Successful bosses in any generation usually stumbled upon leadership mindsets that triggered deeper employee engagement, but such interpersonal approaches were not taught, nor encouraged. These approaches are now taught, and encouraged. Read more about this.
Applied technology does raise productivity at work, if the people who need to apply the technology are part of the decision-making process, understand why it is valuable, and how they need to work it. Failing that human factor, technology will not help. Read more by clicking through.
November and December are busy both professionally and personally, so you have to think ahead to help your team make these next two months a success. Meet NOW with each employee to put plans in place to accomplish four key goals by year-end. Click through for our ideas.
Please find enclosed more ammunition for supporting the ROI of human development, from our friendly competitors at Dale-Carnegie. Then call us for a customized solution at about the same price as D-C's off-the-shelf, one-size-fits-all package.
With just under 30 truly productive working days left before your professional world starts to shut down for the end-of-year holidays the week of December 15, you have to make the most of your time and the time of those who work for you. The time has come, in other words, to sit down with your team and run an honest triage on your remaining 2014 goals and objectives. What questions do you need to ask to get that process going? Click through to find out.
In today’s corporate America, we hold up multi-tasking as heroic. Look at all the balls we can juggle at once! The problem is, when you juggle, your focus is on the task of juggling, not the tasks you are trying to complete. You only make real progress against tasks when you cut off the distracting flow of communal messages for large chunks of time. Click through for more thoughts on the high value of "uni-tasking."
Have you had a worthwhile initiative fail because haphazard group dynamics impeded constructive collaboration? Hard experience tells us that “let’s just get started” is still a rallying cry for too many leaders. They want to move forward, and skimp on laying the team-building groundwork that could ensure greater success. We recommend you redefine team-building as THE critical first step of “getting started.” Click through for more on this, and a link to a nice article on HBR about it.
Sheldon Yellen, CEO of BELFOR Holdings, a disaster restoration company, has built a reputation as a caring boss who fully leverages employee engagement to boost productivity and profit. How does he mesh two seemingly conflicting goals? Does caring for employee welfare and engagement not get in the way of driving up producivity? He proves that the two goals do aid an abet each other.
Workplace safety is not the only area of improvement that occurs from raising employee engagement, but it is one that has huge positive impacts on employee health as well as organizational health, and is usually worth every penny invested in it!
Have you been engaged by your organization in safety initiatives at work? How did they involve you? What was the result?