In most organizations, nearly everyone is doing a second job that no one is paying them for – namely, covering their weaknesses, trying to look their best, and managing other people’s impressions of them. There may be no greater waste of a company’s resources. The ultimate cost: neither the organization nor its people are able
Last week, I was invited to be a guest-speaker on the Win-Win@Work Radio Show to discuss my experiences at Next Jump and share some of our learnings around how we have built our culture over the past twenty-plus years.
Last week, I sat down for a discussion with Dr. Ron Goetzel – a Senior Scientist and Director of the Institute for Health and Productivity Studies (IHPS) at the Johns Hopkins Bloomberg School of Public Health, as well as a VP of Consulting and Applied Research at Truven Health Analytics. Dr. Goetzel is a nationally-recognized expert in the fields of health and productivity management and outcomes research.
Feedback is one of (if not the) the most important levers to personal growth.
Recognition programs are a powerful way to reinforce the behaviors that are important to an organization. I have seen first-hand how recognizing someone can have a tremendously positive impact on engaging employees; on the flip side, I have seen recognition result in disengaged employees as well.
A few weeks ago, I created (and started contributing to) this blog. Blogging has been on my mind for several years, yet I struggled to start. I had different excuses – “I’m busy”; “It’s not a priority yet” – but my real worries were that I knew I struggled to write succinctly, and I stressed that