RBL Insights
07.13.17   by Mark Nyman
5 Organization Misalignments That Are Hurting Your Business
In good and bad economies, functions such as HR, Finance, and IT are in a continual cycle of growing then shrinking and centralizing only to decentralize. They are reengineering, downsizing, outsourcing, or creating shared service organizations. One day they are asked to increase responsiveness, the next they’re asked to cut cost and improve efficiency.
07.13.17   by Adam Rampton
How Do You Create Business Value?
In the past three months, I’ve been to China twice, each time working with different Fortune Global 500 companies that are all wrestling with the same challenges: changing market conditions, accelerating competition, and the tensions inherent in trying to maintain local connectedness while ensuring global reach.
07.13.17   by Dave Ulrich
Analytics on HR Analytics: What Really Works
As in other fields, HR professionals often seek new shiny objects (ideas) that will help them better perform. For these new insights to shift from distractions to sustainable value-added practices, they need to be examined more rigorously.
06.28.17   by Erin Burns
Predicting Potential: Personality Matters
Future potential (promotability) is the ability to master the greater scope and scale of higher-level positions or the expanded scope and scale in a rapidly-growing business. But identifying which of many successful mid-level leaders have what it takes to succeed in the top jobs is a challenge that most organizations grapple with.
06.05.17   by Jessica Johnson
5 Simple Ways To Be A Better Listener and Leader
I recently wrote about three different stages leaders can utilize as we seek to be stronger listeners. If we want to help others feel understood, we need to target our listening in Stages 2 and 3 to understand both what people are saying and what they are not saying.
05.11.17   by Norm Smallwood
Will Your Leadership Improvements Stick?
Debate rages about how much of what is taught in leadership courses actually transfers to leadership practice. Some have suggested that knowledge transfer is as low as 10%. Other studies show the number closer to 60%. We estimate that 20% to 30% of ideas learned in leadership training turn into practice. Whichever of these statistics you believe, it is clear that the investment in leadership training (as well as coaching, performance management, and individual development plans as well) is not having the impact it could, or should.
05.09.17   by Dave Ulrich
Have HR Professionals Made Progress? The 30-Year Evolution of HR Competencies
Have HR professionals improved their competencies over the last 30 years? This is an important question because we hear continued laments about incompetence of HR professionals. In addition, HR professionals tend to be hyper self-critical and self-obsessed. After hearing ongoing critiques of the lack of progress of HR professionals, we can finally provide empirical evidence on the evolution of HR competencies. 
05.02.17   by Dave Ulrich
10 Skills HR Pros Need To Navigate Paradox That Delivers Business Results
In our research, we have found that there are 9 domains for HR competence. We are particularly interested in how these competence domains drive the outcomes of personal effectiveness, stakeholder value, and business results. We found that being a credible activist helps HR professionals have personal impact; being a strategic positioner helps build value for customers and investors. Now, we want to report what HR professionals should know and do to deliver business results.