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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success.

Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”*

Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure.

The tortoises, not the hare, win the long-term productivity game

The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset.

This takes time, as a graph we found on Diplateevo.com exhibits so well:

Bipolar-Learning-Curve-960x720Understanding occurs quickly in the classroom, and/or in early one-on-one engagement sessions between boss and subordinate. Employee engagement is not rocket science, and the concepts make sense, so getting agreement that it should occur is not hard. And setting out the road map to achieving higher engagement and productivity is not hard, either. Experience has paved that road pretty well, and the signage is now pretty clear, too.

What takes time is moving past understanding to truly mastering the new behavior and mindsets. This cannot be left to the employees to achieve on their own. This is where most development initiatives struggle, because old habits are hard to break without support. Much as smokers return to smoking during stressful times, the pressures of work drive people back to old, familiar comfortable habits even when they know that the old habits are less productive than the new habit they have agreed to adopt. Most people are creatures of habit, and struggle to change their ways without constant encouragement and reinforcement. They also don’t want to be “the only one” taking the risk and seeking to change behavior.

How may we help team CTASustained coaching, mentoring and check-ins (triads, 360s and the like) are the tools that keep the agreements and commitment at the top of people’s minds, and keep them practicing the new behaviors long enough for them to hit the inflection point and exhibit mastery of the new ways of interacting with each other.

Keep this graph handy when explaining how learning really works with senior executives. Remind them that most of their employees are not as success-oriented as the executives are, and are not as apt to drive themselves to adopt more productive behaviors without encouragement and support. If they want a more productive workforce on a sustained basis, providing the immediate supervisors with the development tools that build productivity post-workshop is a critical step to embed in the organization’s human development program.

 

If you want help with facts and figures, or how to present your recommendations more effectively to senior executives, give us a call to get some effective ammunition to include.

*Home runs are those rare Big Ideas that arise out of engagement activities that significantly and quickly improve product, service or process and save or earn a bunch of money. Frustratingly, they occur just often enough that people come to expect them, and consider them the ultimate goal of the engagement exercise. This is a big error that sets everyone up for disappointment.

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Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Employee Engagement is a Two-Way Street

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

You Will Not Engage Every Employee – Nor Should You

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Make August Your Personal Rejuvenation Month

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

The Unbiased Opinion is a Myth. Discard It.

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

When Motivating Employees, Do Words Get In the Way?

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

How to Sell Senior Executives on the Value of Talent Development

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Temporary Project Teams Need Scaffolding to Work Well

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

To Manage or To Lead – That is the Question

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Break Conversational Habits to Break Out of Ruts

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Schedule that “Thirdly Review”!

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Make Spring Fever a Productive Force at Work

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Change Happens Inside Out – Driven By Middle Managers

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

How Quickly Does Your Culture Sub-Optimize New Talent?

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

How Do You Fix a Jerk at Work?

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Dave Tighe Joins Writers on LinkedIn as Employee Engagement Expert

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Leadership Tips for Kicking Off 2015

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Employee Engagement Must Address Professional and Personal Performance Factors

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

McKinsey Offers Evidence: Senior Executives Still Struggle With Leadership Habits

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Happy Holidays from Bovo-Tighe!

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

2014 is Done – Time to Kick-Start January

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Happy Thanksgiving from Bovo-Tighe

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Defend Human Development Investments Strategically

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Be Great to Work With

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Misguided Advice from Monster about Aspiring to a Leadership Role

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Honda Waigaya and Outward Bound – Lessons in Patient Leadership

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Kick-Start Your Team’s Productivity Push for Autumn

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Leaders Master the Art of Questioning to Raise Employee Engagement

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Asking Silly Questions Makes You Smarter

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Employee Engagement is Personal, So Personalize Your Approach

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Take Steps to Run Better Meetings – Walk While You Talk

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Confident Leaders Keep Arrogance at Bay With a Dose of Humility

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Reset Your Leadership Mindset for the Next Six Months

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Great Leaders Make Life Better for Their Followers

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Defend No Process – Defend the Mission Against Old Processes

