Practice Development Counsel

Phyllis weiss haserot
Phyllis weiss haserot


President & Founder


212 593-1549
pwhaserot@pdcounsel.com
www.pdcounsel.com

E-Alerts: Organizational Effectiveness Archives


Bookmark and Share

02/2005 Transitioning Is The New Retirement

One of the workplace forecasts for 2005 that I reported last month was the continuing evolution of the concept and reality of retirement. Retirement and pre-retirement issues are ever more challenging because they affect not only the individuals, but also the firms they are leaving. On balance, what are the benefits and losses to each? Who will succeed valuable talent? What institutional knowledge and judgment leaves? How have organizations planned for succession of responsibilities (usually not very well if at all)? Will the next generation be ready to take over? Will there be enough people to fill the necessary slots?

12/2004 Managing To Take Vacations

Recently I was interviewed for an Associated Press story on managing our work lives in order to be able to take vacations longer than four days. The trend has been toward short vacations, since people feel they can’t take more time given the press of work. Actually I believe taking several small vacations a year can be very healthy and wise – perhaps better than saving it all up with no break until a longer vacation occurs once a year...

11/2004 Orgational Behaviour: We Need More Respect For Emotions In Business

It’s holiday time, so is it OK if we talk about emotion?

It seems the more educated we are, the more we try to rely on rational argument and extrinsic motivation to convince people to change their attitudes and actions about such things as diversity, generational differences, client service and client acquisition, succession planning, and flexibility – just to name a few emotionally-charged issues in the workplace.

10/2004 Men Change Attitudes Toward Work And Life: A New Study

At last some hard data on what men want from life and work! I am very excited to share with you the results of a study released in October 2004 titled "Generation & Gender in the Workplace" as it documents so many things I have been observing and talking about regarding workplace attitudes for the last seven years. It was conducted by the Families and Work Institute and sponsored and funded by the American Business Collaboration (ABC), a group of eight major businesses, including two accounting/consulting firms, that believe collaboration can accomplish more than working alone.

06/2004 A New Look At Succession Planning: Tthe Next Big Thing?

Why are most organizations so lax about succession planning – one of the most critical concerns for business continuity? Think about it: even if there is never a terrorism episode or threat, even if there is no large technology glitch or crisis, there will always be a need to pass the baton of firm or practice or client relationship leadership. Yet most firms, particularly in the professional services, where client relationships are the most important factor in the business, often do not deal with client succession planning until the need is staring them in the face. The need to move quickly may preclude making a well thought out decision and transition plan. Lack of foresight on succession can lead to costly business disruptions.

04/2004 Time For a New Definition of Competence?

At a program I attended a few months ago sponsored by an accounting firm, I heard a psychiatrist and performance coach say that the “system” (the work world) is designed to make people “appear competent” rather than ( in my words) versatile or interesting or curious. He said that (most) people are not comfortable with their humanity and vulnerability and are not ready when the opportunity appears.

12/2003 Reducing Friction And Delay in an Organization

It stands to reason that organizations and individuals within them can achieve goals more quickly and with less energy and effort if there is little friction or unnecessary delay.

11/2003 9 Ways to Reduce Stress in a Firm Environment

Stress is a fact of life in the workplace – particularly when knowledge workers (professionals) are under increasing pressure to bill more hours and compete for clients and resources. Stress levels can be lowered automatically and the level of performance increased if people learn to identify what is causing the stress and use proven methods to neutralize the causes.