Today, recognition is a full-featured management practice. Like employer branding and financial management, it is a set of actions, rules and processes working together to achieve strategic goals
Great leaders set a purpose and vision for a company by the goals they establish, the values they promote and the destination they describe.
While happiness at work makes people smarter, more engaged and more productive, people also have a similar but distinct need to achieve a sense of meaning in what they do
Eisenhower said, “What is important is seldom urgent, and what is urgent is seldom important.” Only when you strengthen the connection between making money and your activities can you clearly distinguish between the important and unimportant.
People must face consequences that matter to them if they fail to deliver on their promises.Too often, managers talk a good game, but in reality they let their people of the hook. Without real accountability, all is lost! Here are a few ways to hold employees more accountable
We recognize that blazingly fast and immensely powerful digital information systems are necessary to run large enterprises. However, our dependence on them has distracted us from realizing that there is a vastly larger human information system composed of your employees. Learning to use that human system even slightly better than your competitors provides you with an extraordinary advantage.