Robert Vipperman, PhD

Most talent systems start with competencies. Ours did too. But decades of research — beginning at the Center for Creative Leadership and later through Lominger to Korn Ferry — revealed something important: Executives, managers, and individual contributors don’t just need different skills. They need different developmental architecture. That insight led to a new way of thinking about levels, potential, teams; and the arc of a career. https://lnkd.in/e5K4HEsv #talentmanagement #talenttelligent #talentdevelopment

5

A fascinating article with some good, common-sense solutions. "a troubling pattern emerged: Leaders — tasked with modeling resilience — often amplify stress instead. Rather than easing pressure, their behaviors frequently intensify it, undermining team cohesion and performance."

1

🌟 What Boards Really Want in Their CHROs Today, boards aren’t looking for a “head of HR”—they want a strategic operator who treats talent as capital, culture as infrastructure, and succession as risk management. The CHRO role has evolved into a central driver of enterprise value. 6 Capabilities Boards Expect: 1️⃣ Strategic Business Partner – Connect people decisions to business outcomes and ROI. 2️⃣ Succession Architect – Build proactive, risk-based leadership pipelines. 3️⃣ Culture Risk Manager – Measure, manage, and leverage culture as a performance lever. 4️⃣ Data-Driven Operator – Provide predictive insights, not just reports. 5️⃣ Truth Teller – Speak uncomfortable truths with courage and evidence. 6️⃣ Transformation Leader – Lead workforce change during disruption with agility. 💡 Bottom line: Boards want CHROs who don’t just manage HR—they shape the future of the company, earn trust, and hold a permanent seat at the strategy table. #CHRO #Leadership #HRStrategy #TalentManagement #Culture #SuccessionPlanning #HRInsights https://lnkd.in/gx6K5Xeu

1

For years, L&D has frequently cited the 70-20-10 rule. 70% of learning comes from experience. 20% from relationships. 10% from formal training. It’s been on slides. In keynotes. In strategy decks. And yet, if we look at where most budgets go, we’ve built an entire industry around the 10%. Courses. Content libraries. Certifications. Completions. We optimized what was easiest to deliver and measure, not what actually drives behavior. Experience is messy. Coaching is inconsistent. Practice under pressure is hard to design. So the 70 and the 20 became aspirational. The 10 became operational. Not because the model was wrong. But because the infrastructure to support learning in the flow of work didn’t exist at scale. Until now. AI makes it possible to support leaders during real moments, before a difficult conversation, after a missed opportunity, in the middle of pressure. At Stoic, our AI Coach doesn’t tell managers what to do.  It makes them more conscious of their choices. Is direct criticism the best choice for the upcoming conversation with an underperforming employee? How could you encourage your team after a failure? Here are some techniques you might want to try out. Are you ready to commit to testing one of them for a week? It asks the right questions, reinforces reflection, suggests techniques, and demands accountability when it matters most - when the work is done. That’s how experience becomes deliberate. That’s how relationships become developmental. For the first time, the 70 and the 20 can be intentionally designed rather than left to chance. And 70-20-10 can finally move from theory into practice. #AppliedLearning #BehaviorChange #FutureOfLearning #LeadershipDevelopment #LeadershipCoaching

9

Leaders might believe old-school performance reviews are working, but the reality is that they are driving away top talent. Here are five critical ways outdated performance reviews are sabotaging your ability to retain your best people, along with strategies to improve your approach dramatically.

31

6 Comments

"HR today is far more integrated into organizational strategy than it was decades ago." ☝️ That's from Terri Goodman, vice president of human resources at Hogan Assessments, answering the question of what's changed in HR. Hear more: https://lnkd.in/d-aNcRRH #HoganAssessments #HR #HumanResources #TalentManagement #TalentStrategy 

46

2 Comments

📢 Have you seen our new report? The Center for Executive Succession (CES) and HRPA just released CEO Succession: 10 Pitfalls Boards Must Avoid — and the CHRO Practices That Help. From rushed timelines to unclear criteria, CEO transitions often go wrong—but they don’t have to. This report offers practical insights for CHROs to guide boards toward stronger, smoother successions. 🔗 Read the full report here: https://lnkd.in/e62X2TEc #CEOSuccession #CHRO #Leadership #HRStrategy #CES #HRPA

19

1 Comment

Why Most Organizational Transformations Fail — And What #HR Leaders Can Do About It https://lnkd.in/exVRkekU #HCM #HRM #HumanResources #Change #OrgDev #CHRO #CPO 

5

2 Comments