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By Anne Dranitsaris, Ph.D., and Heather Dranitsaris-Hilliard. There’s a difference between interest and commitment. When you’re interested in doing something, you do it only when circumstances permit. When you’re committed to something, you accept no excuses, only results.—Art Turock

By Phil Buckley When resistance, in the form of fear, anger, or complacency, is in the way, true learning cannot occur.—Dan S. Cohen Most big changes require new ways of working: A combination of new knowledge, skills, mindsets, behaviors, relationships, and processes must be adopted. Unless you accurately identify and build these capabilities, the change is certain to fail or not reach its potential.

By Jeb Blount A trap many account managers fall into is assuming they have more trust in the emotional bank account than they really do. They falsely believe that charm, charisma, and likability are more important than showing up to meetings on time, being prepared, meeting deadlines, solving problems, being truthful, or following through on promises.

By Jim McCoy, Vice President and RPO Practice Lead, ManpowerGroup Solutions With 39 percent of U.S. employers experiencing difficulties finding people with the right skills, the struggle to fill vacancies threatens to negatively affect business performance. This is not just a U.S. issue—globally, the number of employers that believetalent shortages will negatively affect their business has increased by nearly a third to 35 percent.

By Stacey Harris, VP, Research, Brandon Hall Group

By Jennie Hollmann, Ph.D., Director Organizational Research, and Genevieve Carlton, Account Consultant, Caliper The Power of 5: Never before have five generations been represented in the labor force. From traditionalists born before 1945 to linkers born after 1995 and just beginning to enter the workforce, we are at a unique period of time regarding the need for intergenerational communication in business. For those who touch talent management, the opportunities and challenges appear to be many.

>>Leadership IQ developed a new HR metric that links employee engagement survey scores with performance appraisal ratings. By identifying statistical relationships between engagement and appraisal scores, Leadership IQ is able to make predictions and recommendations about high-performer turnover, low-performer accountability, middle- performer development, and more.

By Dana Brownlee, President, Professionalism Matters, Inc.

How best to motivate employees and organizations to work together on career development and skills training.

By Margery Weinstein Finding the right employees is a daunting task. It includes hours spent poring over resumés and much time spent on the phone and in face-to-face interviews with candidates, not to mention what sometimes amounts to months of training. The investment made in recruitment and training easily adds up to thousands of dollars for each new employee. With so much at stake, many companies—especially those in industries susceptible to turnover—are looking for new ways to keep thriving employees in place.