DestructionHR – 4 years too early?

Well, it wouldn’t be the first time that BadConsultant was riding a trend before it had even become a spark in the eye of an in-utero idea emergent at an innovation incubative blue-sky research fantasy novel land far, far away, would it? Yet now, some 4 years later, what does BadConsultant read in the comments […]

Wait… Who did what now?

Like our consulting brethren the world over, we generally  choose to keep our deep-held beliefs, opinions and judgements hidden far beneath a chameleon smile [you never know who will be paying your invoice next month] and so it will remain in this season of political idiocy. Thanks to our longitudinal multi-variate analysis though, we know that no-read Wednesday appears […]

Oh, how many ways shall I categorize thee?

OK. We’ll paraphrase because, well, going back and finding the original LinkedIn forum discussion would be just a little too much of a gaze into the abyss [and staring at the walls of solitary confinement hotel rooms is more than enough for us most of the time] but suffice to say, it was a very excited HR […]

Tuesday’s twice as bad

Ah, Tuesday. Day after dreaded day, day before slump day, day where the erosion of hope and good faith grows palpable. So, what better day to go browsing the LinkedIn discussion groups, where we find: Recommendations Personality/Profile Assessment for C-Level with the added kicker, that we could implement quickly and independently (without the need for […]

Checking in, not checking up

Been a busy few days for ye olde BadConsultant, launching DidWe.net (I’ll be posting about that in the coming days). DidWe very much builds upon the Strengths Springboard, which I created last year. At that time, I couldn’t quite be as transparent as I generally aim to be, so it was the Strengths Springboard was […]

Best and Brightest… or Dumb and Dullest?

Back in a previous life, BadConsultant sat in a room with a group of managers and individual contributors, scoping work to assess which competencies consistently drive performance – the intent being to develop a foundation for sourcing, selecting, placing and developing those competencies. If you haven’t done such work, the method is straightforward – line […]