Gwen@GwenKinsey.com / 605-212-8462

Blog

  • Talent Management in Disrupted Organizations is Different

    Remember when talent management buzz was all about “who’s on the bus”? Not only is this metaphor outdated…it’s a limited perspective during disruptive times. At a minimum, we need a more fluid metaphor for talent development. Here’s one that’s a better fit for navigating disruptive, fast moving times.     Have you ever been white water rafting? White Water Talent

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    Gwen Kinsey
  • Stop Limiting Yourself: 6 Steps Toward New Solutions

    Hitting the wall? Having trouble finding new solutions? I have a suspicion you’re not aware of how frequently you limit your options. Check it out yourself. Notice how many times a day the word “or” infiltrates your conversation. Language is a key to how we think about a situation or problem. When you say “or” you declare that there are

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    Gwen Kinsey
  • Effective Feedback Takes Practice

    Giving effective feedback is one of those skills that we expect people to know how to do well. Yet many managers admit they struggle when it comes to tough conversations. At the same time business literature is full of accounts that millennials want more feedback than annual performance reviews. Some organizations create more issues by formalizing real time feedback in a way that is formulaic and exhausting for people already burned out by

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    Gwen Kinsey
  • Stop Smothering Their Initiative: 4 Workplace Stumbling Blocks

    I have this thing about dead eyes. It’s a look people have when they  give up thinking…and caring. They’ve smothered their initiative. They gave up trying to present new ideas because their ideas are not welcome. What do you see when you walk around talking to people in your organization? What is their energy like? I don’t mean people are busy…are they excited?

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    Gwen Kinsey
  • Does Motivation Stem from Inspiration or Threats and Rewards?

    Leaders who need people to find new solutions should learn the difference between motivation derived from ‘power over’ vs ‘power with’. What does this mean? Traditionalists expect that a leader’s “power” to motivate is at the center of an organization’s productivity and success. Threats and rewards (coercion) are traditional ‘power over’ tools of motivation. But, how motivational do you think ‘power over’ is in organizations who need to meet emerging opportunities? In your experience, have

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    Gwen Kinsey