These are complex times in which we need to lead courageously. I see this in my clients. I have a great deal of respect for the gifts and talents they bring to the table. Their conviction to being authentic leaders with integrity is admirable. I watch them tirelessly working with their various contingencies, offering solutions […]
I recently had a long and difficult conversation with a client who is working toward creating a Culture of Trust in their organization. Committed and excited to make this happen in 2018, they are used to creating a plan for what they want and executing it with success. With their dominant strength lying in the […]
Many leaders I work with discover that, when they promoted to a new leadership opportunity, they have inherited a troubled team. And they are now expected to fix it – making the team functional. Frequently, their new team is not interested in being fixed or functioning any differently than do currently. To further complicate leadership […]
Whether you’re hiring a CEO, an employee, or a subcontractor, you always take a risk. Unfortunately, there are times when people will go to great lengths to misrepresent themselves and thus create the need for background check resources and references. In attempt to avoid the deception trap the next time you interview a potential candidate, […]
Through storytelling, gestures and genuine sharing, ensure that others appreciate that you are a person of integrity.
You would think bad business results are enough to shake people out of complacency. But approximately 50 percent of companies fail to establish a sufficient sense of urgency to succeed in their transformation efforts, according to John Kotter, author of Leading Change and A Sense of Urgency.
The No. 1 reason why most Americans leave their jobs is the feeling they’re not appreciated. In fact, 65% of people surveyed said they received no recognition for good work in a previous year, according to Tom Rath and Donald O. Clifton, authors of How Full Is Your Bucket? Positive Strategies for Work and Life (2004).
Efforts to raise levels of engagement are worthwhile for those in the not-engaged range. Not engaged employees concentrate on tasks and want to be told what to do. They focus on process, not results. Managers who only provide tasks to an employee reinforce “not engaged” behaviors and move away from engaging the heart, mind, and soul of that person.
According to research, only 29 percent of employees are motivated and energized. What, then, is happening to the other two-thirds of the people working in organizations? The statistics on workforce engagement are shocking. What is cause of this loss of enthusiasm and commitment?