Surveys and studies indicate global job dissatisfaction is at a two-decade high. Disengaged employees account for nearly 70 percent of the workforce, which significantly affects
Many business leaders have lost sight of what motivates people at work. In fact, some companies haven’t updated their incentive practices in years, which means
Imagine a workplace where people are scared to voice their opinions, where the fear of failure is so intense it paralyzes action. Such a work
Successful leaders who practice ethical persuasion are transparent, honest, vulnerable and accountable. They engage their employees in planning and two-way communication. They inspire dedicated and
Do you invest in the trust commodity? Leaders confer the highest levels of authority and trust on employees who effectively complete tasks, resolve problems and
Can you describe your work culture as one where individuals have confidence in the ability of and reliance on others to be fair, truthful, honorable
When it comes to employee engagement, adopting a philosophy that puts people first strengthens engagement, provided it’s backed by actions. I wrote about this mindset
Are employees in your organization truly engaged? Comparative surveys reveal that leaders believe employee engagement is higher than it actually is. Surveys and studies indicate
I’ve been exploring how organizations suffer from a culture of “good-enough.” It’s typically a top-down job – when leaders don’t care enough about being the best
Is your organization suffering in a “good-enough” culture? Here’s how leaders conquer “good-enough” and go from mediocre to excellent. Excellence is a better teacher than mediocrity. ~ Warren
Business is an active, demanding endeavor. Only those who consistently apply themselves succeed. Organizations that thrive require leaders who actively dream, plan, engage, solve, pursue,
Surveys and studies indicate global job dissatisfaction is at a two-decade high. Disengaged employees account for nearly 70 percent of the workforce, which significantly affects
Most employees favor consensus-run organizations where leaders manage democratically through inclusion and feedback. Consensus-style leadership is a refreshing alternative to tyrannical leadership, but democracy, taken
Sudden information is generally incomplete, incorporating whatever is available at the moment. By contrast, leaders sift through information, take time to gather data, and draw
