Tagged: apple

We are Greater than Me: Building an Agile Organization

We are Greater than Me: Building an Agile Organization

Late last year I attended two major talent and leadership conferences in Stockholm. At these events I had the opportunity to meet with various HR leaders at Electrolux, Ericsson, Logica, BT, Maersk, Grundfos, Unicredit, Bertelsman, and others. What I learned is something important that we are building into a broad research framework I plan to ... Read more»

Succession Management at IBM, Contrasted with Apple and HP

Succession Management at IBM, Contrasted with Apple and HP

Today Ginni Rometty was announced as the new CEO of IBM, marking a significant transition at IBM and celebrating the company’s first female top executive.   This transition shows an example of world-class succession management.  It was predictable (IBM CEO’s leave their jobs at the age of 60) and shows the results of years of development ... Read more»

The Real Succession Plan for Steve Jobs:  Apple Thinks Different with Apple University

The Real Succession Plan for Steve Jobs: Apple Thinks Different with Apple University

This week’s announcement of Steve Jobs’ succession to Chairman puts the topic of success management back on the front page.  When such a strong leader steps aside, how does Apple maintain its admired culture of innovation, execution, and business growth?  There is more here than turning over the reigns to Tim Cook:  Apple has a ... Read more»

Recruiting Collusion among Top Silicon Valley Companies

Recruiting Collusion among Top Silicon Valley Companies

Yesterday the US Department of Justice announced a proposed settlement against Apple, Google, Intel, Adobe, Intuit, and Pixar for colluding not to “cold-call” recruit employees from each other.

Consider the implications of this practice:   HR and business leaders at these these leading silicon valley companies sat together and agreed “if you don’t poach my people ... Read more»

Are you an Enduring Organization?

Are you an Enduring Organization?

As we continue to study best practices in the implementation of corporate learning and talent management, we find that high performing organizations fall into two categories:  those who endure and prosper over long periods of time (decades), and those who rapidly rise to prominence, then falter during a major business challenge, and often become acquired ... Read more»