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As a leader, there’s nothing worse than hiring a new employee who seems like the perfect fit, only to realize that they’re not living up to expectations. According to a frequently cited study, only 19% of new hires are considered fully successful. By the 18-month point, 46% are deemed failures. If you’ve found yourself in this situation, you know the dilemma of whether it’s worse to be stuck with an employee who can’t handle the work and is damaging to the team, or
N AME-CALLING. Stereotyping. Micromanaging. Foul language. Is your workplace a hotbed of disrespect—and are productivity and collaboration tanking because of it? When co-workers, managers, and their subordinates lose respect for one another, it negatively impacts their work and the work of the people around them. Some organizations respond with well-meaning exhortations to “just get along,” or they encourage private chats with human resources or senior management.
The past three years have been heady times indeed for sellers. From a global pandemic to a robust rebound, and a return to spending skittishness, it’s been difficult to pinpoint exactly how the market is going to react to the transaction of commerce. CEOs need a safe harbor because the marketplace represents a rolling sea of choppy tides. From my earliest days of selling, I’ve found calmer waters by sticking to the basics – a technique known as the four “Rs.
My wife fixed our toilet handle with a paper clip. It broke again the next morning, so I lifted the tank lid and pulled the chain. Then I went to the gym.
Technical degrees might open doors—but it’s the soft skills that keep them open. In the face of disruption, evolving workplace dynamics, and rising expectations of leadership, soft skills like communication, emotional intelligence, and presence have become core business essentials—not nice-to-haves. Inspired by stories from her father coupled with her own career journey, seasoned executive Chandra McCormack breaks down how to lead with impact, connect with purpose, and cultivate a workplace cult
As an executive coach, I have helped clients globally achieve results through discussions on effective employee engagement. I believe psychology plays a key role in successful employee engagement and motivation, specifically by understanding employee needs. Leaders who prioritize engagement actually use this psychology to make it work. Here are the five psychological needs that make a significant difference in engaging your employees: Personal needs: This psychology involves an employee’s
I DEAS shared have the power to expand perspectives, change thinking, and move lives. Here are two ideas for the curious mind to engage with: I. Dave Ramsey on momentum: “Momentum is an interesting and somewhat elusive thing. When you have momentum in any area of your life you look better than you are. When your star is shining everyone thinks you are smarter and prettier than you really are.
Your Ideal Week is a football field. On Monday, you’re starting at your own goal line. As the week progresses, you’re throwing screens and crossers, running the ball in chunks and moving down the field, crossing midfield on Wednesday with your eyes set on the end zone—the weekend. If you look at the Ideal Week […] The post 3 Keys to Crafting Your Ideal Week to Win Back Your Time appeared first on Full Focus.
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Your Ideal Week is a football field. On Monday, you’re starting at your own goal line. As the week progresses, you’re throwing screens and crossers, running the ball in chunks and moving down the field, crossing midfield on Wednesday with your eyes set on the end zone—the weekend. If you look at the Ideal Week […] The post 3 Keys to Crafting Your Ideal Week to Win Back Your Time appeared first on Full Focus.
Meetings are like working out, best when you’re done. Meetings are like Sunday-night insomnia. The dread that you’ll be exhausted Monday keeps you awake.
Leaders must adapt to the rapidly evolving future of work to attract and retain top talent. To prepare, they must pay attention to changes and take action to ready their company. These are a few ways to begin preparing your company for the future employee you want to attract and retain: The future is diverse: As a leader, it’s important to recognize the workforce of the future will be more diverse than ever before, with a greater mix of cultures, ages, and backgrounds.
H ERE'S A LOOK at some of the best leadership books to be released in April 2023 curated just for you. Be sure to check out the other great titles being offered this month. The Wisdom of the Bullfrog : Leadership Made Simple (But Not Easy) by Admiral William H. McRaven The title “Bullfrog” is given to the Navy SEAL who has served the longest on active duty.
Diversity and inclusion is always a hot – and important – topic in leadership, and rightly so. This week I share a guest post from Zoe Dryden, Managing Director and Owner of leadership training and facilitation programme, Second Base. Like me, Zoe works as an executive coach and lives in sunny Nelson. She’s also an… The post Your heart may be in the right place, but is your behaviour following suit?
Join us for a thought-provoking exploration of the rapidly evolving HR landscape as we examine how technological innovation, regulatory changes, talent strategies, and evolving diversity approaches are reshaping the profession. This webinar will provide HR professionals with practical insights on leveraging AI and emerging technologies while maintaining compliance in an increasingly complex regulatory environment.
#1. People follow you because you believe in them. The legendary basketball coach, John Wooden, believed in his players. Basketball was second. People were first. He treated people as individuals with value.
Have you heard of Jack Nevison’s research on the “Rule of Fifty”? In his studies on professionals and their productivity, Nevison found that working over 50 hours in a week actually reduced productivity. In fact, 50 hours on the job only equated to about 37 hours of high-quality work. Burning the candle at both ends […] The post The Best Ideal Week Practices for Business Owners appeared first on Full Focus.
