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5 Reasons to Customize Your 360-degree Feedback Survey

Using a customized 360 survey allows organizations to tailor leadership competencies and behaviors to create a more relevant and actionable survey tool. But customizing a 360 survey takes time, expertise, and usually expense. Here are five reasons when customizing a 360-degree feedback survey makes the most sense. Read more

Charles Rogel

Posted on July 23, 2015 by

INFOGRAPHIC: What Do Engaged Organizations Look Like?

So what DOES an engaged organization look like? Heck, what does a disengaged organization look like? Satisfaction, motivation, and happiness are like seeds, soil, and water. Without them, you can’t grow engagement. But on their own, they don’t create engagement. To grow crops, you need one more thing: the sun’s energy. To grow engagement, you need […] Read more

Seth Ollerton

Posted on July 21, 2015 by

Are Your 360-degree Feedback Survey Questions Actionable?

One of the most common problems we see with 360-degree feedback surveys is the use of non-actionable survey questions. Survey items that are actionable describe specific and observable behaviors related to overall leadership competencies. When survey questions are not specific enough, leaders struggle to determine what to change or improve based on their feedback. Here […] Read more

Charles Rogel

Posted on July 17, 2015 by

4 Keys to Make the Most of Your 360-degree Feedback

Receiving your results from a 360-degree feedback survey can be a bit nerve-wracking. It can feel like being on the business end of a firing squad: You sit there with a blindfold on wondering what people will shoot at you. Will they aim for your head or your heart? How will you know who says […] Read more

Darrell Harmon

Posted on July 9, 2015 by

Finding Meaning and Connection at a Sod Laying Party

Finding meaning and connection when it’s 100 degrees outside, one o’clock in the afternoon, not a cloud in the sky, and 38 pallets of sod are waiting to fill in an acre of land, isn’t necessarily ideal. If you haven’t laid sod before, just imagine lifting a couple thousand 20-pound slabs of pre-cut dirt and […] Read more

Seth Ollerton

Posted on June 24, 2015 by

Reverse Mentoring and Employee Engagement

During Jack Welch’s tenure at General Electric, he championed the concept of “reverse mentoring.” Reverse Mentoring is where more mature employees seek the advice of younger colleagues in effort to learn technology skills or to otherwise remain culturally relevant. I have been experiencing a bit of reverse mentoring here at DecisionWise, and it’s been eye-opening. […] Read more

Matthew Wride

Posted on June 19, 2015 by

5 Latest Book Reviews on MAGIC

The Reviews Are In About MAGIC: Five Keys to Unlock the Power of Employee Engagement.   The book, MAGIC: Five Keys to Unlock the Power of Employee Engagement is a five-part approach to making organizations stronger, more profitable, and better places to work. MAGIC introduces the five MAGIC keys of employee engagement—Meaning, Autonomy, Growth, Impact, […] Read more

Seth Ollerton

Posted on June 10, 2015 by

Managers, Here is How to Keep Employees Engaged

Managers, Here is How to Keep Employees Engaged   Excerpt from the article published in:     “Engaged managers till the soil for their direct reports, creating the same conditions that lead to the manager’s full engagement in work and workplace culture. They then encourage employees to find engagement in ways that are unique to […] Read more

Seth Ollerton

Posted on June 10, 2015 by

Managing for Employee Engagement, Not Overtime

Managing for Employee Engagement, Not Overtime A while back, I was given financial oversight for a boutique restaurant and lounge that had recently opened in Los Angeles, California. Food and beverage operations were new to me, but I quickly discovered that two costs really mattered – costs of goods sold (e.g., the food and drinks […] Read more

Matthew Wride

Posted on May 29, 2015 by

First Day Employee Engagement Killers

First Day Employee Engagement Killers   Unlike my father who worked for the same employer for over 40 years, I have been employed by 5 different organizations during the last 15 years alone. My winding career path may be similar to yours, which means you and I have experienced the dreaded “first day” too many […] Read more

Matthew Wride

Posted on May 11, 2015 by