Author Archives: Joel Shapiro

About Joel Shapiro

Joel is passionate about makes employees part of the solution. As a member of the team at Incrementa Consulting, his focus is on building leadership capacity, improving collaborative practice, and aligning culture with strategy. You can read more of Joel’s thoughts on the Incrementa website or at his former blog.
  • Debriefing



    Debriefing is a powerful practice that is equally valuable for execution and employee development. This blog outlines how and why it works. Learn to work and work to learn. If you do not stop from time to time to ask: “Did it work?”, “Were we right?”, “Was that the best way to do it?”, then you are [...]

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  • Organizational Culture In Everyday Business Language



    Organizational culture has an enormous impact on employee engagement, customer service, and business performance. There are many complex and sophisticated methods for analyzing organizational culture—I use some of them myself. But culture is an important business issue, and leaders should be able to discuss it in everyday, normal-course, business language—relatively free of technical HR jargon. Here [...]

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  • The Talent Management Cycle



    Strategic talent management is all about ensuring that your team and organization have the talent they need to get the job done and help the business win. Well-meaning, but lopsided investments in talent management (TM) can be extremely wasteful. A big investment in recruiting, for example, will be wasted if all the new people you are [...]

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  • The Succession Planning Crisis



    Preparing your organization for the massive retirement of the baby-boomer generation An Urgent Challenge: North American organizations do not have 5-8 years to make plans for replacing their baby-boomers. They have 5-8 years to replace them—approximately half of them. There are 9.6 million Canadian baby-boomers (born 1946-1965), comprising 46% of the Canadian workforce. In 2020, just five years [...]

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  • PART II: Merger Integration Secrets



    How do you get your new employees to work really hard for you, live your core values, and be great ambassadors for your company as quickly as possible? You can’t underestimate the stress employees experience during mergers and acquisitions: job insecurity, new bosses & colleagues, changing roles, extra work, survivor guilt…and a myriad of other changes [...]

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  • PART I: The People Side of Merger Integration



    Study after study puts the failure rate of mergers and acquisitions somewhere between 70% and 90%. C.M. Christensen, HBR Why is the failure rate so high? What are the costs of doing a bad job? And what can companies do about it? Let’s take a look at the people side of merger integration. There is so much pressure [...]

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  • Creating a Culture of Innovation



    Everyone knows innovation is important. So why is there so little innovation in the workplace? No matter how many times you tell your employees that innovation is important, nothing is going to happen if you just pay lip service to it. Another 20 memos aren’t going to work. Talk alone is not enough—even if everyone agrees [...]

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  • Engaging Your Employees in Innovation



    Everyone can be involved in innovation: Not all improvements are world-historical acts of bravery and genius. You can start innovating at any level. Get your employees to start where they are—whatever they are ready, willing, and able to do—and then help them work up the chain to bigger and better improvements. Levels of improvement: Improvements range from petite [...]

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  • The Cost of Employee Turnover



    … And the Value of Employee Retention & Loyalty According to most studies, the cost of employee turnover typically costs 100% of annual salary—and much higher for top performers, strategic positions, and when a position remains vacant for an extended period. Why is turnover so expensive? Different organizations, positions, and labour markets determine which of the following [...]

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  • When to Change your Culture



    Every company has a culture. Your company’s culture is either helping you get the job done or holding you back. Culture matters. How is your culture working for your business? Is it time for a culture-shift? There are five situations in which you need to shift your culture.

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