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Some key points for large organizations to have a strategy for leadership building: Never Hire in Panic, Plan for the Future & Get Everyone Involved. 

It really is about the partnership between HR and Leadership. This was a good read!

Speaking of "war for talent"….here is a good article about some "out-of-box" recruiting strategies.

Eric, I would agree…but an organization needs to be careful. I sat on an interview panel one time with 11 people on it; it was so difficult to make a decision with 11 people giving "their opinion". I agree with you, "at least on a small scale".

Oh my, a group of 11 people, I would have been a nervous wreck. I feel that around 3-5 people is a good number, easier to find a nice pace for the interview process to flow and provide the needed information for both sides.

I am a Disney fan but now knowing a person who works there and seeing their on boarding process (via this website) it is no wonder that they are such a huge and successful company.   The website goes through, what looks like, everything a person would need to know in getting started at Disney.   I could see how helpful a website such as this would be to almost any profession.  Disney obviously has enough money to produce this website and keep it current, but I do not think that would be too hard or expensive for a school district, police agency, banking industry, military, or many other professions to implement.

My niece just completed an intership this summer with Disney. She was pleasantly surprised by how comprehensive the website and training was for interns. Eventhough she was scheduled to intern for six months, everything about the training and experience won her over to want to be a lifetime employee of Disney. Many companies could learn from this model.

I heard that the first two days of employee orientation is strictly story telling. They use the 'cast' members to acclimate employees to the Disney culture using stories. I feel like this is really in sync with Disney culture and would also be a very effective way to get employee excited about their role in the bigger Disney 'story'.

Good infromation on principles for leadship development.

The principles are good reminders for leaders.

I agree, the reminders are good for basic principles in leadership development.

Succession planning is a means for an organization to ensure its continued effective performance through leadership continuity. For an organization to plan for the replacement of key leaders, potential leaders must first be identified and prepared to take on those roles. It is not enough to select people in the organization who seem "right" for the job.

The involvement of the Board of Directors is critical when creating succession plans for C-suite roles. The Board has a responsibility to make sure the organization has an employee who is ready and have had time to experience or "shadow" those who are in the roles one might succeed.

With so many avenues for social media, it is important to have good "branding" for your organization. Something that represents the company and attracts potential candidates.

I agree that good branding is a critical aspect for all organizations to consider in recruiting. It is also important to make sure the brand aligns with the actions of the organization and its employees; otherwise it has the potential to damage the reputation of the organization.

I know many of organizations that utilize this type of branding as a means to re-enforce their product. Their superior talent is supposed to coincide with their product. Its interesting though that many individuals are passed over because they did not necessarily embody the branded traits help by the organization. I wonder who is to blame when the company goes into a nose dive economically?

With strong competition prevalent for all levels of talented professionals, it's no surprise that employee retention is a key initiative for many organizations across the board. 

Really like these ideas and I think they can be tweaked for any job role. Especially the prep before the employee starts and their first days. We need this where I work

Good ideas for starting an onboarding plan and ideas to being. Will come in use as I develop a plan

Callie - good article - onboarding should start with the first click - I was reviewing my company's website today and for the career section, it's down until the 10th, not a good sign for those seeking opportunities with FFIC.

2013 looks to be a year of global growth, but for HR and talent leaders, it will likely continue to present challenges. Still a relevant article as we go into 2015!

Not sure about who MacKenzie Jones is but one thing that was written was interesting regarding your performance being tired to the person you work for. Not sure I agree but I think a good boss can help make employees better or vise versa. It is up to the employee to not fall into any temptations of "behaving badly" when their boss may act badly or poorly on a regular basis.

Gallup's strengths-based development programs help you identify your natural abilities for providing near-perfect performances in specific activities, and then provides you with the latest discoveries and strategies for applying your strengths.

Good book - have read it and applied the findings.

A Human Resource tool for the first 180 days for new employees

Most firms have no formal programs for anticipating and fulfilling talent needs, relying on an in...

On the SHRM website they have great information for all sorts of HR topics. Click on the "download your free report" as this is a great tool for onboarding. They discuss the Four C's (Compliance, Clarification, Culture, Connection).

The SHRM website is a great website to visit on a lot of HR related topics. I would recommend it as a useful website.

Looks like we all like this website. Solid practical advice given in the article.

Ten years after publishing its research on the War for Talent, McKinsey produced follow-on work reemphasizing the need to make talent a strategic priority. Despite launching expensive programs to attract and retain talented employees, many senior executives remain frustrated with the results and admit their own failure

Good solid basic principles of walking the walk and talking the talk to create a culture of development.

A few different ones for the Dreyfus Model

Interesting info on the Do's and Don'ts as the title of this article indicates.  Sometimes just need the reminder.   Kind of interesting how we (all businesses, organizations and agencies) seem to understand how bad these things are but just keep doing them (wrong) anyway

I found the pay for performance interesting as often time an employee needs to meet certain "basic" expectations in a review to get a raise. If they don't get the review they want and are in a union then it can be grieved. I wonder if this is why most managers of union employees don't bother to give accurate reviews because it creates more paper work and documentation of a job they don't want to do anyway (performance reviews)

The pay for performance seems to the norm in the past three organizations I have worked for. The mistake pointed out in this part is accurate, small difference in percentages between performers only goes to promote an imbalance between team members.

A case for standardizing the onboarding process

Stephen - great TED Talk - I dare that the items addressed here are just as important for internal promotions as well.

We have a game show for everything else...  Again-  Good information, not too old and wants to throw out the rulebook.

Wow! Immediately has an HR person I begin to get nervous about the potential illegal interview questions or practices that these companies could be sued for. It's a risky line between innovative and unethical in terms of hiring. I like the idea and concept of thinking outside the box though!

Week 2 related

Good article to remind one what to look for in employees and self. One of the aspects of the behavioral interview for leadership in my organization focuses on servant leadership questions. It is hard to leaders others when "what's in it for me" is the primary focus.

Hi Jen, I love this article! Though it's the hard truth that many times we see people promoted over us that do not display this characteristics. However, when I think about the best leaders or the people I would pick to work with in a team, they definitely display these characteristics.