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Google Survey Connects Workplace Flexibility to Morale – No Surprise There!

DNA of corporate change

How flexible is your corporate DNA?

The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea.

Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled.

It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!)

The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale:

88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high.

The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

The writer of the article, Erika Morphy, did not specifically state that talent retention is driven in part by levels of morale and job satisfaction, but noted that survey respondents did report that “the most serious threats to organizations in terms of people management are:”

  • Failure to attract enough talent (25 percent)
  • Inability to retain the best talent (18 percent)
  • A disengaged workforce (14 percent).

All of these factors are directly impacted by how your organized is rated as a “best place to work.” Talented people hear about flexible, collaborative cultures and want in. People already in and working collaboratively want to stay, and remain engaged because they have some much more control over how they work (ownership!)

How may we help team CTAIn the end, the survey found what I see all the time: Senior executives who can let some control go and let people work flexibly to achieve the organization’s needed outcomes organically solve their talent retention and productivity problems.

When you look at your own organization, what balance do you see in leadership between the urge to control on one hand and, on the other, the comfort to let employees innovate their own work patterns?

 

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[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

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[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Challenge Negative Mindsets When Pursuing New Ideas

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

A Fresh Start on Performance Reviews: Alere Sets a Great Example

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Generation Xers are Today’s Leaders – Invest in Them

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

How Can Your Words Build or Break Trust With Co-Workers?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

The Lemonade of Employee Turnover

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Employee Engagement is a Two-Way Street

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

You Will Not Engage Every Employee – Nor Should You

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Make August Your Personal Rejuvenation Month

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

The Unbiased Opinion is a Myth. Discard It.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Time to Act Civilly at Work? Professor Porath Says It Pays Off.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

When Motivating Employees, Do Words Get In the Way?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

How to Sell Senior Executives on the Value of Talent Development

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Temporary Project Teams Need Scaffolding to Work Well

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

To Manage or To Lead – That is the Question

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Break Conversational Habits to Break Out of Ruts

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Schedule that “Thirdly Review”!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Make Spring Fever a Productive Force at Work

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Change Happens Inside Out – Driven By Middle Managers

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Hiring Outsiders Costs Money. Save it by Investing in Human Development.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

How Quickly Does Your Culture Sub-Optimize New Talent?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

How Do You Fix a Jerk at Work?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Valentines Day Marks the Halfway Point in Q1 – How Are Your Leadership Resolutions Fairing?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

More Grist for the “Why Are Employees Not Engaged” Chat Mill

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Dave Tighe Joins Writers on LinkedIn as Employee Engagement Expert

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leadership Tips for Kicking Off 2015

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

In 2015 Employee Engagement Will Look Like It Did in 2014…and 2013…

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Employee Engagement Must Address Professional and Personal Performance Factors

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

January Leadership Advice Deluge has Begun! Resist the Urge to Read It All.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

McKinsey Offers Evidence: Senior Executives Still Struggle With Leadership Habits

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Happy Holidays from Bovo-Tighe!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

2014 is Done – Time to Kick-Start January

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Sweat the Small Stuff Says Rory Sutherland in a TED Talk – This is What Bovo-Tighe Does for You

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Happy Thanksgiving from Bovo-Tighe

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Just Twenty Working Days ‘Till Christmas – What Can You Get Done???

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Defend Human Development Investments Strategically

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Be Great to Work With

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leaders Must Still Manage. You Don’t Get Off That Hook!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

It Takes Time to Change Employee Habits – And Lots of Support.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Employee Recognition – Easy to Say, Hard (it seems) to Do

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Misguided Advice from Monster about Aspiring to a Leadership Role

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Honda Waigaya and Outward Bound – Lessons in Patient Leadership

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Master the Art of Questioning (and Listening) to Better Raise Productivity

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Kick-Start Your Team’s Productivity Push for Autumn

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leaders Master the Art of Questioning to Raise Employee Engagement

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Halogen Software Offers Sample Comments for Performance Reviews. We Disapprove!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Asking Silly Questions Makes You Smarter

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Employee Engagement is Personal, So Personalize Your Approach

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Maslow’s Hierarchy and Employee Engagement – Make the Connections!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

The Case of the Market Basket CEO – Leaders Who Care Get Strong Employee Support

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leaders: Spend More Time Leading People and Less Time Doing Stuff

