Roelf Woldring

AI Will Not Take Over
LinkedIn
May 08, 2019

Despite what we see in the movies, AI devices (devices with Artificial Intelligence) will not take over control of human life. See why in this video Blog ...

Updating the 70-20-10 Concept: The Right Way to Develop Managers
LinkedIn
April 15, 2019

What does the 70-20-10 framework mean for the use of e-learning in management development?

The Enigma of Organizational Cultures: A Retail Store Case Study
LinkedIn
April 01, 2019

I have had the opportunity in the last weeks to talk with folks working for a major retail chain. Once again, lunchroom chat is a very effective way to get insight into this organization’s culture.

Visions, Missions, Actions, and Strategy
LinkedIn
March 18, 2019

I watched a presentation on photography. I got a powerful insight into business success. Vision and mission must align for a business person / entrepreneur to succeed. The vision creates the pull which motivates. The mission focuses energy on the action needed to achieve the vision.

Why PMI certification is not the answer to increasing project manager success
LinkedIn
August 13, 2017

Why do we as a PM profession continue to support the certification bandwagon? Why do PM tool vendors continue to claim that their software is the be-all and end-all to project success? The evidence is against both.

Yes but ... We all want it to be easy when we have to learn new business skills
LinkedIn
August 06, 2017

We watch the Olympics and thrill at the success or failure of these champion athletes. We know getting there was not easy. We all know about the hours per day, the days per week, the weeks per year that these people trained. We also know that it takes practice for us to become better at whatever sport we personally play, at whatever level we play it.

How to Choose An Effective Business Coach: 5 Keys to Success
LinkedIn
July 04, 2017

If you want to develop your skills as a leader and manager of others, investing in a business coaching relationship can have profound ROI.

If you are an organizational leader looking to deepen your managerial bench strength, creating a coaching program for your high performance leader - managers has profound ROI.

But the economy is political .....
LinkedIn
June 01, 2017

I admire Henry Blodget. He has an ability to make clear very complicated things in a few charts and a few minutes of video tape. He sticks to this guns. He has been talking about this dynamic for years now, repeating his message over and over again. In this videotape, he states that his analysis is not political, - is not a question of right or left. But I think he is wrong. It is political but not quite in the way that he sees it. I think he sees politics as having something to do with parties. I see it as having something to do with morality.

Moving Beyond Disrupting HR
LinkedIn
June 01, 2017

I have just discovered Disrupt HR. ( http://disrupthr.co/)

Its existence speaks to the deep frustration that so many working managers and executives feel with their HR professional colleagues. This is particularly true in smaller, more innovative companies, the companies that will create our future.

Let's get rid of managers: Why I disagree
LinkedIn
May 11, 2017

I have been managing and leading folks for decades. While much as this experience leads me to agree with some of what Chuck Blakeman says, I profoundly disagree with the practicality of his suggested solution.

"You are too experienced ..." - Finding Contract Program / Project Management Assignments
LinkedIn
April 25, 2017

I have a dilemma.

In the past 4 months, I’ve been applying to project management contact assignments through the agencies in Toronto who place contract project managers. So far, no luck.

I have talked to the recruiters in these agencies. They say two things.

Turning Around IT: What Does It Take
LinkedIn
April 18, 2017

My career as an IT executive has always involved turning around the IT service organization. Over the years, I have learned that there is profound difference doing this, and running an IT organization well. Not all IT leaders understand this difference. The skills need to do deep process, tooling, and cultural change are different from the ones needed to bring a functioning IT organization up to its peak of service delivery.

This President acts ... judging his actions
LinkedIn
February 10, 2017

The world is a complicated place. People often don't fully understand its dynamics. But as humans, we are genetically driven to create explanations of what happens around us – models shaped in words that we use to guide the actions that we take to shape our futures. This aspect of our nature has lead to us becoming the dominant species on the planet. It is what makes us human.

Who is a good project manager - is this the wrong question?
LinkedIn
February 02, 2017

I have been involved in a number discussions about the project manager role lately. I have been a project manager. I have turned around more than 1 project or program in trouble. I have managed more than a few project managers I have participated in many discussions of who is, and who is not, a good project manager.

To Network Widely or Selectively?
LinkedIn
January 19, 2017

OR HOW REAL INSIGHTS OFTEN GET LOST ON SOCIAL MEDIA PLATFORMS

Like lots of people, I often find the "personal experience" based advice given on sites liked Linked In and Business Insider, intriguing if not very helpful. We all want people to be like us, and to agree with what we find insightful. So many of us write "good advice" pieces on places like Linked In. For me, that is the basis of much of this kind of "advice giving" material on Linked In. Some of it gets a lot of followers, others does not. I see it as more as a popular appeal process than one that really reflect actual insight. But by and large, you do not find people basing their career advice to others on Linked IN on widely ranging, broad data based insights.

