Mixing a Powerful Results Cocktail

There’s a tremendous amount of stress today on organizations to communicate well. The pace of change continues to escalate, putting pressure on people and teams to move the right information quickly, accurately, clearly and in multiple directions. Earlier this year, I discussed how we addressed a client’s poor performance using two different solutions. One was… Read more

What’s in it for Me?

Employee engagement isn’t just liking or responding to something as it is in social media talk. Employee engagement is a condition which, if properly directed, can significantly improve organizational performance such as quality, service, sales or safety. People can be engaged to do good things or bad things. Employee engagement needs to be directed. In… Read more

Information Is Critical to Peak Performance

A recent Leadership Report discussed employee engagement and specific conditions that need to be met for people to achieve peak performance. Those conditions are: Line of sight, or the ability to connect my work to results I can affect; Autonomy and involvement, or my ability to take action needed to improve results; Information sharing (there… Read more

Autonomy and Involvement: Creating Ownership in Better Solutions

One of my recent Leadership Reports generated interest in open book management and discussed four conditions that are required for employees to be engaged. They are: Line of sight, which I addressed in my last Leadership Report Autonomy and involvement Information sharing WIIFM or what’s in it for me? A brief pause for those who… Read more

Line of Sight: Connecting What People Do With The Results They Create

Our last Leadership Report generated interest in open book management, a concept that represents the purest form of organizational transparency. In this issue,  I want to discuss what high performers do to create line of sight. But first, let me back up. The classic definition of employee engagement is: People share the organization’s values and… Read more

Build a Business of Turned-On Business People

If you want to build trust and take performance into the stratosphere, open the books. Share information that matters to improving operating and financial results. Celebrate people when they score big successes.  Repeat. Open book management is the purest leadership communication philosophy I’ve seen and worked with. It’s grounded in the notion of creating businesses… Read more

Social Media is Missing the Point

When you don’t know what to measure, you should know you’re in trouble. Many in the social media world might be wise to consider themselves in trouble. Not long ago I interviewed the head of marketing for a $20 billion company. “Our communication people are worried about the wrong things,” he told me. “I explain… Read more

Mixed Messages Can Undermine Performance

Ron called me after he walked out of a meeting with top supply chain leaders at a large consumer goods manufacturer, where Ron was a senior director of communication. The company had initiated a plan to reduce product damage across its network, especially in its distribution centers (DCs), and the supply chain leaders had heard… Read more

Connecting Strategy to Strategy for Big Results

Many businesses under-perform because functional department strategies are misaligned with the overarching business strategy. The misalignment diffuses energy and saps productivity. It’s also avoidable. This is a timely subject as I head to New Orleans later this week to conduct a special three-hour workshop June 5th at the World Conference of the International Association of… Read more

Engagement Surveys That Drain Value

Must your employee engagement survey drain value from your business because its cost was greater than any gain you could expect from flawed research?  I hope you never have to ponder that dilemma! Employee and customer experience research can serve up a mountain of data that can improve a business–if the people doing the research… Read more