Leadership. Are You a Leader? Or Merely a Manager? (Hint: It’s all in the ‘ation) | Mark Federman. Team skills. Communications. Management. Nine Things That Separate The Leaders From The Managers. 3 Reasons Good Employees Break Bad. The first time I dealt with rogue employees, I was absolutely stunned. Very smart people I trusted did something incredibly stupid. I recall shouting at them, "Were you guys smoking dope? " Later, when I uncovered exactly what happened, I realized they were intoxicated, but not on illegal substances--on power. It's likely that you, like me, foster a company culture that prizes transparency, open doors, and honesty in all interactions.
New Jersey Governor Chris Christie's "Bridgegate" scandal (in which his lieutenants allegedly caused a massive traffic jam in Fort Lee, New Jersey, in political retribution against the town's mayor, all allegedly without Christie's knowledge) is very instructive. The assertion is that even if Christie was completely unaware of the specifics, he must have created a culture where his team thought he would approve of their actions. It happens more than you think. Reason 1: No one cares about your company as much as you do.
Reason 2: Humans are fallible. My Principles of Leadership: Always Measure, Always Be Accountable. When Virtue Becomes Vice. Mending the Psychological Contract at Work.
Organizations Need Coaching on How to Coach: Report - Latest News. The success of performance coaching hinges on the support of top brass, enabling organizations to generate superior business and employee results, a new study shows. Business results were 21 percent higher among organizations whose senior leaders "very frequently" make an effort to coach others, according to High-Impact Performance Management: Maximizing Performance Coaching, produced by Oakland, California-based advisory firm Bersin & Associates. Additionally, organizations that reported "excellent" cultural support for coaching had 13 percent stronger business results and 39 percent stronger employee results, including engagement, productivity and customer service, the report notes. The report is based on responses from nearly 200 U.S. companies. It marks the second phase of Bersin's study on performance coaching. "Coaching is the No. 1 performance-management challenge that organizations face, yet most don't understand its value.
Google Revamps Its Workforce Education Programs. Five Reasons Your CEO Doesn’t Care About Employee Engagement. I can’t tell you the number of times I’ve heard about employee engagement at various webinars, lunches, and conferences. We talk about ways to improve it, ways to measure it and ways to sell it up and get it implemented. Wait a second, strike that last one. We never talk about why having strong employee engagement (a no-brainer in most progressive HR circles) doesn’t resonate with the CEO. Don’t get me wrong, she might shake her head agreeing with you or he may say everything your saying is right on. But then comes the time to take action. 1.
It seems funny that the very reason one should start improving employee engagement is the first in the line of defense against it. 2. If you work for a hip, high tech firm and you think that employee engagement should be a simple, you’re right (at least for you). 3. In order to drive employee engagement, you’re going to have to suffer some initial pain. 4. Sure, we want people to be satisfied with their job and know they are making a difference. 5.