David Forman

Results 1 - 10 of 12
Post date: May 12, 2016
For decades, economists have understood that the market valuation of a company is quite different from its official book value. Baruch Lev (2001) observed that for every $6 in market value only $1 is recorded on a formal balance sheet. More recently, McGuire and Brenner (2015) made the similar...
Post date: December 6, 2016
A key premise of Fearless HR: Driving Business Results is that a profession endeavoring to change must confront its past before embarking on its future. For the HR profession, you don’t have to look very far to see remnants of a somewhat checkered past. Despite numerous recent examples of HR...
Post date: June 9, 2016
The search for simple, powerful truths has always fascinated us. It would be wonderful and comforting to be able to reduce great complexity to one clarifying solution or action. In popular culture, this quest is perhaps best illustrated by Jack Palance in his award-winning role as Curly in the 1991...
Post date: January 13, 2017
How are the aspirations of HR leaders shaped by their view of the ultimate value HR can bring to an organization? If HR’s role is to be a partner, have a seat at the proverbial table, advise on potential risk, and support the business, then HR professionals need to have in-depth knowledge in the...
Post date: May 11, 2017
Having just returned from London, the ubiquitous “mind the gap” message in the Underground is hard to forget. It is everywhere there, and the more I heard it, the more it seemed to pertain to many parts of our lives, not just disembarking from a train. There appear to be more gaps than ever these...
Post date: October 4, 2016
A “force multiplier” sounds magical and even other-worldly, but its roots are actually quite mundane. A “force multiplier” is a factor that can increase (thereby multiply) the effectiveness of a group or team and it is most often described in a military context. Significant battlefield examples are...
Post date: March 13, 2017
If the HR profession coheres around an accepted purpose, it can become more aggressive, proactive, and bold. A shared sense of purpose enables faster decision-making, less confusion and realistic expectations. The bottom line for HR is that it must be more about the bottom line. Simply stated: HR’s...
Post date: November 1, 2016
Bob Dylan was certainly right when he said “times they are a-changin’”— and of course they always will be. Management expert Gary Hamel made a similar observation: “What distinguishes our age from every other is not the world-flattening impact of communications, not the economic ascension of India...
Post date: April 10, 2017
A common frustration is that the HR function seems to be reactive and frequently left behind. But as HR becomes more closely aligned to the business and coheres around the common purpose of driving business results, there are opportunities to change this behavior. Two previous HRPS blogs have...
Post date: July 13, 2016
Whether you want to rid New York City of ghosts or a profession of one of its nagging stereotypes, you have to be disruptive. Proton-pack energy streams worked well for Bill Murray and Dan Aykroyd to clear New York’s infestation in Ghostbusters, but demystifying a profession can be a bit more...