The Unethical Boss: Is Your Culture a Willing Accomplice?

Integrity, honesty, transparency, and ethics.  These highly valued characteristics are critical in building trust, engagement, and commitment in the workplace.  But the importance of ethics goes beyond the accepted treatment of employees:  ethics represent the core values that will shape decision-making behaviors throughout the organization. Many companies have published ethics and compliance policies.  By having … Continue reading The Unethical Boss: Is Your Culture a Willing Accomplice?

Start Igniting Employees’ Passion (Instead of Engagement)

We’ve all heard about the importance of “engaging” employees.  Engaged employees are: Happier and more satisfied in their jobs. Less likely to leave the company for a better opportunity. Able to be more productive and create higher quality results for customers. The foundation for organizational constancy, profitability, and sustainability. Sounds great, huh? But what is … Continue reading Start Igniting Employees’ Passion (Instead of Engagement)

The Journey of Workplace Burnout

Workplace burnout is rampant.  But what causes it?  Is it organizational practices -- or is it the employee's maladaptive response to stress?  And, more importantly, can you actually recover from burnout? In my interview with Carol Miltersteiner for her new Dutch blog, The Better Achiever, I discussed the 10 organizational stressors that lead to burnout and … Continue reading The Journey of Workplace Burnout

The One-Word Vision for Focus and Resiliency

Vision.  Mission.  Values.  Culture.  These are fundamental tools in the creation of a resilient, supportive environment that engages its workers. If you’ve never attempted to create any of these inspirational intangible organizational assets, you’re in for a treat – plus a lot of frustration and (often) confusion. Creating these motivational beacons to guide employees through … Continue reading The One-Word Vision for Focus and Resiliency

Why Change Initiatives Fail: Position Power vs. Network Power

(This is part 1 in a 5-part series on why change initiatives fail.)   Throughout the years, researchers have discovered that 70% of organizational change initiatives fail.  One of the primary reasons cited is the ambiguity associated with making "change."  Qualitative metrics are often ignored.  Aligning the outcomes with economic realities are often over-emphasized.  Human fears … Continue reading Why Change Initiatives Fail: Position Power vs. Network Power