The Performance Challenge Talent Acquisition Process: An Overview
The Right Talent
December 17, 2021

The World has Changed

The reality of global trade,
has economic benefits,
but also brought the rapid internatonal spread of disease.

The convenience of the Internet
and the cheapness of Web based meetings in a time of pandemic
has demonstrated to people that they can do some types of work at home.
The global adoption of the Internet has proved
that some work can be done
by people in distant places with little need for them
to be physically proesent in their employer’s offices.

Organizations ultimately depend upon
the talent of the people who work for them.
Technology is empowering those people with that talent in new ways.

The recruiting landscape had changed.
‘Baby boomer era’ recruiting processes no longer work well.
Organizations must undertake a profound mindset change
and make the move to
the Talent Acquisition Process
described in these pages.

See how to find and to hire
the talent you need
to first survive, and then thrive!



Roelf Woldring has led talented teams
who have hired
thousands of people
in the type of tough talent marketplaces
which are today’s norm.

Making Decisions: How You Make and Follow Up on Decisions You Make by Yourself and When Working In Groups
The Right Talent
December 17, 2021

Start at the place where at the foundation for all great management skill: Self Awareness ...

The Competency Styles Self Insight Workbooks are the right way to take a first step towards being the best manager of others you can be. Making Decisions is one of the core workbooks in the series.

By working through the Making Decisions workbook, you will get insight into:

how you make decisions by yourself.
how you work with others to make decisions.
how your way of making decisions is the same or different from the folks you work with.
how you respond to differences of opinion when working with others.
how you act when take the steps needed to act on decisions that have been made.

Buy it now:

Invest in your career as a manager.

Take the first steps which can lead you being a manager who your direct reports remember as a ‘great boss'.

The Competency Styles Series of Self-Insight Workbooks:

You are a hard-working professional, aspiring to become a manager as the next stage in your career. Or you have just been promoted into a manager’s role. Or you have been a manager for a while

But you have not been given any training on how to carry out your role.

You should get the training you need to excel as a manager. The fact is that most people in surveys say that their manager is a ‘bad boss”. You don’t want the folks working for you seeing you in this way.

You have taken steps to explore what you need to do to be the best manager of others you can be.

Here’s the thing:

College and university extension courses focus on ‘the what’ of being a manager, not the ‘how to’. Passing a test at the end of a course does not really translate to being a better manager back on-the-job.
Self styled Internet gurus and experts are full of advice on what it takes to b a manager. But you sense they are really preaching, rather than sharing what they have learned from being great managers themselves. It is easy to tell others what to do. It is much harder to shape skill development programs based on the real experience of proven managers.
The books you browse in the business sections of the big retail book stores are a lot like the courses and the Internet experts. They are full of ‘preachy’ advice. They don’t really address what it takes to be a great manager. They are ‘one person’s opinion’, not a balanced approach to developing your skills as a manager in a progressive way. They certainly don’t focus on the core issue – how do you take what you read and make it become real back on-the-job.

Still, you are continuing to search for the best way to become a respected manager.

The fact is that research has shown:

that great managers are first of all, self-aware. They know how they behave when they work with their direct reports and team mates. They understand how their behaviour is the same as or different from each person they with whom they work They have the ability to adapt their personal behavior to the needs of each of the folks they have working for them.

First things first:

The Next Level Manager program is different. I developed it based on my own growing experience as a manager. 360° feedback in the early in my career made it clear to me that I was not a ‘great boss” I decided that I could do better.

I took post graduate courses in the psychology of the workplace. I learned from other experienced manager who were getting great feedback from their direct reports. I investigated how to build professional development programs for adults which focused on skill transfer back to-the-job.

Second things second:

I created a Managerial Skill Framework based on the best research. I refined it when coaching my own direct reports. I spent millions of training dollars as an executive investing in the development of the managers who were responsible for the performance of the thousands of working professionals who made the organizations I led great.

The result - a skill development progam which works for you:

The Next Level Manager program can help you become the kind of manager that people praise and respect, rather than think of as a ‘bad boss”.


The Next Level Manager brings together:

a research and best practices-based framework which places the skills it takes to be a great manager into a progressive framework – The Right Talent's Managerial Skill Framework.
a proven approach to working with adults like you to acquire these soft skills, and make them come alive back on-the-job, the place where this can really pay off – the Right Talent’s Sport Skill Model of Soft Skill Acquisition.
personalized access to e-learning programs, books, and individual feedback and coaching. You can access on the elements of the program which work best for you-demand to progressively deepen your managerial skill set.


