Team Meeting Corporate Culture

Define, Align, and Refine for a Culture that Works

Is your workplace frustrating and lifeless—or is it engaging and inspiring?  For many people, descriptors such as dreary, discouraging, or fear-based are often mentioned.  The problem, according to Chris Edmonds, author of The Culture Engine: A Framework for Driving Results, Inspiring Your Employees, and Transforming Your Workplace, is that leaders don’t put as much thought into…

Skater-girl

Coaching Tuesday: Could You Use an Olympic Coach at Work?

In her online post In Olympics of Life, We All Could Use a Coach, Mary Schmich delineates the myriad ways a coach makes a difference.  She states: “Most of us are slipping and sliding on the bumpy ice of life. Our execution’s sloppy; we are poorly trained. We need some undistracted steering and grooming, prodding…

Holiday table setting

A Situational Approach to that Big Holiday Meal?

When we teach Situational Leadership® II we often use non-business examples to help people understand the concept of employee development levels. Hosting a big holiday meal is one of the examples we use to explain that people can be Enthusiastic Beginners, Disillusioned Learners, Capable But Cautious Performers, or Self-Reliant Achievers depending on their past experience.…

Successful Young Businesswoman

Why Millennials Leave Organizations (and What Senior Leaders Can Do About It)

In their 2014 Employee Engagement Trends Report, consultants at Quantum Workplace looked at survey findings from more than 400,000 employees at nearly 5,000 organizations. In exploring the importance of various drivers of Millennial engagement and retention, Quantum researchers found that Professional Growth and Career Development came in at number one. They observed: “If young employees…

Performance Evaluation Form

A Better Approach to Performance Management

What comes to mind when you hear the term performance management? For many managers and their staff, the term fills them with dread. A major reason for the negative reaction comes from the typical way performance management is implemented. Traditional performance management systems focus on evaluation. Managers set goals for direct reports at the beginning…

Implementation Gauge

The Big Problem with Employee Engagement

Employee engagement is at an important crossroads. After years of conducting engagement surveys, organizations are finding that improving employee engagement is a lot more difficult than measuring it. Surveys have helped organizations to identify areas that need to be addressed, but an inability to “move the needle” when it comes to improving scores has turned…