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Author Archives: Charles Rogel, MBA
The 3 Essential Components of Employee Engagement
Satisfaction, Motivation, and Effectiveness provide managers with a simple framework for identifying the underlying causes of engagement or disengagement of their employees. Continue reading
Video: The Power of Habit, Why We Do What We Do
Charles Duhigg provides a well-researched look at habits: how they are formed, how to change them, and how to leverage them to be successful. Here’s a short video excerpt:
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Employee Satisfaction vs. Motivation and Employee Engagement
When an employee is motivated, they invest more of themselves in their work and strive to do better. Merely being satisfied does not cause an employee to work harder. An employee can also be highly motivated but not satisfied with the job. Continue reading
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Does a Title Make an Effective Leader?
Everyone has a different opinion on what makes a great leader. But we probably all agree that simply giving someone a title does not make them an effective leader. Focus on five rules to become a better leader and build leadership capability in others. Continue reading
Increasing Emotional Intelligence with 360-Degree Feedback
Leaders who know how to appropriately use their feelings and emotions, and understand the emotions of others, demonstrate a high level of emotional intelligence and are more likely to succeed than those who don’t. Continue reading
DecisionWise 360-Degree Feedback Results Contradict US Corruption Index
DecisionWise data shows that “Integrity and Trust” is the highest scoring leadership competancy, contradicting a Transparency International report showing an integrity deficit in the U.S. One bad leader can create a negative perception of the entire organization- even if everyone else has high standards.
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What Makes Fortune’s “Best Companies to Work For” So Great?
A genuine recognition that employees are the most important part of the organization creates a culture where companies are able to attract and select the best employees who, in turn, increase company performance.
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Leadership Coaching or Corrective Action?
It is important not to label corrective action as leadership coaching. By doing so, you poison the process and will have a difficult time getting anyone to voluntarily use 360s or coaching in the future. Continue reading
Fluff and Stuff: The Importance of Gathering Informational Feedback
Stuff is the thing, the commodity, the physical object. Stuff is tangible, functional, and countable. But fluff is intangible information. It’s the way we think about “stuff.” Fluff is the core today– fluff is the stuff. Continue reading
5 Myths of 360 Degree Feedback
A brief YouTube presentation from DecisionWise details 5 myths of 360-degree feedback and the real truth behind the myths.
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