It sounds good to have an action plan, right? But action plans can be the ultimate check-the-box activity. Mary Faulkner explores some of the main reasons why your action plans may not be resulting in real action.
Read any articles about struggling employees, companies or retention and you’ll soon find that whatever the issue is, and I do mean whatever, the answer is to blame the manager.
Forget about gifts and gorging for a second and think about what you’re really grateful for.
“Our myopic focus on satisfying short-term needs and desires is killing us – both individuals and organizations.” – Dr. Todd Dewett
In the real world, there is rarely enough time or information to make a reasoned decision, and even if there were, there is no pre-defined formulae to solve the problems we have.
One of the biggest issues with how we manage and engage our employees is the fact that we measure managers on everything except engagement.
“if your hiring process allows you stand back with your arms crossed in judgement, you are being tricked into the wrong frame of mind.” –Bob Corlett
Hiring is the single riskiest responsibility for most managers. Like the Kobayashi Maru, hiring appears to be a no-win scenario – the perfect storm of problematic job responsibilities.
One of the top concerns for today’s CEO is cultivating a creative workforce that addresses complex organizational challenges.
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