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

How to Maintain Workplace Productivity During the Summer Vacation Season

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

A More Productive Mindset for Work in Six Steps

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Honor the Last Full Measure of Devotion on Memorial Day

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Middle Managers Can All Lead – If You Show Them How

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Never Assume: Pursuit of Truth Makes Decision-Making Better

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

The Last Mile of Employee Engagement is the Hardest to Travel

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

We Love the Energizing Month of May

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Transformational Leadership Skill Spring Shape-Up

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Leadership Development Gaps Expose a Lack of Strategic Commitment

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

“Overnight” Organizational Change Takes Great Long-Term Leadership

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Does Your Online Presence Promote You?

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Leadership Lessons for the Ides of March

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Our Foundations of Excellence Refresher

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Great Conversations Build Employee Engagement

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

i4cp Research Isolates Six Key Employee Engagement Factors

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Tap Untapped Talent You Have Already Hired

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Each Great Leader is Unique, But They All Engage

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Bovo-Tighe Supports Shell in Launch of New Gulf Platform

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Annual Performance Reviews Should be the Icing not the Cake

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Resources We Rely On for New Ideas about Employee Engagement

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Machines Don’t Innovate: People Do.

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Hide From Your Manager to Get More Done!

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Leadership Quotes to Get Your Mind Set for February

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Why Does Leadership Development Fail to Create Great Leaders?

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

New Year Resolution: Make a Habit of Your Productive Mindset

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Leadership Lessons from Scrooge and the Grinch

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Merry Christmas from Bovo-Tighe

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

McKinsey Highlights Slow Adoption Rate for Intra-Company Social Networks

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Lean Manufacturing Demands Fully Engaged Employees

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Happy Thanksgiving from Bovo-Tighe

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Flexible Job Schedules Can Win Employee Loyalty

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Employee Engagement a Strategic HR Imperative for 2014

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Maintaining Work-Life Balance During the Holidays

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Remember Veterans on Veterans Day with a Heartfelt Thank You

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Defuse the Gunpowder Barrel with Sustained Employee Engagement

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Happy Halloween from Bovo-Tighe!

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Minga Foundation Ups Productivity by Raising Awareness of Personal Motivators

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

How Pessimists Keep Optimists in the Black

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Gallup Employee Engagement Results Not Budging

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Stop Being Nice at Work? Not So Fast!

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Aberdeen Report Finds Competitive Advantage for Companies that Improve Hiring Processes

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Three Leadership Tasks That Unleash Team Productivity

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

What Prevents Teamwork From Adding Value?

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Have Employees Track Their Own Successes to Raise Engagement

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

A Quick Cost/Benefit Analysis of Employee Training and Development

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Bovo-Tighe Participates in 2013 CLO Forum

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Great Employee Engagement Starts by Asking a Lot of Questions

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Leadership Inspiration for a Hot Day in August

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

More Thoughts on the Great Value of Middle Management Leadership Training

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Engaged Employees Accumulate Business Acumen

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Bovo-Tighe Presents Dole Case Study at HR Star Conference

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Build a Corporate Culture that Embraces Change

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Happy Independence Day

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

CEOs Must Foster Culture Based on People – Not Process

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Gallup Confirms the American Worker Remains Unengaged

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Is it possible to be overworked and underutilized?

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Create Great Leaders in Your Organization

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Retain Talent by Fostering Professional and Personal Growth

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Leadership Starts with Engagement

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

When Should You Micromanage Employees?

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Leadership in Public Management

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Time to Rehire Yourself?

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Of Lollipops and Leadership

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

HubSpot and Netflix Offer Insights on Building Productive Organizational Cultures

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Why We Love May at Bovo-Tighe

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Are Millennials Really Different About Job-Hopping?

