Dr. David S. Cohen

What Got Them to This Point Might Not Be What Gets Them To Where You Want Them to Be! Without objectivity, data used to identify high-potential employees is challenging. And when your high-potential employees go unrecognized, your business loses credibility on many levels. To ensure your HiPo identification process is meaningful for your organization, you must first have the criteria defining a HiPo person coupled with the discipline of managers ensuring they follow a rigorous and fact-based process. If not, you risk creating a by-product of employees feeling PoPo – Pissed Off and Passed Over. Too often, organizations have built their talent management and development in independent silos. Succession planning is most successful when organizations identify high-potential future leaders more fact.

It is a well-documented fact that when employees align with the company’s values, a new strategic advantage is realized. To gain the strategic advantage through your people means executive leaders must lead by example and celebrate the values while holding those who don’t live the values accountable. The workplace as we know it is in the process of radical change. People have more work options than ever before. Individuals are finding, post-pandemic, that their priorities have changed. They wish to work in a place that goes beyond just getting a paycheck. Employees need two critical elements to be happy and engaged: alignment with the company values and the ability to work in a place that gives meaning to their lives. Discover - Your authentic culture - Why culture change fails over 85% of the time - Discover how to learn your 'corporate legends." - How to identify our corporate artifacts to know your authentic culture

This session contains new content that is part of my new book “Selecting the Best,” to be released in late 2023. Once line managers master the content, they can never again blame recruiters or human resources for making a bad hire. Why do hiring managers fail? Often, they conduct interviews without any training. They try to recall what they perceived as the best interview question they were asked and attempt to replicate them. Hiring managers focus on skills and experience and avoid questions about cultural fit. After hiring the person, they wonder why the new hire is unsuccessful. The session will take you through the critical aspects of defining what the manager needs to conduct a meaningful interview. The session is fast-paced. The impact is hiring for retention, faster time to productivity and reduced training costs. We cover remote hiring issues.