marc's Discussions
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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
I think we all generally agree that engaged employees are a powerful force for delivering company success. I think we all also agree that you cannot force employees to engage. You can, however, create work environments and cultures in which employ...
Treat people the way they want to be treated, not the way you want to be treated.
I am looking for some discussion topics. I have a team that really needs to come together as a group. (or, I have a group that really needs to come together as a team). I've done a few team building activities, but this time, I would like to have ...
Great word ownership, Kurt.
Without a strong sense of ownership by the employee we don't get their full engagement, their complete commitment to the work.
The formula for employee ownership for any boss is to listen to the employee and that give...
Remember, recognition is free. It's not material. It's a communication tool. I agree with Ben that employees need a voice and a safe place to use it. They also want some ownership in the processes and acknowledgment that the tasks they perform mea...
Recognition is important, but possibly not in the way you think. Rewards have negative effects down the road no matter how good they look. On this subject, read Alfie Kohn's "Punished by Rewards".
I managed people for over 30 years. In order to s...
I think recognising your staff becomes all the more important in today's climate of budget cuts, pressures and downsizing. We all want to feel valued, both as employees and human beings, and to have someone else say 'thank you, your continued supp...
Hi Leigh
I am an Employee Engagement Specialist in the department of Organizational Effectiveness. I work for a company about the size that you are looking for. We began kicking off employee engagement surveys last April. As of now we have a year...
... master the art of asking questions!
Teach your employees how to Manage Up: Some people think this is brown nosing, but it's really about helping your boss understand who you are.
Angela,
I think recognition is always essential but we have to look at the deeper reason why. Reward and recognition confirms value. Every human being wants to know, "Does my life matter?" This is the questions we help answer when we reward and re...
Be real, don't use jargon, and be honest. If something is going to hurt people would rather be prepared!
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