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Ben, agreed...in most cases the boss does "control" the street...and in more collaborative, knowledge worker environments some of this is changing. The "boss" (if they are smart) facilitates more that dictates, and team members have the opportunit...
Marc,
I agree that it requires a two way street, as you say. However, the manager is the one who controls whether or not the street even exists and the extent to which it exists. The manager controls this by the way he/she treats subordinates and...
Craig, thanks for you thoughtful response! Collaborative leadership between a leader/manager and their team requires a two way street of engagement to cultivate what I refer to as Collaborative Advantage. With knowledge workers in particular, a se...
Ben & Marc
I've never met a manager who cannot be manipulated impacted. Sorry, couldn't resist.
The Serenity Prayer is appropriate possibly for some, but I'd rather lean on circles of influence. We can all impact others around us, the degree of ...
Thanks for the comment, Marc.
I specifically did not comment on how a leader's direct reports might take more responsibility for engaging their leader. I consider that to be an exercise in futility and one that can only have negative consequences...
Ben, thanks for this...I agree with your premise totally. Cascading engagement throughout and organization requires consistency in the culture. What I am interested in looking at more closely is how a leaders direct reports might take more respons...
Good questions, Marc.
Since leaders are people, the factors which cause them to be engaged are the same as for the troops. Fully meeting their most basic needs of being heard and being respected in every possible way will cause them to develop a ...
With so much focus on the factors that engage employees..What are the factors that provide engagement for a leader?
What role does an employee have in engaging their leader or manager
What role does a team have in engaging a leader or manager
Wha...
Profile Information
- Who are you?
- Marc Michaelson is an organizational development consultant, trainer, executive coach, and author with 30 years of international experience in organizational development and human capital effectiveness. He has provided executive coaching, consulting, and training solutions to public and private sector organizations across a variety of industries and countries.
Mr. Michaelson has designed, developed and implemented a variety of leadership assessment tools, profiles, customized learning strategies and training programs that have uniquely aligned personal, team and leadership development with the overall goals of an organization. He has offered workshops, seminars, and keynote presentations to more than 100,000 participants worldwide, including CEO’s, executive teams, management groups, and employees
Mr. Michaelson applies his diverse background as a professional athlete and business executive to offer practical high performance solutions for individuals, teams, leaders, and the organizations they work for. He has been quoted in such prestigious publications such as The Wall Street Journal, Fast Company Magazine, The Harvard Business Review, and The Wharton School of Business Digest.
Mr. Michaelson has assisted organizations in maximizing the dynamic interchange between human capital and business strategies for increased growth and innovation. Utilizing a comprehensive cultural approach, the whole organization is empowered to achieve bottom line results that provide equity and motivation to all stakeholders. Clients have seen results that are measurable, meaningful and sustainable.
- What is your interest or involvement in employee engagement?
- Leadership Development and Talent Management
- Website:
- http://www.glowan.com
- Where are you located?
- San Francisco, California
Comment Wall (1 comment)
- At 9:10am on February 21, 2009,
David Zinger said… - Marc:
I am so pleased you joined us. I think you have already contributed a lot to leadership and engagement. I enjoyed and appreciated your Change This manifesto on leadership and I look forward to your contributions and interactions on this network. Welcome to the Employee Engagement Network and let me know if I can be of assistance to you.
David
About
Latest Activity
An engaging look at some words of wisdom. Which statements do you believe fits best for employee engagement?
Excellent - thanks Heather!!
I summarized some high-level thought leadership from firms such as DDI, McKinsey, Towers Perrin, and Hewitt in my latest blog post. These are all papers from the last several months discussing engagement: bit.ly/3a4uft
I know that Towers Perrin a...
Thanks a lot for your help !
I actually did have a look on Gallup's 12 Questions, the only worry is that it measures more the enablers of employee engagement than employee engagement itself. I have however grouped the items into themes, and only o...
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