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Lessons on Leadership from Britain’s Royal Navy

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Raise the Meaning Quotient for Employees to Raise Productivity

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Employees Can Only Manage Their Time if the Organization Lets Them

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Goal Alignment Takes Work and Communication that Counts

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Our Philosophy about the Pursuit of Truth Includes Your Health

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Three Key Drivers of Employee Engagement

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

March Madness is a Leadership Moment

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Leadership Tales from Top People – Courtesy of LinkedIn

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Marissa Mayer Should Focus on Employee Engagement

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Accelerative Learning Article Now Posted on eZineArticles.com

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Drop Your Information Filters to Boost Engagement with Fellow Employees

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

More Thoughts on How to Engage Employees

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Challenging “Accepted Wisdom” Unlocks Creativity and Productivity

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Summer Thoughts on the Pursuit of Truth

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Stop Hating Meetings: Fix Them Yourself!

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

101 Steps Towards Better Leadership

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Transformational vs. Transactional Leadership: A Worthy Distinction

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

The Cure for Bad Meetings: Pay Attention and Contribute!

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Caring for Your Employees Unlocks Great Productivity

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Leadership Behavior Can Stifle Productivity – Even Unintentionally

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Leadership: Its Trappings Lead Good People Astray

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Information Underload: Bad for Employee Engagement

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Zen and the Pursuit of Truth at Work

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Bovo-Tighe Client Newsletter – November 2011

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Dumb Things Bosses Do

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Dumb Things Bosses Do

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Bovo-Tighe Client Newsletter October 2011

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Power Breeds Overconfidence in Leaders

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Do You Know All the Facets of Employee Engagement?

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Coaching for Senior Executives Must Come Up From Subordinates

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Bovo-Tighe’s September Client Newsletter – 2011

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Bovo-Tighe Client Newsletter – Summer 2011

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Presenting at the National Property Management Association Annual Education Seminar

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Book Review: How to be Happy, Dammit!

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Bovo-Tighe Client Newsletter June 2011

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Leadership: It all starts with you

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Bovo-Tighe Newsletter May 2011

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Bovo-Tighe at the Offshore Technology Conference

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Irrational Decision-Making: Embrace the Human Factor!

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Performance Management Needs to Recover its Mojo

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Bovo-Tighe’s March 2011 Client Newsletter

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

The Bombardier Case Study: Successful Commitment to Employee Engagement

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Influence Competence: Effective Employee Engagement Skills Under a New Name

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Talent Management: How It Helps With Crisis Management

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Employee Engagement: Have you thought about ice cream?

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Tasked with Corporate Training? Seek Outside Help

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Corporate Communications: Keep an Equal Balance Between Ethics and Achievement

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Bovo-Tighe explores Kazakh Psychologies of Achievement

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Corporate Cultures: Bottom-up change is best.

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Compensation Plans vs Employee Emotion

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Pay-For-Performance versus Full Engagement

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

On Leadership: Would you work for yourself?

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Employee Engagement is simply the Foundation for Excellence

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Why doesn’t employee training work better?

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Change Management: The entire organization needs to participate

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Fostering Innovation: HR Must Lead the Way

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Bovo-Tighe’s January 2011 Client Newsletter

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Bovo-Tighe December Newsletter

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Change employee behavior by changing their bad habits.

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Performance Reviews done well require great communication.

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

No One Was Ever Motivated by a Meeting

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Meetings That Rock!

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Corporate Mission Statements die on Plaques

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

Inhibit Intellectual Growth and Innovation in Your Company

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

How to incorrectly use ‘Management By Objectives’

Lack of measurable results from employee development programs is a big bugaboo with senior management. Executives understand and support the idea that engagement occurs best when employees understand their roles, believe that the organization cares about their contribution, and get support from the organization to achieve ongoing success. Yet hard evidence is tough to capture, because the process takes time, and improvement is gradual. It is rare for the development program to hit a “home run.”* Most human development does not make big leaps most of the time. but steady progress; the more productive work habits that training tries to embed take a while to become habitual. Thus, investments in training take months to pay off, and do so in increments that financial analysts struggle to measure. The tortoises, not the hare, win the long-term productivity game The best progress in raising workplace productivity is steady, with employees working through the learning process in manageable chunks so that they can master each new, more productive behavior or mindset. This takes time, as a graph we found on Diplateevo.com exhibits so well:

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