Talent

  • Lead by Caring and Challenging: An Interview with “Radical Candor” Author Kim Scott

    Kim Scott is the bestselling author of Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity, and she doesn’t just write about leadership. Scott has held prominent leadership roles at Google (where she worked with Sheryl Sandberg) and Apple. Scott has also advised numerous Silicon Valley firms including Twitter, Dropbox, and many more. As co-founder and CEO of Candor, Inc, Scott currently helps managers implement the practices explained in her insightful and deeply-human bestseller, "Radical Candor." The NCMM caught up with her recently to talk about leading with “radical candor.”  Read More >
  • Effective Business Writing for Your Middle Market Company: An Interview with Author and Business Writing Guru Josh Bernoff

    Business writer Josh Bernoff is a coach who helps organizations improve their writing. Bernoff’s latest book is called Writing Without Bullshit: Boost Your Career by Saying What You Mean. He recently penned a Harvard Business Review article called Bad Writing is Destroying Your Company Productivity, which explained in detail the costs of bad writing for business organizations.   Read More >
  • 2016 Annual Report: 5 Years of Fueling the Engine of Growth

    As the National Center for the Middle Market celebrates its five-year anniversary, we are energized by the middle market’s evolution from obscurity to acclaim. And we are focused on the transformation our organization has undergone along the way. The Center has moved beyond building awareness of the importance of this critical economic sector into serving as a key catalyst for fueling and tuning the “engine of growth,” ensuring the middle market’s peak performance.  Read More >
  • Cost-Effective Strategies for Better Engaging Your Middle Market Employees: An Interview with Author and Employee Engagement Expert Francesca Gino

    Francesca Gino, an author and Harvard Business School Professor, researches and writes often about employee engagement. In her groundbreaking 2013 book Sidetracked, Gino applied her behavioral economics research to practical business issues such as decision-making, motivation, management, and employee engagement. She currently co-chairs an HBS Executive Education program on applying behavioral economics to everyday organizational problems. Gino is currently writing a second book, this one exclusively about the topic of employee engagement. The NCMM spoke with Gino recently about cost-effective strategies middle market companies can use to better engage their workforce.   Read More >
  • Preventing Middle Market “Brain Drain”: An Interview with “Workforce Crisis” Author Robert Morison

    Robert Morison  is co-author of the book, Workforce Crisis: How To Beat The Coming Shortage Of Skills and Talent, published by Harvard Business School Press. Morison’s book focuses on demographic changes in the workplace, such as an “age wave” of retiring baby boomers and what this might mean for organizations. He also offers strategies for dealing with these demographic changes, helping companies avoid devastating “brain drains” of talent and know-how. In addition to his work as a writer and researcher, Morison is Senior Advisor with Age Wave, a consulting firm that has helped organizations such as Ford Motor Company, MasterCard and the U.S. Chamber of Commerce navigate through demographic changes. The NCMM spoke with him recently.  Read More >
  • The ABLE Framework: An Approach for Upping Your Talent Planning Game.

    Using its latest research findings, the Center developed such a framework in order to guide middle market businesses in talent planning activities. Dubbed the ABLE Framework, it is based on findings that show clear links between process formalization, implementing a variety of talent planning activities, greater talent planning success, and better company performance overall.

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  • Mastering Talent Planning: A Framework for Success

    Research by the National Center for the Middle Market and Vistage demonstrates that companies with superior talent planning achieve superior overall business performance. This report looks closely at how middle market businesses approach talent planning, and assesses the strengths and challenges in this space to provide businesses with talent planning insights along with a practical talent planning framework.  Read More >
  • Why Too Many New Managers Fail

    Over the past three decades, I have promoted scores of individuals into management positions -- often with disappointing results in the early years, despite a seemingly rigorous selection process. It’s not that these folks were abject failures in their new managerial roles. It’s just that too few of them displayed the level of excellence that had earned them the promotion in the first place.   Read More >
  • The Future Middle Market Workplace: Author and HR Expert Jeanne Meister on the Future of Work

    Today’s middle market workplace is changing rapidly, as technology and the composition of the workforce continue to evolve. Baby Boomers are moving into retirement; millennials are now the largest generational cohort in the labor force; digital technology is enabling more remote working and changing the way middle market companies recruit, hire, and engage their employees.
     
    The NCMM recently spoke with Jeanne Meister about workplace trends, and how they’re impacting middle market companies. Ms. Meister is a founding partner of Future Workplace, an HR Research and Executive Network and co-author of a new book, The Future Workplace Experience: 10 Rules for Mastering Disruption in Recruiting and Engaging Employees.  Read More >
  • When Behavior Trumps Performance

    The truth is, when troubling behavior is not addressed, it eats at the organization like a cancer. Teamwork, the “esprit de corps,” and the cultural health of the organization are sacrificed at the altar of productivity. “Oh that’s just Susan!” one of my former peers used to say of a colleague who alienated everyone in her wake. “She ruffles a lot of feathers, but my God nobody delivers like she can.” As fate would have it, Susan eventually came to work in my department, and soon she learned I governed by a different code than what she had been used to. And while I put an abundance of energy into working with her and getting her to appreciate the negative impact of her behavior, I was never successful in so doing. We parted company some time later.  Read More >
  • Where Have All the Managers Gone?

    It was and still remains disheartening to see how few managers seem interested in “managing” -- doing the day-to-day work of motivating employees, setting them on the right path, making time for them one-on-one, and keeping them accountable. “Management” and “manager” have become quaint bywords for an old-fashioned way of running a business. People instead worship at the altar of leadership, on the misguided assumption that all any of us needs to do is “be our self” and let the brilliant light we shed cause others to follow.   Read More >

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