author><category>Leadership</category><category>Coaching &amp; Mentoring</category><pubDate>Fri, 03 Sep 2010 12:57:34 GMT</pubDate><guid>http://humancapitalleague.com/Home/8709#61321</guid></item><item><title>Sean, I totally agree that we need more ...</title><link>http://humancapitalleague.com/Home/8703#61320</link><description><![CDATA[Sean, I totally agree that we need more coaching at work and that it
works best when there's a healthy, two-way dialogue between manager and employee. People
demand this and aren't afraid to leave their jobs if they don't get it.&nbsp;
However, the performance appraisal is not built for coaching. Trying to
adapt it for this purpose will fail.
"Appraisals," by their very definition, are built for evaluation and
that challenges the spirit of a healthy coaching relationship. A healthy
coachi...]]></description><author>Jesse Goldman</author><category>Leadership</category><pubDate>Thu, 02 Sep 2010 15:03:01 GMT</pubDate><guid>http://humancapitalleague.com/Home/8703#61320</guid></item><item><title>The comments from the report’s appendix ...</title><link>http://humancapitalleague.com/Home/8691#61319</link><description><![CDATA[The comments from the report’s appendix about SharePoint are spot on!]]></description><author>Anonymous</author><category>HRIS</category><category>Social HR</category><pubDate>Thu, 02 Sep 2010 13:35:32 GMT</pubDate><guid>http://humancapitalleague.com/Home/8691#61319</guid></item><item><title>Just wondering about the benefit cost of...</title><link>http://humancapitalleague.com/Home/8475#61315</link><description><![CDATA[Just wondering about the benefit cost of good will.  If the guest cam back because of that $4 credit, did the hotel reap additional benefit?  Given the relatively high markup on a Snickers bar at $4, I wonder if the goodwill benefit is outweighs the margin loss?

Not being nit picky about the example, just wondering about the other side of that specific example.  What is the cost if they don't remove and the customer leaves pissed?]]></description><author>Anonymous</author><category>Training &amp; Development</category><category>Talent Management</category><category>Management &amp; Policy</category><category>Leadership</category><category>Social HR</category><pubDate>Sun, 22 Aug 2010 14:38:48 GMT</pubDate><guid>http://humancapitalleague.com/Home/8475#61315</guid></item><item><title>As one of the two marketing "geniuses" b...</title><link>http://humancapitalleague.com/Home/8475#61314</link><description><![CDATA[As one of the two marketing "geniuses" behind the annual Fortune magazine quality report&nbsp; that was the highlight of National Quality Month from the mid-80s to the mid-90s (my friend, Josh Hammond was the other), I was among the early and loudest promoters of empowerment, planting the word and the concept in the minds and mouths of hundreds of CEOs who were anxious enough about the then quality gap with the Japanese to repeat whatever mantras we made up.&nbsp; Remember "Quality is a journey,...]]></description><author>Jerry Bowles</author><category>Training &amp; Development</category><category>Talent Management</category><category>Management &amp; Policy</category><category>Leadership</category><category>Social HR</category><pubDate>Sun, 22 Aug 2010 13:33:25 GMT</pubDate><guid>http://humancapitalleague.com/Home/8475#61314</guid></item><item><title>Great post, Miki, and thanks for the cit...</title><link>http://humancapitalleague.com/Home/8449#61313</link><description><![CDATA[Great post, Miki, and thanks for the citation.

I agree with you about the mix thing.  You can overdo trust, and you can underdo it. 

But contrary to Karla, I'd like to suggest that we depend too little, not too much, on gut instincts.  If you think about how often we rely on our gut, unconsciously, it's remarkable.  How to read the eye of the person about to pull out in the road in front of you; how to sense whether that dog is aggressive or just barking; whether that child is hanging back...]]></description><author>Anonymous</author><category>Leadership</category><category>Coaching &amp; Mentoring</category><pubDate>Sat, 21 Aug 2010 01:37:46 GMT</pubDate><guid>http://humancapitalleague.com/Home/8449#61313</guid></item><item><title>Hi Karla, I think we are saying more or ...</title><link>http://humancapitalleague.com/Home/8449#61312</link><description><![CDATA[Hi Karla, I think we are saying more or less the same thing—trust until evidence proves otherwise.

Although gut feelings are sometimes based on unconscious prejudice they shouldn't be dismissed out of hand. Logic is good, but logic is often influenced by what others think and that can lead us to rationalize away our instincts.


