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Build Morale by Catching People Doing Something Right

Build Morale by Catching People Doing Something Right | Management | Scoop.it
Creating a workplace culture that breeds high morale and engagement doesn’t happen by accident. It requires leadership – wise, empathetic, discerning, tho

Via Anne Leong
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10 Traits Business Owners Need to Succeed

10 Traits Business Owners Need to Succeed | Management | Scoop.it

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Venkatesh Balakumar's curator insight, July 5, 5:30 AM

Additionally, regular exercises definitely  add to keep up these ten habits 

Bill Brown's curator insight, July 15, 12:17 PM

To be nobody but yourself in a world which is doing its best, night and day, to make you everybody else, means to fight the hardest battle which any human being can fight; and never stop fighting.

E. E. Cummings

MichaelJDay's curator insight, July 25, 5:46 AM

These look like obvious fundamentals but we must *do these* to help bring us to some level of success that we aspire to.

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Top 7 Traits of Star Employees

Top 7 Traits of Star Employees | Management | Scoop.it

If you're on the hunt for a new position that will let you shine, practice demonstrating these top seven traits that CEOs look for in star employees.

 

Your resume can get you the interview. But these traits can get you hired:

1. Happiness

No one wants to work with an unhappy person. Negativity, unnecessary drama, and melancholy attitudes can bring the entire company down, so although your own personal happiness may not seem important when applying for a job, it most certainly is. Happiness also reflects your ability to tackle challenges without becoming discouraged. If you show the hiring CEO that you're a positive, mentally healthy person, your chances of becoming the company's next star employee will vastly improve.

 


Via Vicki Kossoff @ The Learning Factor
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Vicki Kossoff @ The Learning Factor's curator insight, July 3, 6:59 PM

A resume will get them in the door. But what about their personality? Here's what you need to look for in a new hire.

Eric Chan Wei Chiang's curator insight, July 26, 5:03 AM

These traits are somewhat similar to General Electric's 4E and 1P i.e. Energy, Energize, Edge, Execute and Passion.

 

Google prioritises four things: Leadership, Role-Related Knowledge, How You Think and Googleyness http://sco.lt/7t0twf

 

In general, companies want stars who are able to push their teams forward http://sco.lt/8kWByz

Rescooped by Jean-Guy Frenette from Talent Management; Engagement
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Set Your Employees Free and Watch Motivation Skyrocket

Set Your Employees Free and Watch Motivation Skyrocket | Management | Scoop.it
Find out what happens when you actually "let go" and give your employees a little freedom. Check out these tips to improve motivation in your workplace!

Via Anne Leong
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The Power of Meeting Your Employees' Needs

The Power of Meeting Your Employees' Needs | Management | Scoop.it

What stands in the way of our being more satisfied and productive at work? That’s the fundamental question we sought to answer in a survey we conducted with HBR last fall. More than 19,000 people, at all levels in companies, across a broad range of industries, have so far responded to the questions we posed.

 

What we discovered is that people feel better and perform better and more sustainably when four basic needs are met: renewal (physical); value (emotional), focus (mental) and purpose (spiritual).


Via Vicki Kossoff @ The Learning Factor
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Vicki Kossoff @ The Learning Factor's curator insight, June 30, 5:52 PM

Leaders need to consider that performance is best measured by the value they generate, not the hours they put in.

Graeme Reid's curator insight, July 1, 8:16 PM

People feel better and perform better and more sustainably when four basic needs are met: renewal (physical); value (emotional), focus (mental) and purpose (spiritual).

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The Employee Trinity: Engaged, Happy and Motivated | Switch and Shift

The Employee Trinity: Engaged, Happy and Motivated | Switch and Shift | Management | Scoop.it
Leaders are often looking for ways to increase the efficiency of their workforce. By engaging them enthusiastically, logically and collectively, employee

Via Anne Leong
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Ivon Prefontaine's curator insight, June 27, 12:56 PM

For the better part of my teaching career, these three existed. As School managers began to tell me what my work was without any sense of knowing what it was, these were eroded. We each need a job with a capital J and we need to stop doing the work of others.