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Take Steps to Run Better Meetings – Walk While You Talk

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Confident Leaders Keep Arrogance at Bay With a Dose of Humility

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Employee Engagement is Really Simple – But Does Take Energy and Focus

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Great Leaders See Themselves as Others See Them – And Engage Better

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Sayonara June! Hola July! Time for Mid-Year Resolutions.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leaven Your Positive Leadership Outlook With Real-World Negativity – Pursue the Truth!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Reset Your Leadership Mindset for the Next Six Months

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Great Leaders Make Life Better for Their Followers

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Defend No Process – Defend the Mission Against Old Processes

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

How to Maintain Workplace Productivity During the Summer Vacation Season

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

A More Productive Mindset for Work in Six Steps

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

A Great Set of Productivity Tips – Read This Instead of Facebook at Lunch Today

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Honor the Last Full Measure of Devotion on Memorial Day

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

As a leader, you will get angry – How you handle that anger is critical to team productivity

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Middle Managers Can All Lead – If You Show Them How

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Never Assume: Pursuit of Truth Makes Decision-Making Better

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

The Last Mile of Employee Engagement is the Hardest to Travel

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

We Love the Energizing Month of May

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Transformational Leadership Skill Spring Shape-Up

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Still Pushing Employees to the Brink: A bad habit from the Great Recession.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Toyota Agrees: Machines Don’t Innovate – People Do.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leadership Development Gaps Expose a Lack of Strategic Commitment

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

“Overnight” Organizational Change Takes Great Long-Term Leadership

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

A “Lucky Seven” Set of Tips for the Freshly Minted Leader

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Does Your Online Presence Promote You?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leaders Don’t Pick Winners: Develop All of Your Team Members

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

May the Wind be at Your Back this St. Patrick’s Day

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leadership Lessons for the Ides of March

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Our Foundations of Excellence Refresher

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Great Conversations Build Employee Engagement

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

i4cp Research Isolates Six Key Employee Engagement Factors

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Tap Untapped Talent You Have Already Hired

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Each Great Leader is Unique, But They All Engage

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe Supports Shell in Launch of New Gulf Platform

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Annual Performance Reviews Should be the Icing not the Cake

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Resources We Rely On for New Ideas about Employee Engagement

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Machines Don’t Innovate: People Do.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Hide From Your Manager to Get More Done!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leadership Quotes to Get Your Mind Set for February

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leadership Development Does Not Have to Cost an Arm and a Leg

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Brooke Bovo at TTI Winter Conference: Love Your Clients, Not Your Expertise

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Why Does Leadership Development Fail to Create Great Leaders?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

New Year Resolution: Make a Habit of Your Productive Mindset

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

OSHA Discloses Most Common Workplace Hazards – The List Remains the Same

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leadership Lessons from Scrooge and the Grinch

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Merry Christmas from Bovo-Tighe

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

McKinsey Highlights Slow Adoption Rate for Intra-Company Social Networks

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Holiday Employee Gifts that Cost Little More Than a Bit of Your Time

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Books to Inspire Great Leaders Include Goodwin’s “Team of Rivals”

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

A Culture of Agility Requires a Commitment to the Pursuit of Truth

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Lean Manufacturing Demands Fully Engaged Employees

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Happy Thanksgiving from Bovo-Tighe

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Rob Markey of Bain and Co.: Employee Engagement Rocks!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Flexible Job Schedules Can Win Employee Loyalty

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Employee Engagement a Strategic HR Imperative for 2014

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Maintaining Work-Life Balance During the Holidays

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

The Paradox of Employee Engagement: It Works Yet Few Companies Try

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Remember Veterans on Veterans Day with a Heartfelt Thank You

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Defuse the Gunpowder Barrel with Sustained Employee Engagement

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Happy Halloween from Bovo-Tighe!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Minga Foundation Ups Productivity by Raising Awareness of Personal Motivators

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

How Pessimists Keep Optimists in the Black

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Gallup Employee Engagement Results Not Budging

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Stop Being Nice at Work? Not So Fast!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Aberdeen Report Finds Competitive Advantage for Companies that Improve Hiring Processes

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Three Leadership Tasks That Unleash Team Productivity

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

What Prevents Teamwork From Adding Value?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

