When you care for people as individuals — not just as employees — you end up with a happier, more engaged workforce. In fact, when employees feel their employer cares about their well-being, they’re 38 % more engaged. It starts with acknowledging all areas of employee well-being. One of the ways you demonstrate your commitment is to invest in engagement tools and resources. (more…)
Over the years of working in pressure-cooker situations, I quickly learned the value of a simple to-do list.
One of the fundamental tools for time management is that list of things you need to get done. It consolidates all your tasks in one place. From there you can prioritize them and tackle the important ones first.
I have shared this with all the executives and leaders I coach, some already used one, but those that didn’t cannot stop thanking me!
There are 5 key advantages to maintaining a to-do list: (more…)
How is your company’s communication? Is it tight and efficient and aimed at driving results or increasing connection? Or do team members talk a lot without saying anything meaningful? Of the hundreds of companies I’ve worked with over the past 30 years, I repeatedly see only five types of communication: (more…)
There is this thing called feedback that we learn as managers and employees. It is meant to get business results. Forests are destroyed from the print of millions of pages written about how to give feedback. And still, to this day, most people in business absolutely shudder at the thought of giving or receiving feedback. It isn’t as complicated as we make it out to be – here are some guidelines: (more…)
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Team
Have you had that boss that you would fear to offer ideas to? A leader that sucked all the energy out of the room, and always seemed to engage in a battle of the wits? There are several ways bosses, and even ourselves, can engage in behaviour that leaves their team feeling diminished. But there are ways around it. (more…)
Engaged employees are employees who are dedicated to bringing out the best in themselves through their work. Engagement shows that someone draws energy from doing their work (the ‘I love my job’ effect). The personal engagement of employees contributes to the performance of an organisation – these employees feel it is important to make a contribution to and through their work. Additionally, they also improve and develop personally and are keen to help their colleagues. (more…)
One of the common concerns I hear from executives is that their once strong company culture is fading as the business grows. This makes perfect sense, especially in rapid growth companies where new hires are not always screened for values-fit and on-boarding is an afterthought. (more…)
Many people think that executive coaching is for people who have problems. I often handle requests from CEOs and Senior Leaders who want to “fix” a manager or employee who is struggling. While there’s a lot of useful things that can be done to help, I find that the most exponential success usually comes when I am coaching people who are already doing great and want to be even better. Here are seven steps to maximize your success as a leader: (more…)
A well-orchestrated team depends on everyone doing their job, at the time they are supposed to do it, yielding the results they are supposed to yield. Everyone likes to think they are accountable. How can we be more accountable and inspire our teams to be so? (more…)
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