Jean-Guy Frenette's curator insight, July 1, 5:24 PM

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Engaging Employees: 3 Ways To Actually Do It

Engaging Employees: 3 Ways To Actually Do It | Management | Scoop.it
Start by talking about impact, not financial performance.

Via Karen Dietz
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Sandeep Gautam's curator insight, June 18, 12:15 AM

Liked the second part about recognizing and rewarding people-focused leaders as much , or more, than task-obsessed managers.

Richard Lock's curator insight, June 18, 3:06 AM

Good example of the clear benefits of genuine engagement.

Wanda McKenzie's curator insight, June 27, 8:42 PM

ENPS is the 3rd one

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5 Thought Changers To Grow Employee Engagement

5 Thought Changers To Grow Employee Engagement | Management | Scoop.it
Would you rather think differently than others or differently than you’re used to thinking? Chances are good that doing the second will get you the first.

Via Anne Leong
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What are the keys for making the Performance Management Process Effective.

What are the keys for making the Performance Management Process Effective. | Management | Scoop.it

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9 Consultant Skills They Don't Teach You In Business School

9 Consultant Skills They Don't Teach You In Business School | Management | Scoop.it

In my 20 years as an international consultant, I’ve observed my colleagues in action: from the very predictable cohort of gray-suited analysts to the egotistical and colorful “friend” of the CEO.

And then, they are those who do great work.

 

These often discreet consultants share nine skills, not taught in business school, that separate the effective from the awesome.


Via Vicki Kossoff @ The Learning Factor
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Vicki Kossoff @ The Learning Factor's curator insight, May 5, 5:13 PM

Ways to deflect the divas, how to translate the blah blah blah--you won't find any of these tips in a college textbook.

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Forget the Strategy PowerPoint

Forget the Strategy PowerPoint | Management | Scoop.it

John Kotter explains how a Big Opportunity articulated in language that is analytically accurate and emotionally compelling can move an organization forward in a substantial way.

 


Via Kenneth Mikkelsen
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Kenneth Mikkelsen's curator insight, April 25, 5:15 AM

Here are the basic characteristics of an effective Big Opportunity statement:


  • Short. Written on less than a page, often just a quarter of a page. Short length makes it easier to share with others and to create a sense of urgency among large groups of people.
  • Rational. It makes sense in light of real happenings inside and outside an organization. A good statement concisely addresses issues of what, why, why us, why now, and why bother.
  • Compelling. It is not all head. There is heart in it. And it speaks to the emotions of all relevant audiences — not just to select people and groups, excluding others.
  • Positive. Because it is about an opportunity, it has a positive tone. It is less like a statement about a “burning platform,” which seeks to scare us out of our complacency, and more like a statement of a “burning desire.”
  • Authentic. It feels real. It is not just “good messaging” to motivate the troops. The senior leadership team that puts it together, or at least signs off on it, must genuinely believe in it and feel excited about it.
  • Clear. You can create a statement that is short, rational, emotionally compelling… but still unclear. A great statement makes people rush off in the same direction — not different directions.
  • Aligned. The statement is aligned with any important existing statements of strategy in the group or organization. Or at the least, it is aware of any non-alignment and the stresses and strains that will create, so leaders are prepared for it.
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90 days is not enough to engage your new hires.

The landscape for recruiting is getting more competitive, especially for the engineering and technical fields. Typical onboarding programs last about 90 days...


Via Fred Zimny
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A CEO challenge!

