I like to start every week by pointing you to my choices for the top five talent management, leadership development, and human resource management blog posts from the past week. Below are my top five picks for the week of November 9th to the 15th, 2009. Enjoy!
Dan Schwabel, Personal Branding Blog: 10 Personal Branding Prediction for 2010 - Curious what is in store for your personal brand in 2010? Head over to Dan's Personal Branding blog and take a look at his list of 10 predictions to get a leg up on the coming new year. While there, be sure to poke around his blog - lots of good stuff to be found!
Nick Corcodilos, Fast Company: Forget the Interview Pipeline, Find Job Candidates Before you Need Them - Nick points out some common mistakes we make when searching for job candidates; most notably the tendency to wait until there is a need for talent before we start looking for it. Check out this great post for Nick's suggestions on how to identify top job candidates before they are officially needed.
Kris Dunn, The HR Capitalist: Should you Tell an Employee That They Are Part of the Talent Pool for Succession?- There is a long running debate in the talent management and human resources world about whether or not high potentials (HiPos) and those included in succession plans should be made aware of their employer's future plans for their career path. Kris goes on record and weighs in on the debate with his views on the matter.
David Zinger's Employee Engagement Blog: Free E-Book: Over 200 Powerful Sentences of Employee Engagement Advice - It is hard to beat something for free, especially if it can help to better engage your team members and drive organizational performance. David Zinger has done just that with a powerful E-Book that shares 200 solid tidbits of employee engagement advice.
Michael McKinney, Leadership Now: Building Teams that Capitalize on the Innate Creativity of Everyone on the Team - It is no secret that every team has a diverse collection of skills and talents that its team members bring to the table. As such, there is a wealth of creativity just waiting to be tapped in every team. Despite this commonly accepted fact, many teams struggle to realize their full creative potential. Michael provides his suggestions for building teams that bring out the creativity of everyone involved.
