I’m admittedly a data geek. I’ve been known to cull through decades worth of Bureau of Labor Statistics reports to make a point about how leaders ought to be thinking about Millennial turnover and retention.

I rationalize my data geek-hood by connecting what I learn to practical business applications. This focus on practical business applications is sufficient to compel a psychologist and leadership consultant, who routinely pleads ignorance in all things related to money, to wade into the deep end of academic economics research to examine results from The Value of Corporate Culture in the Journal of Financial Economics. (You’ve got to admit that “corporate culture” lure is irresistible to HR types.)

In a nutshell, the article explains that advertised integrity has very little impact on business outcomes. But perceived integrity drives a host of business outcomes.

What’s the difference?

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There is nothing more important for the long-term success of your team, department and company than identifying your pipeline and managing your high potentials. Whether you are thinking about who to promote, how to identify your successor or how to be a better manager, this list of things to consider along with some key questions to ponder is a good place to start. In this blog series, we are exploring 25 ways to keep your great employees engaged and help them continue to out-perform everyone else.

This week we examine leadership: Do they want it and are they ready?

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There is nothing more important for the long-term success of your team, department and company than identifying your pipeline and managing your high potentials. Whether you are thinking about who to promote, how to identify your successor or how to be a better manager, this list of things to consider along with some key questions to ponder is a good place to start. Over the next seven weeks, we’ll explore 25 ways to keep your great employees engaged and help them continue to out-perform everyone else.

This week we start with leadership attention to talent.

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There is nothing more important for the long-term success of your team, department and company than identifying your pipeline and managing your high potentials. Whether you are thinking about who to promote, how to identify your successor or how to be a better manager, this list of things to consider along with some key questions to ponder is a good place to start. In this blog series, we are exploring 25 ways to keep your great employees engaged and help them continue to out-perform everyone else.

This week we examine politicians vs. performers.

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There is nothing more important for the long-term success of your team, department and company than identifying your pipeline and managing your high potentials. Whether you are thinking about who to promote, how to identify your successor or how to be a better manager, this list of things to consider along with some key questions to ponder is a good place to start. In this blog series, we are exploring 25 ways to keep your great employees engaged and help them continue to out-perform everyone else.

This week we examine developing your Subject-Matter Experts (SMEs).

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