My Medium Content
Thanks for stopping by! The content here is going to be in a little flux for a while because I’m moving items and shifting some of my media creation over to Medium as a way to leverage the power of the publishing platform. I’ll still post a unique blog here and on LinkedIn from time to time, but my main focus will be on that site.
Get in touch!
pmann@educationalthinking.com
(717) 400-6266 (voicemail)
Harrisburg, PA
Make Help More -- Helpful!
If someone cares enough to notice that you need help, whether via a consultant or not, it is a better option to consider that, 1) someone cares enough to notice the need, and 2) there is an opportunity to find and fix a blind spot in your perspective. Someone like me isn’t there to force a change or otherwise stick our noses into your business; we’re there because someone feels things need to adjust but aren’t going to get better on their own.
Playing Succession Too Close
One of the overriding themes of the last few years has been how to build one's bench -- how to identify and select high-potential employees (HiPos) and would-be employees to proactively enhance the team. Within this idea includes both building skills and knowledge capabilities, as well as grooming HiPos for eventual advancement into leadership as part of a long term succession pipeline. While this article relates to all of these factors, it's main focus is on the succession component and the problems that occur when we forget to tell our HiPos that they are HiPos, and what that means.