About Paul Falcone

Paul FalconePaul Falcone is a a top-rated presenter, a bestselling author, and a former corporate HR executive at Paramount Pictures, Nickelodeon, and Time Warner. His keynote presentations focus on effective hiring, performance management, and leadership development. Paul’s consulting practice specializes in helping senior corporate executives, front-line operational managers, and HR departments lead more effectively and build higher performing teams via in-house training, executive coaching, and offsite facilitations.

Paul focuses on what he’s passionate about—strengthening the muscle of a company’s senior and frontline leadership teams. Paul’s brand is best associated with leadership from the heart and the importance of selflessness and mentorship while holding team members to the highest standards of performance and accountability.
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What’s New?


Paul Falcone's books have regularly been among the bestselling titles at the Society for Human Resource Management (SHRM) store.

Services

  • Keynote Presentations
  • Leadership Training
  • Executive Coaching
  • HR Consulting Services

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Performance Management

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What All Senior HR Executives Wish Their Front-Line Managers Knew About Effective Leadership

John is a successful manager, but he’s concerned about potential staff turnover in light of today’s hot job market. He’s wondering what he could do to proactively avoid employee resignations and is taking an objective, introspective look at his leadership style. So John reaches out to the vice president of human resources at his company for advice, and learns a lot more than he bargained for.

As John soon realizes, retention of key employees comes from both leadership offense and defense practices. More importantly, it stems from exercising leadership wisdom that allows team members to motivate themselves, find new and creative ways of solving problems and finding solutions, and, when necessary, removing roadblocks that may impede team growth. This link will take you to the web site of SHRM… Read More…

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How Often Should You Give Performance Feedback?

For most companies, the overwhelming answer is annually. But as Paul Falcone pointed out in his book 2600 Phrases for Setting Effective Performance Goals (AMACOM 2012) and Paul and Winston Tan recommended in The Performance Appraisal Tool Kit (AMACOM 2013), reviewing performance and attainment of goals once a year probably isn’t enough for most workers under most circumstances. Too many things change too quickly in business these days, and plans have to be tweaked and rearranged on a fairly regular basis. Please note that this link will take you to AMA Playbook… Read More…

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“Stay” Interviews: 6 Practical Questions for Key Employee Retention

The job market is heating up, and many top performers who may feel like they’ve been treading water career-wise since the Great Recession of 2008 began may now sense that the momentum is shifting, and new opportunities are coming back hot and heavy. As such, they may feel naturally curious to see what sorts of “greener pastures” are available in the broader job market. And let’s face it: Your top performers will always be the ones most in demand and with the most opportunities. How do you get ahead of this natural curve in the economy and keep your best and brightest motivated and engaged? Read More…

HR Essentials

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Viewpoint: 3 Caveats for Paying Employees to ‘Go Away’

Separation packages can be effective—but be careful—they have several hidden risks. The solution is to take a deliberate course utilizing  corrective action documentation. That restructures the context so the employee sees the situation as accepting a separation package as an alternative to potentially being terminated for cause. This in turn gives the HR Department and the company needed leverage. NOTE: This link takes you to the SHRM web site…
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Do’s and Don’t’s of Behavior-Based Interview Questions

MANY companies have taken to relying on behavioral interview questions as their primary method of candidate evaluation. Their goal is to get away from the flat question-and-answer format that plagues interviewers who aren’t sure how to delve more deeply into candidates’ responses. The purpose of the behavior-based question is to talk more freely, hear customized, conversational responses to what really happened in the past, and then project future performance from prior experiences. Please note that this link will take you to AMA Playbook… Read More…

Career Management

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Attention Graduates: Tips for Avoiding Pitfalls That May Derail Your (Early) Career!

“I wish someone had told me . . .” isn’t the line you want to use to end your first job out of high school or college. However, many unsuspecting and fairly naive recently-minted graduates have a serious misunderstanding about how companies treat certain policy and conduct infractions in the workplace.  Read More…

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5 Critical Job Search Strategies for Executives in Career Transition

Executives in career transition face many challenges in this daunting job market, but there are a number of options that they can actively pursue thanks to their strong track records, technical skills, and education.  The five search strategies below will be a good place to start. Read More…