- Artificial Intelligence
- B Corp
- Catalytic Coaching
- Culture Drivers
- Culture Shaming
- Culture technology
- Employee Development
- Employee Engagement
- Employee recognition
- Energage Connect
- Engagement Platform
- Online Review Platforms
- Organizational Change
- Organizational Health
- Performance Management
- Performance ratings
- Performance Reviews
- Pulse Survey
- Top Workplaces
- Workplace Culture
- Workplace Improvement
- Workplace Safety
Performance Ratings: The Hunger Games at Work
There’s something inherently wrong with the ritual of rating and ranking practiced by some of the world’s largest and most prestigious companies. I’ll give you three reasons why — and also tell you how you can quit performance ratings once and for all.
Catalytic Coaching: This Ain’t Your Grandma’s Recipe
Leaders I work with always try to guess what makes Catalytic Coaching so effective. Why is the process such a game changer for organizations? Read on … I’ll tell you what’s behind the secret recipe.
The Collins Bus: Coaching to Get the Right People in the Right Seats
“Get the right people on the bus, the wrong people off the bus, and everybody in the right seats.”
In Good to Great, Jim Collins says leaders of successful organizations start with “who.” So, how do you do this? My suggestion is quite simple. Coaching. Not evaluating. Not grading. But coaching.
Effective Employee Performance Reviews and Feedback Approaches
Five tips to break the stinky habit once and for all
Complaints about performance evaluations are nothing new. Employees think the process is demeaning. Managers and supervisors find them burdensome and ineffective. Lawyers tell us the forms work against us in court. Here are five tips for transforming to a future-focused, employee-centric coaching mindset.
Five Ways to Honor the Employee Iceberg
How to see the “human” in human resources
When you hire employees, they bring with them their families, health, financial challenges, hobbies and even their pets. When you neglect “the worker” and everything that’s part of their identity, you hit the employee iceberg. Here are five times for treating people as three-dimensional human beings.