Many of the situations we encounter in contemporary professional life take one of three cultural forms: A classroom, a church, or a cocktail party. While there are countless variations among schools, places of worship, and celebratory gatherings, we can readily envision an idealized classroom, an idealized church, an idealized cocktail party, and these archetypes are useful lenses through which to view any number of situations.
Forget predictions, let’s focus on priorities for the year and explore how to supercharge your employee experience. Join Miriam Connaughton and Carolyn Clark as they discuss key HR trends for 2025—and how to turn them into actionable strategies for your organization. In this dynamic webinar, our esteemed speakers will share expert insights and practical tips to help your employee experience adapt and thrive.
I asked the following question to ChatGPT, “What is dangerous about the development of artificial intelligence?” Even artificial intelligence thinks AI is dangerous.
Think about the last time you went to a leadership meeting to hear about a new strategy, direction or business plan. Did you leave that meeting feeling optimistic, energized and accountable for what was presented? Or did you come away from the experience feeling apathetic, skeptical and that the new plan was more of the same? Unfortunately, the latter is the case for most strategy rollout or refresh meetings today – even at the leadership level.
Publicizing the credibility gap between men and women and making the general public outside of legal circles and law schools aware of it is necessary to help force a confrontation of these biases in the courtroom and without.
Retaining top talent in 2025 means rethinking benefits. In a competitive job market, fertility benefits are more than just offerings - they are a commitment to your team’s well-being. Gain critical insights into the latest fertility benefits strategies that can help position your organization as an industry leader. Our expert will explore the unique advantages and challenges of each model, share success stories from top organizations, and offer practical strategies to make benefits decisions tha
Uncertainty breeds gullibility. Frail people desire freedom from responsibility. Frustrated people sniff out confirming voices. You can always find some fool to offer recommendations that feel good.
How culture and brand work together. An interview with Michael Tuggle about writing a book that enables challenger brands to break out. If you had nearly 30 years of experience building brands like American Airlines and Pepsi, wouldn’t you want to share all the great insights you’d developed? Our guest today is Michael Tuggle, the President of Tuggle Creative Inc, Chief Creative Officer of Something Else Strategies, and co-author of The Voice Of The Underdog: How Challenger Brands
2024 has tested every organization, and 2025 promises no less - the warning signs are everywhere. If you’re relying on superficial approaches to diversity, you might find yourself scrambling to catch up. Thought diversity - the fuel for new ideas, fresh perspectives, and disruptive innovation - is more than a buzzword. It's a survival strategy. And if you’re not building it into your workplace culture right now , you’re heading for trouble.
A well-designed salary structure is essential for every organization as it serves as a framework for determining fair compensation for employees. A competitive salary structure helps organizations attract and retain talented employees, establishes a clear and consistent approach to compensation, helps organizations to manage compensation costs, provides transparency to employees regarding their pay, and minimizes the risk of legal challenges related to pay discrimination.
Management is a practice, not a profession or a science. To appreciate the true complexities of managing, we have to understand its intrinsic conundrums. Today’s guest post is by Henry Mintzberg, author of Understanding Organizations…Finally! – Structuring in Sevens (CLICK HERE to get your copy). Management is a practice, not a profession or a science.
Ask the right questions in the right way to ensure your research is accurate. An interview with Mike Ilecki about what goes into conducting research surveys that can serve as the foundation for thought leadership. You’re doing research for your thought leadership? Great! But how do you know that you’re asking the right questions? Today, we sit down with Mike Ilecki, Vice President of Public Opinion Research and Thought Leadership at Ipsos, a multinational research and consulting firm
From rapidly changing state-level labor laws and evolving workplace protections to new compliance expectations around pay equity and hybrid policies, HR teams are navigating a constant wave of regulatory updates. It’s not just about reacting anymore; it’s about anticipating risk, aligning stakeholders, and taking a smarter, proactive stance. In this session, we’ll cut through the noise and help you focus on what matters.
Whether you are considering talent acquisition vs. recruitment, both are critical to the organization’s success. Employees are the real assets of any organization. And employing the right people contributes immensely to achieving productivity targets, making appropriate business decisions, and keeping employees motivated and engaged. Contents Talent acquisition vs. recruitment: What HR should know What is talent acquisition?
Regular measurement of goal achievement helps you make adjustments to your plans. Regular measurement of goal achievement helps you make adjustments to your plans. Clearly define the metrics you’ll measure, the data sources you’ll use, the measurement methods, and measurement frequency. One retailer I worked with had an online, a store, and a catalog channel.
Associations face an increasingly competitive market for members, attendees, and education. Experts recommend finding a “superpower”—and building a culture that supports it. Time was, the association value proposition was pretty simple: “We’re the only ones who care about you.” If you were a member of a profession, the association serving it was often the sole option when it came to training you, credentialing you, connecting you with your peers, and advocating on your behalf when le
Employee recognition has often been deemed a "feel-good" initiative, tied closely to rewards. While we understand its importance, we tend to associate recognition with intangible outcomes like engagement and sentiment, rather than direct impacts on retention and high performance. In today’s workplace, the true ROI of recognition lies in its ability to regenerate tangible, business-driven results.
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