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The Challenges in Merging Different Company Cultures

The Challenges in Merging Different Company Cultures | Management | Scoop.it
Mercer periodically puts out terrific infographics summarizing research around a particular topic. The most recent is “People Issues Affect M&A Transactions More Than Ever” (see it …

Via Anne Leong
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Input for CEO

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HR_Hardball's curator insight, April 7, 3:48 PM

There is no better opportunity for HR to become "big-time" than during the chaos of M&A

Rescooped by Jean-Guy Frenette from Talent Management; Engagement
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Nine HR Policies That Drive Good People Away

Nine HR Policies That Drive Good People Away | Management | Scoop.it
There is a particular, awful feeling you get working in a company that is sinking. You can tell the minute you walk in the door that the energy is off.  If you pay attention to the vibe you get on a job interview, you'll know when a company is broken. [...]

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Help Employees to Think More Strategically

Help Employees to Think More Strategically | Management | Scoop.it
When asked to select the leadership behavior most critical to their organizations’ future success, executives chose strategic thinking 97 percent of the time, according to a large scale …

Via Anne Leong
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How to Use Persona Empathy Mapping | UX Magazine

How to Use Persona Empathy Mapping | UX Magazine | Management | Scoop.it

Persona Empathy Mapping is a workshop activity that builds empathy, gains alignment around user needs, goals, and pain-points, and bridges the gap between personas and design concepts. 


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The Employee Trinity: Engaged, Happy and Motivated | Switch and Shift

The Employee Trinity: Engaged, Happy and Motivated | Switch and Shift | Management | Scoop.it
Leaders are often looking for ways to increase the efficiency of their workforce. By engaging them enthusiastically, logically and collectively, employee

Via Anne Leong
Jean-Guy Frenette's insight:

PDGLead

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Ivon Prefontaine's curator insight, June 27, 12:56 PM

For the better part of my teaching career, these three existed. As School managers began to tell me what my work was without any sense of knowing what it was, these were eroded. We each need a job with a capital J and we need to stop doing the work of others.

Jean-Guy Frenette's curator insight, June 28, 8:53 PM

PDGLead

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How to Lead Strategic Change Without Inciting a Mutiny - INSEAD

How to Lead Strategic Change Without Inciting a Mutiny - INSEAD | Management | Scoop.it

Much has been written about how new CEOs - the “corporate saviours” – influence the early stages of leading strategic change, but the reality is deep-rooted change frequently fails as a result of subsequent implementation problems across the organisation. In the paper From Support to Mutiny: Shifting Legitimacy Judgments and Emotional Reactions: Impacting the Implementation of Radical Change written with co-authors Kevin Corley and Matthew Kraatz, we look at middle managers’ role in a massive company restructuring and how their shifting, often judgmental and emotion-laden relationship with top management is a critical factor in the success of the strategic change process.


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6 Tips for Boosting Your Leadership Capacity

6 Tips for Boosting Your Leadership Capacity | Management | Scoop.it

Via Daniel Watson
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Chris Enstrom's curator insight, June 18, 9:44 AM

#6.5 - practice your leadership values and review your leadership performance regularly.

Christel Binnie's curator insight, June 19, 3:22 PM

Really identify with #5:

 

Develop the squeezed middle: Once a business grows and a middle management tier emerges, these are the people who can make or break growth. They are submerged by the instructions from above and the demands from below and unless their skills are developed, the culture is collaborative and the direction clear, they will drown. Identifying the skill and personal development needs of these individuals to help them become future leaders can catapult your capacity to a new level.

Alice Wang's curator insight, June 20, 3:11 AM

There is a breath of autumn in the air.

Rescooped by Jean-Guy Frenette from Talent Management; Engagement
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The Three C’s for Improving Employee Morale

The Three C’s for Improving Employee Morale | Management | Scoop.it
Morale. Satisfaction. Engagement. Motivation. While these squishy terms represent attributes that are difficult to quantify with scientific precision, few would

Via Anne Leong
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With Flextime, Bosses Prefer Early Birds to Night Owls

With Flextime, Bosses Prefer Early Birds to Night Owls | Management | Scoop.it

Flextime programs have never been more popular than they are today. Google allows many employees to set their own hours. At Microsoft, many employees can choose when to start their day, as long as it’s between 9am and 11am. At the “Big Four” auditing firm KPMG, some 70 percent of employees work flexible hours.

