20 Nov. 2012 | Comments (0)
Creating a Culture of Accountability Through Positive Peer Pressure
Our research has taught us that participating in ongoing pulse dialogues creates higher levels of employee accountability, alignment, and action within an organization. Employees around the world want a voice; employees want to be challenged. Positive energy is a universal construct.
15 Nov. 2012 | Comments (0)
The Effects of Positive Peer Pressure on Accountability and Alignment
Nowadays, we hear a lot of talk about creating a culture of accountability, a concept that goes beyond the subject of alignment. Leaders can present clearly established goals, but they also must assure that those objectives are accepted and that employees are held accountable.
30 Jul. 2012 | Comments (0)
Energize – and Engage
I am often asked how energy and engagement are connected. I found no agreed upon definition for employee engagement. This makes it difficult to succinctly respond to questions regarding energy vs. engagement.
18 Jun. 2012 | Comments (0)
Using a Different Approach to Improve Employee Confidence During Change
In a new series of studies done via the Leadership Pulse, we examined how employees respond to various types of change. The studies examined how engagement, energy, perceptions of fairness, and confidence can improve as change escalates.
12 Jun. 2012 | Comments (0)
Change Management and Its Roots in Grief Studies
Many change management models and associated processes are based on early learning from grief management. However, 50 years later, recent research and client work suggests that these grief-based models are no longer appropriate.