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We’re about to launch a six-part People Analytics Series, in which i4cp members who participate in any of our four Exchange groups will work collaboratively to advance the state of human capital analytics within their organizations and their functional areas (i.e., leadership development, performance management, engagement, and workforce planning). In advance of the June 27
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Business leaders’ recent conversations with i4cp confirm that succession is on the minds of many. Hardly surprising, since planning for successors is vital for all key organizational positions, from critical-role individual contributors to top-of-the-house leaders. But our research found that many organizations have a dangerous gap in the pipeline for a vital C-level position. In
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Takeaway: For the greatest performance benefits, drink caffeine strategically, instead of habitually. Estimated Reading Time: 2 minutes, 50s. Podcast Length: 24 minutes, 35s (link to play podcast at bottom of post). This week on Becoming Better, we dig into the science behind how you can extract as much energy—and productivity—out of caffeine as possible. I
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The Institute for Corporate Productivity (i4cp) announced today that Kevin Johnson, Chief Executive Officer of Starbucks, and Lucy Helm, Starbucks Executive Vice President, Chief Partner Officer, will serve as keynote speakers at the upcoming i4cp 2020 Next Practices Now Conference in Scottsdale, Arizona. Kevin Johnson, who became Starbucks’ CEO in 2017, has been with the
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“Letting go gives us freedom, and freedom is the only condition for happiness. If, in our hearts, we still cling to anything—anger, anxiety, or possessions—we cannot be free.” ~Thich Nhat Hanh Back in 2001, I was a freshman in college, and my saving grace from anxiety was a yoga class. More specifically, it was the
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The Institute for Corporate Productivity (i4cp) regularly fields pulse surveys to query respondents about the practices currently in use in their companies and what’s planned for the future. On occasion, we ask survey respondents to tell us what they believe should be happening in their organizations. These responses are both validating and illuminating; the survey
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