Perhaps a mix of the two approaches is best.


&nbsp;

]]></description><author>Miki Saxon</author><category>Leadership</category><category>Coaching &amp; Mentoring</category><pubDate>Fri, 20 Aug 2010 15:23:55 GMT</pubDate><guid>http://humancapitalleague.com/Home/8449#61312</guid></item><item><title>Wow! The headline of this article kicked...</title><link>http://humancapitalleague.com/Home/8407#61311</link><description><![CDATA[Wow! The headline of this article kicked off an interesting discussion over at Facebook. I'm posting it here in case it is of interest to other readers.
OK – so here’s the lift n shift from the Facebook conversation…”Corporate Values Suck. Personal Value Rules. Have I Got That Right?”
David Shanks
No, not always. It’s just that most corporate values have just had the personality and decency sucked out of them. I’m sure What Goes Around has a set of Corporate Values. Or it will do when it grow...]]></description><author>Doug Shaw</author><category>Leadership</category><category>Social HR</category><category>Employee Engagement</category><pubDate>Fri, 20 Aug 2010 13:14:50 GMT</pubDate><guid>http://humancapitalleague.com/Home/8407#61311</guid></item><item><title>There isn't much that could be more coun...</title><link>http://humancapitalleague.com/Home/8449#61310</link><description><![CDATA[There isn't much that could be more counter productive in a business or personal relationship than a culture of mistrust. But, gut feelings are often wrong because they are founded on biases we hold and may not even recognize. Using the logic that lack of rationale to not trust warrants trust until there is contravening evidence is the approach I personally recommend.]]></description><author>Karla Porter</author><category>Leadership</category><category>Coaching &amp; Mentoring</category><pubDate>Fri, 20 Aug 2010 11:40:43 GMT</pubDate><guid>http://humancapitalleague.com/Home/8449#61310</guid></item><item><title>Hi Karla - I appreciate your comment tha...</title><link>http://humancapitalleague.com/Home/8407#61309</link><description><![CDATA[Hi Karla - I appreciate your comment thanks. And yes right with you on act the same - get the same results. The C Suite, as you put it - should get out more methinks? And critically, not with their own kind.
Cheers - Doug]]></description><author>Doug Shaw</author><category>Leadership</category><category>Social HR</category><category>Employee Engagement</category><pubDate>Thu, 19 Aug 2010 15:20:44 GMT</pubDate><guid>http://humancapitalleague.com/Home/8407#61309</guid></item><item><title>Genpact is growing here where I live. Ou...</title><link>http://humancapitalleague.com/Home/8413#61307</link><description><![CDATA[Genpact is growing here where I live. Our local workforce is clamoring that $8-10 per hour is NOT a family sustaining wage (and of course it isn't), yet with 30+ call centers in NE PA, customer service representative is a very common title. It's no secret that companies are "reshoring" after they have failed to delight customers via foreign call centers. How will they remedy it? Work at home positions using the agent's own equipment, not pay benefits and pay a low hourly wage - using WAH as a "p...]]></description><author>Karla Porter</author><category>Leadership</category><pubDate>Thu, 19 Aug 2010 15:16:23 GMT</pubDate><guid>http://humancapitalleague.com/Home/8413#61307</guid></item><item><title>There are a few well known companies tha...</title><link>http://humancapitalleague.com/Home/8407#61306</link><description><![CDATA[There are a few well known companies that promote the individual as a key element in the organization's success. Most are still doing "There's no 'I' in TEAM." While that may be the case - act as always, continue to get the same results. It's comfortable and safe for most of corporate America, even if it does mean not breaking out of the big box.

The C Suite should read this post --&gt; Make them think a little.
]]></description><author>Karla Porter</author><category>Leadership</category><category>Social HR</category><category>Employee Engagement</category><pubDate>Thu, 19 Aug 2010 14:56:04 GMT</pubDate><guid>http://humancapitalleague.com/Home/8407#61306</guid></item><item><title>Thanks Doug - sometimes that virtual str...</title><link>http://humancapitalleague.com/Home/8415#61305</link><description><![CDATA[Thanks Doug - sometimes that virtual string tied around the finger can keep us in check.]]></description><author>Karla Porter</author><category>Social HR</category><category>Coaching &amp; Mentoring</category><pubDate>Thu, 19 Aug 2010 14:40:41 GMT</pubDate><guid>http://humancapitalleague.com/Home/8415#61305</guid></item></channel></rss>