 

Employees love these programs because they help them avoid compromises between home and at work. Yes, there are often boundaries within which a work day must begin and end, and at least some chunk of core hours that remain common across employees. But within those constraints, workers can schedule their office hours around the various other demands on their time, giving them greater control over their lives and allowing them to accomplish more. And because employees love the programs, companies have learned to love them, too. 

 


Via Vicki Kossoff @ The Learning Factor
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Vicki Kossoff @ The Learning Factor's curator insight, May 15, 7:33 PM

Even though they work the same number of hours. Research shows that in general, flexible work practices lead to increased productivity, higher job satisfaction, and decreased turnover intentions.

Lee Werrell's curator insight, May 16, 5:22 AM

Flexitime is a great opportunity for people to fit work and play into their day, but many don't look at it from their bosses point of view - now they can see what bosses think.

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4 Fundamentals To Elevate Employee Engagement

4 Fundamentals To Elevate Employee Engagement | Management | Scoop.it

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Daniel Watson's curator insight, May 12, 11:48 PM


Far more often than not, when an employee resigns and moves on, they do so because of the nature of their relationship with their boss.


Productivity, passion and profits, are benefits that flow to those business owners, who can build trust and earn the loyalty of their employees.


This excellent article, suggests that building of trust and gaining loyalty is the best way of preventing your employees from becoming someone else's talent, and it offers four good tips to assist business owners in this regard.

Cathy Matthews's curator insight, May 13, 9:21 AM

Engaged employees pass on their enthusiasm to customers thus encouraging customers to become more engaged. This interesting article provides guidance on how to ensure your employees continue to feel engaged/part of the process and appreciated.

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Get a Raise: 10 Steps for Getting Your Boss to Think You’re the Best

Get a Raise: 10 Steps for Getting Your Boss to Think You’re the Best | Management | Scoop.it

People always want to know how to ask for a raise. 99% of whether you get a raise has nothing to do with wording.

 

The vast majority of the time the result of that negotiation is determined long before you enter the room. And it’s usually up to your immediate boss.

 

When the author asked Stanford MBA school professor Jeffrey Pfeffer for the single most important career tip, what did he say? Please your boss.


Via Vicki Kossoff @ The Learning Factor
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Vicki Kossoff @ The Learning Factor's curator insight, April 28, 5:47 PM

People always want to know how to ask for a raise. 99% of whether you get a raise has nothing to do with wording.

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Leaders, Want Engaged Employees? Focus on Contentment. - Kate Nasser

Leaders, Want Engaged Employees? Focus on Contentment. - Kate Nasser | Management | Scoop.it
Leaders, contentment is not a lack of ambition. It is necessary celebration before the next hurdle. Focus on it to engage employees.

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The Biggest Problem in Strategy? Mindset

Mindset is of course, useful. It helps us interpret the barrage of new information that bombards us daily. And it works, so long as underlying conditions remain essentially the same. But it often fails us in times of radical change (brought on by external factors such as changing market or economic conditions or new technologies, or internal decisions, such as launching new products or entering new markets). Unfortunately, senior executive decision makers, because of their long years of experience – they "know" the business, the customers, the competitors, the technology and the industry – are resistant to changing their mindsets. So, to the question, the real challenge for strategy professionals becomes how to change decision maker mindsets. .


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Ellen Naylor's curator insight, April 11, 3:11 PM

I love David's perspective here that changing executive's mindset is the challenge in executing strategy. 

Erado Press's curator insight, April 15, 11:08 AM

In light of changing market conditions, the real challenge for strategy professionals becomes how to change decision maker mindsets. Have you had any success in this area? Any words of advice for your community?