Structured | Effective | Measurable
According to a recent study by Gallup, 85% of employees are not engaged or are actively disengaged at work. Why is it so high and what can we do about it? This article provides some tips on how improve engagement levels at work.
Many people have asked me “What do I have to do to get promoted?” I get this question about “The promotion waiting game” mostly from high-performing individuals who are accustomed to receiving frequent and meaningful promotions, but for some reason have stalled out.
Many companies are now requiring business cases for internal investments. They have also set policies for minimum ROI and payback periods. I have developed a methodology for creating compelling business cases.
According to a recent study by Gallup on employee engagement, 85% of employees are not engaged or are actively disengaged at work. In this article I lay out solutions to answer the question “Are you Fully Engaged?”.
Over the years I have developed a methodology for creating and delivering effective presentations. It has worked for me, and I thought it important to share what I have learned so that other people might benefit from this experience.
Great product management is at the core of a company’s success. We are also a “product,” but most people don’t think of themselves as a “product.” this article, I lay out why managing our brand as a product is important, the steps you should take to maximize your brand’s image and how to avoid “unforced errors”.
There is a technique I used to determine the root cause of a problem known in the manufacturing world as the “Five Why’s.” In this article I discuss the premise behind the technique and how to leverage this tool to understand the cause and effect relationship of an underlying problem.
The “Five Why’s” is a tool that I use a lot when diagnosing the reason something went wrong and getting to the root cause. Once the root cause is known then a remedy can be identified and preventive measures can be put in place.
Measuring performance for team members is a very hard thing to do. Sometimes, there is misalignment between the What and How behaviors. More weight should be given to how team members achieve their objectives versus focusing solely on what the team members achieved.
Measuring performance for team members is a very hard thing to do. Sometimes, there is misalignment between the “What” and “How” behaviors. More weight should be given to how team members achieve their objectives.
One of the most important leadership qualities is the ability to hold effective one-on-one meetings with a team member. I wrote this article to help leaders maximize their time with their team members and to help team members get what they need from their leaders.
One of the most important leadership qualities is the ability to hold effective one-on-one meetings with a team member. I have created a worksheet to improve alignment and increase the effectiveness of one-on-one meetings.