How Can You Make a Vacation From Work Truly Stress-Free?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Time Off is Restorative – Organizations that Don’t Encourage It Lose Out

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Have Employees Track Their Own Successes to Raise Engagement

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

A Quick Cost/Benefit Analysis of Employee Training and Development

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe Participates in 2013 CLO Forum

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Labor Day in the U.S.: A Connection to Employee Engagement

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Great Employee Engagement Starts by Asking a Lot of Questions

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leadership Inspiration for a Hot Day in August

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Employee Engagement Remains Elusive: You Are the Problem and the Solution

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

More Thoughts on the Great Value of Middle Management Leadership Training

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Working from Home Does Raise Employee Engagement, if Done the Right Way

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Define leadership more broadly. Anyone can lead, at any level.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Engaged Employees Accumulate Business Acumen

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Engaged Employees Honor the Pursuit of Truth – And You Should Value That Trait

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe Presents Dole Case Study at HR Star Conference

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Build a Corporate Culture that Embraces Change

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Happy Independence Day

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Celebrating Failure? You Bet! How Else Can You Learn New Stuff?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

CEOs Must Foster Culture Based on People – Not Process

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Gallup Confirms the American Worker Remains Unengaged

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe Senior Consultant Steve Eddy Honored at the University of Nebraska

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Is it possible to be overworked and underutilized?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Create Great Leaders in Your Organization

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Retain Talent by Fostering Professional and Personal Growth

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leadership Starts with Engagement

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Take the Time to Say Thank You to Those Who Died Defending Us

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

When Should You Micromanage Employees?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leadership in Public Management

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Time to Rehire Yourself?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Of Lollipops and Leadership

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

HubSpot and Netflix Offer Insights on Building Productive Organizational Cultures

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Why We Love May at Bovo-Tighe

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Are Millennials Really Different About Job-Hopping?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe and Harvard Business School Are On the Same Page

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Lessons on Leadership from Britain’s Royal Navy

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Raise the Meaning Quotient for Employees to Raise Productivity

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Employees Can Only Manage Their Time if the Organization Lets Them

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Social Media Collaboration is Shaking Up How Employees Engage with Each Other

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Goal Alignment Takes Work and Communication that Counts

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Our Philosophy about the Pursuit of Truth Includes Your Health

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Three Key Drivers of Employee Engagement

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

March Madness is a Leadership Moment

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

May the road rise to meet you on this St. Patrick’s Day.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

QBQ works well with the Bovo-Tighe Foundations of Excellence philosophy

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leadership Tales from Top People – Courtesy of LinkedIn

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Marissa Mayer Should Focus on Employee Engagement

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Accelerative Learning Article Now Posted on eZineArticles.com

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Drop Your Information Filters to Boost Engagement with Fellow Employees

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

More Thoughts on How to Engage Employees

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Challenging “Accepted Wisdom” Unlocks Creativity and Productivity

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Quotes that make you think – Are you open to the truths you need to hear?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Passion at Work: Nurturing it Starts the First Day of Employment

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Stephen Covey: A Truly Inspirational Force for Innovation in Human Development

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Summer Thoughts on the Pursuit of Truth

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Employee Dissatisfaction Still the Norm in 2012 – Therein Lies Opportunity!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Exploring 8 Rules for Creating Passionate Corporate Cultures (Round Three)

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Stop Hating Meetings: Fix Them Yourself!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

New Bovo-Tighe Article on eZineArticles.com about Better Meeting Practices

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Employees are Consumers of Corporate Culture: They won’t “buy in” until you earn their trust!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

101 Steps Towards Better Leadership

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Transformational vs. Transactional Leadership: A Worthy Distinction

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

The Cure for Bad Meetings: Pay Attention and Contribute!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Caring for Your Employees Unlocks Great Productivity

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leadership Behavior Can Stifle Productivity – Even Unintentionally

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leadership: Its Trappings Lead Good People Astray

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Information Underload: Bad for Employee Engagement

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Zen and the Pursuit of Truth at Work

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Client News: Shell Sets Record for Deepest Oil and Gas Well

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

How Kingsford Charcoal Taught DuPont a Thing or Two about Employee Engagement

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe Client Newsletter – November 2011

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Workplace Time Wasters: Facebook vs. the Two-Martini Lunch