Start at the place where at the foundation for all great management skill: Self Awareness ...

The Competency Styles Self Insight Workbooks are the right way to take a first step towards being the best manager of others you can be. Making Decisions is one of the core workbooks in the series.

By working through the Making Decisions workbook, you will get insight into:

how you make decisions by yourself.
how you work with others to make decisions.
how your way of making decisions is the same or different from the folks you work with.
how you respond to differences of opinion when working with others.
how you act when take the steps needed to act on decisions that have been made.

Invest in your career as a manager. Take the first steps which can lead you being a manager who your direct reports remember as a ‘great boss'.

Go Total Talent Management or Go Bust
The Right Talent
December 15, 2021

Most well-established organizations get along fine with human resource practices that have not changed for decades.

But if you run, or work for:

· a rapidly growing company,

· or a highly innovative organization that is disrupting its industry,

· or a creative problem-solving organization focused on quickly serving clients,

these decades old HR practices will no longer cut it.

You need to take Total Talent Management to stewarding the talent people who work for and with you.

Total Talent Management is a a set of integrated people management processes that will let you:

· find and recruit,

· on-board,

· performance manage,

· develop the skills of,

· and steward

the talented people that your organization needs to thrive, or even to survive.

Transforming Organizations: A How To Guide
The Right Talwnt
December 15, 2021

You can't find a lot of material on the web on the art of transforming organizations. The folks who are good at it are too busy doing to be writing about it.

This book is the exception. It pulls together decades of personal experience, and extended conversation with other folks who are great at this.

Get it to get insight into the difficult trust dynamics involved, as well as the structured steps that need to be taken.

Interacting With Others: Insight into How You Work with Others in One-on-One and in Group Situations
The Right Talent
December 15, 2021

Start at the place where at the foundation for all great management skill: Self Awareness ...

The Competency Styles Self Insight Workbooks are the right way to take a first step towards being the best manager of others you can be. Interacting with Others is one of the core workbooks in the series.

By working through the Interacting With Others workbook, you will get insight into:

how first initiate contact with when you are in social situations,
how much energy you bring to your interactions with others,
the extent to which you are prepared to share ideas and facts with others,
how you behave to clarify your ideas and opinions when working in groups with others,

The Competency Styles Series of Self Insight Workbooks

You are a hard-working professional, aspiring to become a manager as the next stage in your career. Or you have just been promoted into a manager’s role. Or you have been a manager for a while

But you have not been given any training on how to carry out your role.

You should get the training you need to excel as a manager.

The fact is that most people in surveys say that their manager is a ‘bad boss”. You don’t want the folks working for you seeing you in this way.

You have taken steps to explore what you need to do to be the best manager of others you can be.

Here’s the thing:

College and university extension courses focus on ‘the what’ of being a manager, not the ‘how to’. Passing a test at the end of a course does not really translate to being a better manager back on-the-job.
Self styled Internet gurus and experts are full of advice on what it takes to b a manager. But you sense they are really preaching, rather than sharing what they have learned from being great managers themselves. It is easy to tell others what to do. It is much harder to shape skill development programs based on the real experience of proven managers.
The books you browse in the business sections of the big retail book stores are a lot like the courses and the Internet experts. They are full of ‘preachy’ advice. They don’t really address what it takes to be a great manager. They are ‘one person’s opinion’, not a balanced approach to developing your skills as a manager in a progressive way. They certainly don’t focus on the core issue – how do you take what you read and make it become real back on-the-job.

Still, you are continuing to search for the best way to become a respected manager.

The fact is that research has shown:

that great managers are first of all, self-aware. They know how they behave when they work with their direct reports and team mates. They understand how their behavior is the same as or different from each person they with whom they work They have the ability to adapt their personal behavior to the needs of each of the folks they have working for them.

Performance Appraisal is Dead, Long Live Performance Contracting
The Right Talent
January 01, 2021

When is the last time that you had a performance appraisal that you really helped you to grow personally and to expand your career?

When is the last time that you had a performance appraisal that clearly set out how your work was going to be measured and evaluated in the coming time period?

If your answer to these questions is never, then you are like many other people who work for organizations. Employee satisfaction surveys consistently report the negative feelings that people have about the performance appraisal process, whether they are bosses or subordinates.

There is a better way.
It is called performance contracting.

Instead of worrying about the past, performance contracting shapes your work future. Performance contracting allows your boss and you to clarify what you are expected to do in your job. The two of you negotiate the measures: - the tools you both will use to keep track of how you are doing. If you are the boss, performance contracting will motivate and inspire the people working for you to deliver at their peak.

Performance contracting works all year long,
not just at year end.

