It’s Hard

Posted by Lisa Hart Lasky on January 8, 2021.
game

There are things in life that are just, well, they’re just really hard. Like losing. Nobody likes to lose. Our natural inclination is to make excuses for our loss; to blame the other guy, the referees, the teacher for our bad grades –they didn’t know how to teach, or they made a mistake grading our […]

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6 Essential Tips for Highly Effective Managers

Posted by Lisa Hart Lasky on June 29, 2020.
6 Essential Tips for Highly Effective Managers

Think about this: a recent Gallup study found that 89% of employers believe that employees left their company for more money. In reality, a mere 12% of workers actually left for more money. That same study revealed that 75% of workers who voluntarily left their jobs did so because of their bosses!  Whoa….that’s a big […]

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5 Tips to Hire and Keep Great Employees!

Posted by Lisa Hart Lasky on June 29, 2020.
Great Employees

Newsflash!  We have a talent shortage and it’s only going to get worse.  If you have anything to do with hiring good people, you may be asking yourself, “where have they all gone?”  The truth is, there are still really great candidates out there!  The difference is how you go about attracting (and keeping) them […]

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10 Important Questions to Help Identify High Potentials

Posted by Lisa Hart Lasky on February 12, 2020.
eSkills

According to a study by the Corporate Executive Board (CEB), as many as 25% of high-potential employees plan on leaving their jobs within a year. Many organizations make the mistake of only looking at ability when assessing an employee’s potential for managing a job. When trying to identify a high-potential (or HiPo) employee, it is […]

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2 Critical Questions to Ask for Effective Succession Planning

Posted by Lisa Hart Lasky on January 14, 2020.

Succession planning is often misunderstood or undervalued in the workplace. According to Talent Management magazine, about 70 percent of companies say they participate in some form of succession planning. However, 62 percent also report having too few candidates for organizational needs, and a third of organizations report no succession plan at all. These numbers are […]

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