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Tag: productive workplace

|October 9, 2014|3 Comments

recent Gallup survey foundisengagedd that 70% of American workers are “not engaged” or “actively disengaged” and are emotionally disconnected from their workplaces. These findings are troubling because high levels of engagement translate into better productivity, creativity, retention, and reputation, the not-so-secret-sauces of excellence and competitive advantage. The report includes suggestions on how organizations and leaders can turn these scores around, a top-of-mind mission for many human resource and

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|August 4, 2014|3 Comments

On July 30th, the Wall Street Journal reported the following on a recent meeting of the New York Fed:

“Thomas Baxter, Executive Vice President and General Counsel of the New York Fed, stressed at the outset of his remarks that he was only speaking for himself, but he pointedly critiqued company culture, saying that if a firm’s values don’t support the rules used to guide employee behavior, the organization ‘is

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|May 7, 2014|2 Comments

There are many ways that leaders and co-workers can detract from the performance of those around them. They can be purposely mean spirited, sexually or racially offensive, or downright cruel. While it’s hard for most of us to fathom, for some people, demeaning others brings satisfaction or a sense of superiority. But that’s not always what motivates abusive behavior.

For self-styled, high-performing perfectionists, special pressures may arise when they have …

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|March 31, 2014|No Comments

“It was a lot easier when we were all in our twenties, working out of our garage.”

The comment came from one of my clients.  We were meeting to talk about how some of the ways that he, now in his early forties and an executive for a multi-million dollar technology company, was behaving.  Specifically, we were meeting to talk about several complaints from peers and employees about his behavior.  …

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|January 7, 2014|No Comments

Happy New Year 2014 1 1 resized 600A New Year has arrived, and it’s time for predictions. I’ll make one and add some suggestions to help deal with a change I see on the horizon relating to learning investments.

My prediction is that organizations will increasingly look at learning effectiveness as opposed to learning delivery with a more careful, thoughtful approach than they have in the past. Particularly for important subjects that affect culture, productivity, and risk, …

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