ORG Blog

While much can be learned by conducting employee surveys, many corporations have learned the hard way that poor surveying technique can do more harm than good. In fact, generally, when executives are opposed to surveying, their opposition is based on poor experiences with surveying in the past.

For those of us in the Leadership and Organization Transformation business the first 100 days of any new administration are vital.

It's an interesting time to reflect on what happens in any system when a new leadership team takes over. Franklin Roosevelt may have originated the idea of the First 100 Days in 1933, but in my experience, it’s quite a good milestone for any type of enterprise.  

HOW DOES MANAGEMENT CREATE THE IDEAL WORKPLACE? 

Anyone have eggs and bacon at breakfast this morning? When it comes to this protein-powered plate, the chicken is engaged…the pig is committed. And such is the case when it comes to enabling your workforce - engagement is only part of the story.

ORG's exclusive “Heat Mapping” technology provides feedback to teams and organizations regarding their preferences and sets the groundwork for excellent coaching and change management conversations.

Executive leadership coaching is a powerful intervention for professional development and organization change.

Individuals and teams at all levels of organizations worldwide are working with professional coaches, with great outcomes.

So, what does an executive leadership coach do?

A coach serves as an objective thinking partner, someone who doesn’t give advice or provide the answers. Instead, the coach engages in a focused conversation, tapping curiosity, asking powerful questions and actively listening to help the “coachee” come up with their own best answer.

Part I explored the origins of employee engagement efforts, and identified some pioneering companies that enjoyed early successes. However, some early adopters of engagement practices have since shrunk or disappeared entirely. The first part identified three major causes of employee engagement failures at the organization-wide level – bad strategy, poor integration, and the inability to transfer learning. In Part II, we look at three fundamental sources of employee engagement failure at the work team level and suggest some remedies.

In today’s major corporations, you can hear terms such as “employee involvement,” “employee engagement,” and “high-performance teams” echoing through the hallways. Nearly every big company has some sort of engagement effort underway. This is in sharp contrast to 30 years ago, when I began my career. Back then, only a couple dozen prominent companies were experimenting in what was most often referred to as “participative management” or “socio-technical systems.”

Employee engagement. Seems that every time I look at Twitter, LinkedIn, or any leadership site someone is talking about it.

Yet with all this chatter, up to 88% of employees and 80% of leaders reportedly still do not have passion for their work.

Below are 5 keys to employee engagement that, if implemented consistently, have proven results in building a culture of collaboration and engagement.

The DISC behavioral preferences assessment is widely accepted as a useful, accurate way to help individuals and groups to understand behavior traits and preferences for interaction,