tag:blogger.com,1999:blog-37183042.post555381241485117585..comments2024-01-18T09:24:44.281-08:00Comments on Reflections on Knowledge Management and Organizational Innovation: A Pithy Article on Leadership for the FutureDale Arseneaulthttp://www.blogger.com/profile/05181569957717647347noreply@blogger.comBlogger3125tag:blogger.com,1999:blog-37183042.post-967704533083672272012-01-01T23:58:47.967-08:002012-01-01T23:58:47.967-08:00Nice article
Keep writingNice article<br />Keep writingReemahttp://www.knowledgewoods.innoreply@blogger.comtag:blogger.com,1999:blog-37183042.post-25035788280272918762011-12-12T12:41:59.155-08:002011-12-12T12:41:59.155-08:00he key consideration for executives is whether the...he key consideration for executives is whether they have an engagement strategy in place not just for the 1% of their workforce they classify as “high potentials,” but also for the other 99% of their employees. Many companies have traditionally taken these high performing employees for granted, instead investing a disproportionate share of their energies and resources on the 1% classified as high potentials. Many companies are also willing to invest heavily in remedial training and development for low performing employees in hopes of elevating their performance to acceptable levels. This leaves the high performers stuck in the middle, with the impression that their contributions are not recognized or valued, and ultimately leads to low morale and increased attrition.FrontierStrategyGrouphttp://blog.frontierstrategygroup.comnoreply@blogger.comtag:blogger.com,1999:blog-37183042.post-75742624617617958472011-06-17T04:23:45.262-07:002011-06-17T04:23:45.262-07:00inspirational quotes! Thanks for sharing.inspirational quotes! Thanks for sharing.Organizational Managementhttp://www.excite.com/education/business/organizational-managementnoreply@blogger.com