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Two Ways to Reinforce Your Company Values

At some companies the official organization values turn into an ongoing joke either because they  are never communicated or because leaders fail to live up to them. But organization values are important because they shape the culture and performance of the organization. They determine people’s actions and how decisions are made. Every organization is unique, […] Read more

Posted on April 4, 2014 by

Four Steps to Compare Your Business Results to Employee Engagement

Organizations struggle to quantify the impact engaged employees have on business results.  Intuitively, it’s a no-brainer– engaged employees cost less and produce more. It’s that simple.  Many studies and reports support that hunch: engaged companies have stronger levels of profitability, and retain their employees. So, why do most organizations have difficulty quantifying that impact?  Much […] Read more

Posted on April 2, 2014 by

Are You a Theory X or Y Manager?

In his book, The Human Side of Enterprise published in 1960, MIT business professor, Douglas McGregor, proposed two schools of thought on employee motivation.  Theory X is the belief that employees are motivated by pay and they need supervision to make sure they get their work done.  Theory Y is the opposite: employees are motivated […] Read more

Posted on March 19, 2014 by

12 Attributes to Evaluate Your Organization Culture

An organization’s culture consists of the values, beliefs, attitudes, and behaviors that employees share and use on a daily basis in their work.  The organization culture determines how employees describe where they work, how they understand the business, and how they see themselves as part of the organization. Culture is also a driver of decisions, […] Read more

Posted on March 17, 2014 by

Four Barriers to Leadership Intelligence

As we work with leaders to provide 360-degree feedback, we encounter four common defense mechanisms that people use to discount negative perceptions they find in their report.  We call these “barriers to leadership intelligence” because they prevent leaders from gaining the self-awareness they need to become better leaders. Taken from principles of psychology, these barriers […] Read more

Posted on March 14, 2014 by

Do You Suffer from the Horn Effect or Benefit from the Halo Effect?

When we see a 360-degree feedback report with really low scores on most of the items it usually isn’t because the person is truly a terrible leader with no redeeming qualities.  Instead, typically one leadership derailer (e.g., micromanaging or volatility) taints the perspective of others so much so that the person seems to do nothing […] Read more

Posted on February 28, 2014 by

Team Effectiveness: Getting Alignment on Purpose

This is the time of year that I interrupt my regular reading to revisit my favorite book. For the second year running, I’m “reading” Victor Hugo’s Les Misérables, unedited. By “reading” I mean listening to it in the car as I travel to and from work every day. When I shared my enthusiasm for the […] Read more

Posted on February 24, 2014 by

Do Your Company Values Drive Employee Engagement?

What does your company stand for?  Better yet, what do you—as an individual—stand for?  Identifying and understanding the values and beliefs that define you (or your company) is a critical step in solidifying personal or corporate branding. To put it simply, company values define culture, and a company’s culture determines how employees act.  At DecisionWise, […] Read more

Posted on February 19, 2014 by

3 Keys to Helping Employees Understand Their Impact

I recently spent a couple weeks interviewing mid-level managers at a retail company as part of a consulting project. I found that most of these managers had a very similar profile – they started out with the company fresh out of college, worked their way up the management chain, Read more

Posted on February 10, 2014 by

How Many Comment Questions Should Your Employee Survey Have?

When we begin working with an organization to conduct an employee engagement survey, we often see a burning eagerness to ask open-ended questions about every single variable in the organization.  After all, open-ended questions provide color and nuance to qualitative data—right? Read more

Posted on February 7, 2014 by