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need for senior talent would remain high, the group could accommodate a broader array of talents since it would have the ability to empower an individual by supplementing his or her…
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David H. Maister • Managing The Professional Service Firm
And yet, ironically, for most companies, it’s rarely the metric first discussed—if it’s discussed at all. However, to build a truly great and lasting company, it must rise to the top. And what’s that metric? The percentage of key seats on the bus filled with the right people for those seats. Stop and think: What percentage of your key seats do you
... See moreJim Collins • BE 2.0 (Beyond Entrepreneurship 2.0): Turning Your Business into an Enduring Great Company
Hundred Percenters: Challenge Your Employees to Give It Their All, and They'll Give You Even More, Second Edition
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Narcissistic Personality Inventory (NPI).19
Jeffrey Pfeffer • Leadership BS: Fixing Workplaces and Careers One Truth at a Time
EQ is so critical to success that it accounts for 58 percent of performance in all types of jobs. It’s the single biggest predictor of performance in the workplace and the strongest driver of leadership and personal excellence.
Travis Bradberry, Jean Greaves • Emotional Intelligence 2.0
The legendary Patty McCord, who was chief talent officer at Netflix for fourteen years, has made a great point about your top and bottom 3%. Her lesson about the top 3% is that the best perk you can give them is more “3%-ers” to work with and have around. She found that all of the formal policies of most HR groups in global corporations are written
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