RBL Insights Blog
01.09.18   by Justin Allen
Talent Accelerator (part 2)
The first part of this series reviewed the study in detail and briefly described these ten talent secrets to success. In this article, we carefully examine the first five talent secrets, which focus on two Talent Domains: Leadership and Promotion.
01.08.18   by Dave Ulrich
Reporting on 2017 HR Resolutions and Crafting 2018
Last year I made 4 HR resolutions: to be more comfortable with ambiguity and paradox, to deliver business value, to learn, and to be less defensive. Most resolutions dwindle and dissipate because they lack accountability. So, let me be accountable to myself, and others.
01.02.18   by Justin Allen
Talent Accelerator (part 1)
Talent matters. In every activity ranging from sports, music, politics, and business, it is commonly accepted that ensuring a team is comprised of the right people is paramount to a team’s success. This article is the first in a series of three wherein we share ten secrets to success revealed by the world’s largest research study on talent in Asia, sponsored by the Singapore Ministry of Manpower.
12.27.17   by Dave Ulrich
What Makes an Effective Leader? Leadership Code 2.0
An individual leader makes good things happen. And a leadership capability throughout an organization sustains long-term success.
12.20.17   by Nate Thompson
Effective Leaders Focus on Outcomes Rather than Excuses
One of the most common communication challenges leaders face is addressing a colleague, employee, or manager who has failed to meet expectations. An effective leader can transform this challenge into an opportunity by shifting the focus of the conversation away from the failure itself and toward outcomes and a path forward.
12.13.17   by Dave Ulrich, and Joe Grochowski
Auditing the Effectivessness of your HR Department
For the last 30 years, the RBL Group has been on the forefront of HR transformation. We believe that HR is not about HR, but HR begins and ends with business. We find that many who focus on HR transformation are focused almost exclusively on how to organize the HR department. We believe in designing the right HR department, but focusing ONLY on the HR department is a narrow focus of the overall effectiveness of HR. 
11.28.17   by Dave Ulrich
Got Meaning?

When ideas collide, insights follow. Across diverse disciplines, convergence has started to occur around the idea of a three-step model of impact: changing from activity (what is done) to experience (how it is done) to meaning (why it is done). This simple logic begins to reframe the impact of many of life’s events.

11.16.17   by Jade White
Hold off throwing dirt on top of HR
For the past 10+ years, various publications and prominent management gurus have circled like vultures over HR. They testify of  HR’s increasing lack of relevance with titles such as “Why We Hate HR” and “It’s Time to Blow Up HR.” These articles, among many others, highlight the lack of progress from HR in connecting explicitly to market or business strategy, and therefore delivering tangible impact to the organization.
11.15.17   by Jessica Johnson
4 Common Coaching Pitfalls and How to Avoid Them
Coaching has become an overused and misused term to describe all types of interactions between a leader of people and her/his subordinates. In reality, coaching is a true partnership between a leader and their team member. The coach manages the process—one that can be thought provoking and creative for both parties—and the subordinate is accountable for actions and results. Being able to help someone recognize their own strengths and weaknesses and how they can improve requires that the coach be the facilitator, not the owner, of change.
11.14.17   by Dave Ulrich
5 Criteria for Sorting Through Seemingly Endless HR Technologies

Obviously, digitalization (cloud, artificial intelligence, machine learning, internet of things, robots, and so forth) disrupts nearly every business from retail to lodging to financial services to education to—fill in the blank. Digitization is also shaping HR through four phases.