Wow!!! I cannot believe it’s the end of 2016! So much has happened this year – I don’t know where to even begin to summarize. Maybe I should just start from the beginning… When I resigned from my corporate role back in late 2014, I had no idea what kind of journey was waiting ahead for me. I did not plan to start a consulting firm, for example, and I certainly did not expect to be in demand. Nor did I expect to be flying all over the world for project work, to meet amazing professionals. I had forgotten what…

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We are about to close down our offices for the holiday season shortly. Here is a sneak peak of a new video series coming up – a byproduct of Whirling Chief and WhyNotPartnering. Take a look!

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Last week, we had a new article published in one of UK’s largest HR/OD news portals, HR Zone: Who are you under your suit? At Whirling Chief, we embrace certain leadership values when it comes to leading people practices and organizational effectiveness work. One of our core beliefs is that organizational change (or any change for that matter) requires leaders to be able to engage and lead others from the heart. As a follow up, the ability to lead others, among other things, comes from a leader’s ability to better lead self. With this sequence in mind, in the mentioned article, our contributor…

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Recruitment and selection practices are crucial in building an organization’s internal labor pool, and are linked to success and competitive advantage. In this video, we’ll try to summarize key elements of recruitment and selection activities. We hope in return you enjoy and share from your experiences! Thank you for watching!  

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Being a manager is a difficult task. (I know, d’uh! But hear me out…) As a manager, you often need to manage yourself, your team, and your business all at the same time. You need to drive your self-development while trying to maximize your leadership impact. You need to work towards building a high performing team while sharing success. Finally, you need to demonstrate results while showing lasting value for shareholders. Seriously, being a manager ain’t easy. But the most difficult task of all? Probably managing the emotional side. As someone with people management responsibility, you not only have to…

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The Christmas slash holiday break is always a very good time for reflection. Professionally, we’ve spent a year working towards our objectives, revamped strategy for the new year ahead, and often already communicated to the stakeholders appropriately. Personally, many of us prepare for a gathering with the family, with some planning for a holiday either in the mountains or at the seaside… What do I do? Me, I switch off everything – fly to the beach, take care of my body, cut all routine activities, get together with friends, and talk a lot about nothing. ☺ I take time to…

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When we talk about the effectiveness of a service function, why is it that the conversation rarely touches on its project/program management capability? High-performing organizations demonstrate time and again that adhering to proven project and program management practices reduces risks, cuts costs, and improves success rates of projects and programs. This, in turn, improves the consumption experience of managers and employees. Yet we somehow continue to shy away from taking a portfolio management approach to our center of excellence activities. In Human Resources, this reality is more permanent. In consulting with several organizations across public and private sectors, we find…

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Over my career I’ve met some brilliant leaders, some holding huge positions of authority inside big organisations and many who do not. However, they all have one thing in common: They really know themselves. In our lives we all want to make the biggest difference we can – to leave a legacy, in an area that matters for us and makes a difference to other people. And therefore it would naturally seem that the place to start would be ‘out there,’ maybe learning how to ‘influence others.’ Well, from my experience this is not the place where great leaders start…

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The very first step to any organizational structure and process is designing jobs and planning how much/many you need of them. In this video, we have tried to summarize how jobs are created through the practice of job analysis and design and discuss workforce planning activities that lead to creation of job descriptions. We hope you enjoy and in return, share some of your experiences. Thank you for watching!

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I recently attended my very first TEDx event, in Zurich. Not only was it my first collaborative event in this city, but its theme was incredibly personal to me: People First. I once found myself in the middle of an exchange between two HR colleagues. One said, “I joined Human Resources out of my love for people,” and the other replied, “Then you’re in the wrong field.” The truth is we can’t pass judgment on people for trying to fulfill their life’s passion. If a HR colleague is passionate about people or cares deeply about human connection, more power to…

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