Victory Through Organization: Why the War for Talent is Failing Your Company and What You Can Do About It - Deepstash

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Victory Through Organization: Why the War for Talent is Failing Your Company and What You Can Do About It

Victory Through Organization: Why the War for Talent is Failing Your Company and What You Can Do About It

by Dave Ulrich, David Kryscynski, Wayne Brockbank, Mike Ulrich


891 reads


"The competitive advantage is what you do with the talent once you have it."


“When people are given challenging responsibilities, autonomy to control their outputs, participation in decision making, and visible and valuable recognition, it meets virtually all of the criteria for effective rewards.”


"HR is not about HR, but about delivering real value to the business."

The Less Obvious Roles of HR Professionals

Nurturing a staff culture that will be most beneficial to the organization’s customers, and managing effective employee development and recognition are part of what it takes to develop thriving companies

However, along with these organizational competencies, HR professi...

  • Strategic positioner: position a business to win in its market
  • Credible activist: build relationships of trust by having a proactive point of view
  • Paradox navigator: manage tensions inherent in making change happen

  • Total rewards steward: manage employee wellbeing through financial and non-financial rewards.
  • Technology and media integrator: use technology and social media to drive high-performing organizations.
  • Analytics designer and interpreter

Become a Paradox Navigator

Out of the nine critical HR competencies, the role of Paradox Navigator was most closely tied with business performance. Yet this is an area where many HR professionals were lacking expertise.

Paradox navigators need to effectively manage tensions between:

  • Gl...

  • Clarify the poles
  • Define best outcomes – how both sides relate to success criteria
  • See others’ points of view – how do others experience the paradox?
  • Find common ground – where do we agree and disagree?
  • Take first steps


"High potential individuals are interested in on-the-job assignments that are challenging and valuable … because they want to create a track record of documented results."

Improving Employee Performance

Using employee involvement to improve staff performance takes an organizational approach to the pervasive problem of low engagement. The goal is to move from cynicism to commitment, isolation to community, and for employees to have a sense of purpose and social responsibility in ...

One of the most interesting ways companies are involving employees is by connecting them with customers for feedback.

This could mean having employees listen to customer service calls, engaging more employees in market research and social media, having customers visit the company’s off...

Measuring Employee Performance

Measuring employee performance from an organizational perspective means focusing on organizational-wide talent data, as well as individual data.

  • For example, to measure recruitment, you can look at what percentage of hires remain after two years.

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