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Our New Book is Featured in 55 Books Every Aspiring Chief Learning Officer Should Read!
September 10, 2019
We are delighted that our new book, Hidden Talents is included in 55 Books Every Aspiring Chief Learning Officer Should Read.
The books presented on the list cover a wide range of topics: from how to transform the ways managers uncover and put employees’ hidden talents to good use, to applying neuroscience to training.
You can pre-order your ebook on Amazon.com.
Hidden Talents – Our New Book!
July 31, 2019
We are delighted to announce the pre-sale of our book, Hidden Talents.
The book highlights 16 practical leadership tools and the inspirational stories of real leaders who unleashed higher levels of performance by discovering these tools and using them. The release date of the ebook and paperback is October 1, 2019.
You can pre-order your ebook on Amazon.com.
Best Behaviors – Profile Magazine
May 1, 2019
Maryanne DiMarzo and Amy Acker discuss the leadership concepts highlighted in their book, Hidden Talents, and the principles that bring them success at Beacon People Solutions. The founding partners of Beacon People Solutions have a combined sixty years of experience in human resources at literally every level of the function. Read more at Profile Magazine.
Feedback Translator
May 17, 2018
“It is not enough to be right when giving feedback, one also needs to be hearable.” Years of experience as corporate HR practitioners as well as consultants has shown us that nine out of ten people do not understand their feedback nor do they understand how to action it. It is our intention to open our “experience files” containing years of examples of common, vague and useless feedback and translate that experience into tools that can be used to help executives develop and grow. Hence, the inspiration for the Feedback Translator.
Human Capital Management
October 25, 2007
Our strategic intent in HR at the time was “outperforming through people”, which characterized, in three words, our enthusiastic but somewhat daunting commitment to focus on quickly building the human capabilities of the company and setting a performance standard that was much higher than pure survival. Therefore, the overall strategic intent of HR is to grow the business. We believe that the way we can contribute directly to growing the business is by growing and developing organizations,
along with the people that run and participate in the business. The goals of my position are closely aligned with – in fact, they are – the business goals. So, if the business is missing revenue, I look for all the places where I can directly impact revenue. And if we’re missing revenue, I’m missing my goal.
Leadership Challenge
October 25, 2007
Can you transform a business by transforming its leaders? This was the challenge faced by Hedling telecommunications firm Avaya in 2004. Faced with a tough, highly competitive marketplace and less than optimal scores on it’s employee satisfaction survey, Avaya’s leaders knew they needed nothing less that a cultural transformation to achieve the level of organizational performance they desired. The solution, dubbed The Avaya Leadership Challenge, was a unique collaboration between Avaya’s
Human Resources team, Tuck Executive Education, professors from the Tuck School of Business at Dartmouth, and leadership development experts from Lore International Institute. In this paper we will describe the evolution, execution,
and aftermath of Avaya’s transformational program and the remarkable results it has been able to achieve.
