Given the extraordinary low levels of engagement in the U.S. workforce — a recent Gallup poll showed that 70% of employees are “not engaged” or “actively disengaged” at work — many leaders are looking for solutions….
Archive for Organizational Culture – Page 11
Leadership always starts with great communication; so amazing bosses use these phrases daily.
Here are eight things that exceptional bosses tell their employees daily. Start using these daily (or begin looking for a boss who does), and watch your success skyrocket.
Source: 8 Things Exceptional Bosses Constantly Tell Their Employees
While this article is about health care and innovative ways to address changing its culture, many of the ideas may be transferable to other industries and organizations:
“Much of the focus on health care redesign has been on primary care physicians, despite the fact that specialty care is responsible for the majority of health care spending. To engage specialists in care improvement, The Brigham and Women’s Physicians Organization (BWPO) has launched several programs, among them the creation of departmental “Directors of Performance Improvement” (DPI) which we’ll describe here.”
Source: Engaging Medical Specialists in Improving Health Care Value
Too many meetings, and other warning signs.
Source: 3 Ways Leaders Undermine Cohesion by Trying to Create It
So your boss just sat you down and recommended that you get a coach.
Are you concerned that you have a performance issue? Are you skeptical about how it could work? Are you worried that you might be seen as a problem child?
Source: My Boss Said I Need An Executive Coach…Should I Be Worried?
Regardless of which one you are.
Source: How to Be Good at Managing Both Introverts and Extroverts
Have you ever wondered when and how to leave a conversation? This is a common question that comes up when people are trying to figure out how to network effectively, as is how to start a conversation, how not to sound trite or boring, and how to not be “that guy” who’s so full of himself, they can’t wait to get away….
Every smart leader today understands the value of a highly trained and skilled workforce that can deliver a significant competitive advantage to the organization. Many traditional organizations too often focus only on younger workers, not understanding that the value mature workers bring is more important than ever.
Mature workers bring experience, industry and company-specific knowledge, as well as a highly developed professional network. They can be among the workforce’s most experienced, skillful and reliable contributors. However, many leaders don’t truly appreciate older workers’ value and, . . .
Source: Don’t Undervalue Older Workers
Business problems today are too big for any one person to solve.
Agile teams are much more effective at solving problems than are lone geniuses. So why do we still reward the smartest people in the room more so than those who excel at working with others?
You know who I’m talking about: the people who brazenly take over meetings by showing off how much they know or how witty they can be at the expense of any other voice in the room—and who often end up getting all of the boss’s attention.
No one person has all the answers.