Thought Leadership
DBM regularly conducts research and produces white papers and insightful articles. In addition, DBM often hosts events or partners with organizations such as the Human Capital Institute (HCI) to bring you the most relevant transition-related news and resources.
Articles and Whitepapers:
- When the Good Get Better
- Great People Join Great Companies but Leave Bad Managers
- Leave Time in Your Day for Development
- Separation Anxiety: Avoid Notification Mistakes and Ensure Employees Focus on the Future
- Tough Layoff Decisions: Making Choices About Who Leaves and How
- Out of Sight, Out of Mind – The Global Expatriate Dilemma
- Measuring and Modifying Behaviour is Key to Developing Future Leaders
- Downsizing: Business Process or Business Disruption?
- DBM's Six Recommendations for Managing the Enterprise Impact of Coaching
- Leadership That Gets Results
- The "ART" of War for Talent
- Maximising the Potential of Future Leaders
Research:
Global Trends in Separation Practices
Organizations find that separation benefits provided to terminated employees impact the morale of remaining employees, according to a new study, Global Trends in Separation Practices. The study of more than 1200 business leaders from 45 countries shows a company's decisions about separating employees, including severance pay, outplacement support, and other continuing benefits, can create ripple effects across the entire enterprise long after the departing employees have left the organization, even affecting the company's brand and public image.
Trends in Executive Coaching
More than ever, organizations are using executive coaching to enhance performance across the enterprise by grooming high potential employees, while also supporting high-performing executives and leadership teams, according to a new study, Trends in Executive Coaching: New Research Reveals Emerging Best Practices. The study of nearly 500 top business and human capital leaders shows that the demand for executive coaching services is growing due to increased credibility and demonstrated impact on the enterprise. The vast majority of respondents (78%) view coaching as a credible and effective way to enhance an individual's effectiveness in driving the performance of an organization.