About Paul Falcone

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

Performance Management


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…


The Leader-As-Coach: 10 Questions You Need to Ask to Develop Employees

Employee retention and talent management are hot topics in today’s business environment because great workers are so hard to attract and retain.

Too many companies spend time and energy tending to the lowest 10 percent of performers via progressive discipline, failed annual performance reviews and the like. Maybe such attention is warranted, but don’t neglect your top performers only to find yourself struggling through a counteroffer once someone has given notice. Instead, consider conducting stay interviews where you focus on your top performers’ needs and then build individual development plans to help them leverage their strengths by contributing more broadly to your company’s overall success. Note this link will take you off of this web site and to SHRM Online where this article appeared. Read More…

HR Essentials


Viewpoint: Firing for Cause Beats Position Eliminations Every Time

Managers who want to avoid the confrontation associated with progressive discipline and terminations often look to the path of least resistance—a no-fault layoff—because it appears to provide a quicker solution to ending employment. With a layoff, however, there are certain guidelines that you will need to follow to defend that decision. Specifically, you’ll need to evaluate the business case for a layoff, as well as who is the appropriate employee to be laid off, how long you’ll have to wait before refilling that position and what could happen if you were legally challenged for having improperly laid someone off. Note this link will take you off site to SHRM online where this article first appeared.  Read More…


When Documenting, Beware: Missteps Can Sink Your Ship in Court

Sally, an operations director, is frustrated with John, an employee on her team who uses foul language, publicly berates subordinates and demonstrates intimidating behavior toward co-workers. She prepares a final written warning for inappropriate workplace conduct, and because she wants the employee to understand how serious the situation is, she notes that John intentionally harasses people on the team and creates a hostile work environment.

Could that sort of documentation come back to haunt Sally and her company legally? Note this link will take you off site to SHRM online where this article first appeared.  Read More…

Career Management


How to Make the Most of Your Relationship with Your Outplacement Service Provider

If your company is experiencing a reduction in force (a.k.a. layoff) and you’re providing employees with outplacement services, then you’ve done so for a number of very healthy and caring reasons. But how do you ensure that you’re getting the most out of your outplacement firm’s offerings? And what should you report back to your senior leadership team about the concrete benefits that your departing workers received—which are your return on investment for the outplacement firm’s costs? This link will take you off this site to SHRM online.


7 Creative Interview Questions to Ask Millennials

So much is being written about Generation Y, a.k.a. the “Millennials” and the “Next Generation,” in terms of their influence in the workplace and on society overall, and for good reason: There are 90 million Millennials that were born roughly between the years of 1980 and 2000, and this massive demographic bubble is even larger than the Baby Boomer generation that preceded it (roughly 77 million strong). More significantly, Millennials will make up more than half of the U.S. workforce. So the 35-and-under crowd is certainly a force to be reckoned with, and your approach to attracting and retaining this talent pool will likely benefit from a specific strategy that is both challenging and selfless. Note this link will take you off site to the AMA Playbook where this blog article first appeared. Read More…


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…