Open Navigation
This is where the mobile secondary nav button would go

3 Traits of Change Management Rockstars

I have noticed that some managers excel at leading their teams through complex changes, while others fail spectacularly. When I looked closely at the managers that lead the way, the ones that I label “change rockstars”, I noticed they all exhibited three key traits that contributed to their success. Read more

Christian Nielson

Posted on August 28, 2014 by

The True Danger of Results-at-any-cost Management

In assessing the effectiveness of a manager, it’s generally assumed that those who score well on traditional annual evaluations will also score well on the 360-degree feedback assessment. Read more

Posted on July 25, 2014 by

5 Reasons Not to Use Mean Scores When Interpreting Employee Engagement Survey Results

We are often approached by organizations that have completed an employee engagement survey and are having a difficult time interpreting the data. While there are many possible reasons for this (the most common being a poorly designed survey), it’s not uncommon to spot a quick red flag in their analysis of survey results—using mean (average) […] Read more

David Long

Posted on July 21, 2014 by

SpongeBob SquarePants? A Model of Employee Engagement?

Really? SpongeBob as a model of employee engagement? What is it about SpongeBob and his job that makes him so engaged in his work? Let’s look at three reasons SpongeBob is a model of employee engagement. Read more

Posted on July 18, 2014 by

Using 360 Performance Evaluations to Minimize Anchoring and Other Biases

Let me tell you how jellybeans can improve your performance evaluations. Have you ever entered a jellybean counting contest?  You know the kind I’m talking about – a big jar, full of jellybeans, sits on a table and it’s your job to estimate how many are contained therein.  Guess close enough and win a prize.  […] Read more

Posted on July 17, 2014 by

3 Reasons Not to Use Importance Ratings on Employee Engagement Surveys

Wouldn’t it be nice to know how much employees agree with an employee survey question AND how important it is to them? From our research, there are three primary reasons we don’t recommend using importance ratings in conjunction with employee engagement surveys. Read more

Posted on July 9, 2014 by

5 Characteristics of Elite Leadership Teams

So what are the characteristics of elite teams? Elite teams put their “first” team first and work together to achieve the team goals. Members organize the resources of the teams they manage to align with the strategy of the leadership team. Read more

Posted on June 18, 2014 by

When Employee Engagement Doesn’t Make it to the End of the Row

We all love a good story—so much that when there isn’t one, we’ll create it. A number of years ago, I was working with an organization that, like most organizations at some point, was going through some cost-cutting exercises. While this company was far from bankruptcy, budgets needed to be tightened in order to meet […] Read more

Posted on May 29, 2014 by

Discretionary Effort and Employee Engagement

Discretionary effort and employee engagement are the byproduct of a two-part equation. Do employees have more time, effort, and energy that can be dedicated to the tasks at hand—but they’re simply holding back? Read more

Posted on May 16, 2014 by

5 Personal Benefits of Employee Engagement

In the past, as we conducted workshops on employee engagement, we found that we needed to show the organization the benefits of an engaged workforce.  Increased profitability, improved quality, reduced turnover, and many other benefits were an important part of our presentations. Over the past several years, however, it’s apparent that the message—employee engagement increases […] Read more

Posted on April 29, 2014 by

4

6

3

2