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Cindy Gordon's Discussions
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A group for people from Canada or people interested in Employee Engagement in Canada
Stand in authenticity: for yourself - walk the talk around corporate mission and values and ask your staff to hold you accountable; for your staff - shine the light on their key personal core values and empower them to live these values through thei…
Profile Information
- Who are you?
- Cindy focuses her coaching practice on working with companies to unlock the secrets of loving Monday. She combines her coaching skills and business experience to lead fun and powerful one-on-one and group learning sessions that awakens her clients to the alignment of their compelling personal and corporate missions and values.
- What is your interest or involvement in employee engagement?
- Executive coach and workshop facilitor
- Website:
- http://www.cultureshockcoaching.com
- Where are you located?
- Toronto, Ontario
Comment Wall (3 comments)
- At 10:35am on July 9, 2009,
Paul Lush said…
- Thanks for the response. I'm not quite sure of the parameters surrounding the coaching required for one of the senior managers of the organization I work for. I should be obtaining more information in the week ahead.......Thanks, Paul
- At 2:45pm on July 7, 2009,
Paul Lush said…
- Hi Cindy;
I was just perusing your website, specifically reviewing the executive coaching component. As a curiousity point, do you offer coaching services outside of the GTA?
- At 7:01am on March 27, 2009,
David Zinger said…
- Cindy,
I visited your website. I like the table talk and making Mondays the best day of the week. Welcome to the Employee Engagement Network, always nice to have another person from Canada join us. I trust you will find what you need and that you will engage in our network "table talk." Let me know if I can assist you.
David
About
Latest Activity
Interesting question. I'm drawn to less is more, and even that may be too much :) My experience has shown me that the more fearful the organisation is, the more often it seeks to measure as a means to try and stave off the fear. It then often ends u…
I would contend never is too soon.
If you understand what engagement is and how to achieve it, then you know what an engaged employee sounds like and acts like as compared to one who is somewhat engaged or disengaged. Surveys turn people off while…
Look beyond generic engagement tools: focus on personal drivers from employees, group them accordingly and align engagement tools.
The real challenge to engage employees is to gain trust by giving them autonomy to shape their own jobs to their own wishes, interests and strengths but always aligned with an open and transparant organisational vision and strategy.
Before you start engaging an employee, know him and respect him as an individual first and engagement will follow.
Listen! Zip your mouth. Don't interrupt them when they are opening up to you and expressing there feelings. Remember, its about them not you!
Engagement is to be seen not as an activity but that is the only way the society works.
The management equivalent of ‘Air’ is to practice transparency with team members by managers.
Dr. Jose M F, India, Bangalore
The most important priority for leaders is to cultivate, appreciate, and leverage the vast untapped potential of every employee in their organizations.
If you focus on engagement, productivity will follow. If you focus on productivity, you may not get it.
To begin engagement, sit down with each employee for 40-60 minutes, privately, quietly, and confidentially, and get to know them better -- thei…
Groups
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Manager Tools for Employ…
200 members
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Research on EE
86 members
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Employee Engagement Writ…
81 members
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Employee Recognition
75 members
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Engaging Books
73 members
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Social media in the work…
66 members
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Engaging Quotations
55 members
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Canada
51 members
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UK
50 members
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Personal Engagement
34 members
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