This practical guide describes the WHY and the HOW.

“Shape the Future,
Don’t Appraise the Past”

Move from the drag
of performance appraisal
to the clarity
of performance contracting.

(PDF book - contains how to tables, checklists, forms, and schematics).

Respect in the Workplace: Harassment Investigations - A Practice Guide
The Right Talent
June 01, 2020

The work world has changed.
What used be acceptable forms of behavior between peers, and between boss and direct report, are now 'harassing' behaviors. Everyone in the workplace is expected to be respectful in the way they work with team mates and manage their subordinates.
As a result, the number of workplace harassment investigations is constantly increasing.
The investigators who conduct them must themselves work in ways that get at the 'below the surface' truth, while staying respectful of the complainants, witnesses, and alleged offenders with whom they interact. The relationship dynamics of those of 'professional to workplace peer', not the dynamics of law enforcement officer to possible accused, or with of court room lawyer to the 'other side's' witness.
As a result, the number of workplace harassment investigations is constantly increasing. The investigators who conduct them must themselves work in ways that get at the 'below the surface' truth, while staying respectful of the complainants, witnesses, and alleged offenders with whom they interact. The relationship dynamics of those of 'professional to workplace peer', not the dynamics of law enforcement officer to possible accused, or with of court room lawyer to the 'other side's' witness.

If you are an executive with the need to commission a workplace investigation into harassment, whatever form it takes,

The Right Talent
The Right Talent
January 02, 2018

"When you strip every else away, organizational success comes down to the talent and the motivation of individual people."

As The Right Talent, we support people as they become "people smart managers", and support organizations as they develop the 'people smarts' of the people who work for them.

We support organizations as they create | revamp their talent acquisition and management practices to address the realities of the intense competition for they talent they need to survive and thrive in a post Covid 19 and post baby boom world.

We build innovative soft skill e-learning programs that are available to individuals working professionals on a one-off basis or to organizations on a subscription basis.

We work with organization as they implement the innovative talent acquisition and management processes they need to find, engage, retain, and performance manage the talented people they need to first survive and then thrive.

The Downsides of Being Very Emotionally Intelligent
LinkedIn
December 15, 2021

Being Smarter about Hiring ...

Many Internet sites, especially those of the vendors of various psychometric based tools, advocate hiring for personality traits. EQ is one of the ones they promote.

The New Global Dynamic --- Meeting the personal Needs of the Few at the top at the expense of the many they govern
LinkedIn
December 09, 2021

Want to understand the world and what is happening in it? ....

This article in The Atlantic is one of the most insightful I have read on the topic ...

This globalization of a social political dynamic that was largely national in the past will in my view shape the world your children and your children's children will live in

Total Talent Management Strategy and Capability Development

Location: On the Internet     Date Available: December 17th, 2021     Fees: We work out an arrangement with you

Submission Date: December 17th, 2021     Service Type: Service Offered

At The Right Talent, we believe talented people are the key resource you need to first survive, and then thrive as an organization. So we work with Organizational Leaders to implement our Total Talent Management approaches to:

- finding (talent acquisition),
- on-boarding (ensuring new hires become productive fast).
- performance managing (focusing staff delivering in future, not on what they did in the past).
- developing teamwork skills (business and soft skill e-learning programs, supported by customized face to face skill development programs),
- growing managers (developing their performance contracting and coaching skills).

We believe in sunrise and sunset consulting. Simply put, we work with you to develop your staff's skills in these areas, then we go away since they are empowered and no longer need us.

You can see what we mean by Total Talent Management by looking at Roelf Woldring's books - browse to https://payhip.com/Roelf/collection/people-at-work (
Copy and paste in the url to the left(

Total Talent Management Strategy and Capability Development

Location: On the Internet     Date Available: December 17th, 2021     Fees: We work out an arrangement with you

Submission Date: December 17th, 2021     Service Type: Service Offered

At The Right Talent, we believe talented people are the key resource you need to first survive, and then thrive as an organization. So we work with Organizational Leaders to implement our Total Talent Management approaches to:

- finding (talent acquisition),
- on-boarding (ensuring new hires become productive fast).
- performance managing (focusing staff delivering in future, not on what they did in the past).
- developing teamwork skills (business and soft skill e-learning programs, supported by customized face to face skill development programs),
- growing managers (developing their performance contracting and coaching skills).

We believe in sunrise and sunset consulting. Simply put, we work with you to develop your staff's skills in these areas, then we go away since they are empowered and no longer need us.

You can see what we mean by Total Talent Management by looking at Roelf Woldring's books - browse to https://payhip.com/Roelf/collection/people-at-work (
Copy and paste in the url to the left(