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Dumb Things Bosses Do

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Dumb Things Bosses Do

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe Client Newsletter October 2011

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Steve Jobs: A Born Visionary Who Learned to be a Leader

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Old United “Speech” Ad Still Resonates Strongly in the Digital Age

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Power Breeds Overconfidence in Leaders

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Do You Know All the Facets of Employee Engagement?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Coaching for Senior Executives Must Come Up From Subordinates

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe’s September Client Newsletter – 2011

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe Client Newsletter – Summer 2011

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Presenting at the National Property Management Association Annual Education Seminar

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe connects with the HR community at the HR Star Conference

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Book Review: How to be Happy, Dammit!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe Client Newsletter June 2011

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

One-Foot-Out-the-Door Disease is Bad for Productivity

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

How best to make leadership training truly work? Never stop!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe shares a snap-shot of its ongoing work on Alaska’s North Slope

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Leadership: It all starts with you

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe Newsletter May 2011

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe at the Offshore Technology Conference

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

We applaud our client, the Elizabeth Glaser Pediatric AIDS Foundation, on their Webby Award

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Technoserve extends its initiatives in Africa by leveraging Bovo-Tighe expertise.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Irrational Decision-Making: Embrace the Human Factor!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Performance Management Needs to Recover its Mojo

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

A standing ovation for an active client, Technoserve, which helps poor communities thrive worldwide!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe’s March 2011 Client Newsletter

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

The Bombardier Case Study: Successful Commitment to Employee Engagement

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Talent Management: All agree we need it. Few act on it.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

On Performance Reviews: The Urge to be Better-than-Worst Raises Productivity

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Influence Competence: Effective Employee Engagement Skills Under a New Name

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Talent Management: How It Helps With Crisis Management

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Employee Engagement: Have you thought about ice cream?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Tasked with Corporate Training? Seek Outside Help

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Corporate Communications: Keep an Equal Balance Between Ethics and Achievement

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Changing Corporate Mindsets is the Critical Path to Cultural Change: Now We Have Research to Prove It!

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe explores Kazakh Psychologies of Achievement

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Corporate Cultures: Bottom-up change is best.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Are people truly your company’s best asset? Can you prove it?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Compensation Plans vs Employee Emotion

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Pay-For-Performance versus Full Engagement

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

On Leadership: Would you work for yourself?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Employee Engagement is simply the Foundation for Excellence

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Why doesn’t employee training work better?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Change Management: The entire organization needs to participate

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Fostering Innovation: HR Must Lead the Way

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

About that left brain-right brain split: It doesn’t happen.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

With Leadership Development: Are We Smarter that Fifth-Graders?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe’s January 2011 Client Newsletter

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Corporate Flu Epidemics: What Sort of Infectious Attitudes Do You Spread Around?

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Bovo-Tighe December Newsletter

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Change employee behavior by changing their bad habits.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Be the first on your block to re-engage your employees.

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

No One Was Ever Motivated by a Meeting

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

No One Ever Improved by Having Their “Performance Reviewed Annually”

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Corporate Mission Statements die on Plaques

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

Inhibit Intellectual Growth and Innovation in Your Company

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

How to incorrectly use ‘Management By Objectives’

[caption id="attachment_919" align="alignright" width="158"]DNA of corporate change How flexible is your corporate DNA?[/caption] The tune among senior executives worldwide remains the same: High levels of collaboration and workplace flexibility foster innovation and raise productivity. In a recent survey by Google, 73% of these leaders agreed with this idea. Yet organizations struggle to consistently allow that liberating level of operational freedom. The urge to control process and output with quality and compliance standards is too great. Even when a new idea gets a chance, and works out, it then gets embedded into the workplace mindsets and challenges to its supremacy are stifled. It’s ironic, isn’t it? Success today is often the enemy of future creativity, unless your culture embraces constant creative destruction as a core value (which is really hard for successful companies to do!) The survey also find a correlation in the minds of the respondents between workplace freedom and employee morale: 88% of respondents who strongly agreed that their company “fosters a culture of knowledge-sharing and collaboration” also strongly agreed that employee morale and job satisfaction are high. The survey did not directly connect productivity rates to employee morale and satisfaction, but those two factors do drive engagement, and employee engagement does have a direct impact on productivity. Engaged employees work harder and do their jobs better because they are more invested in their own outcomes.

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