This group is dedicated to discussing employee engagement in the context of strengths-based development popularized by Gallup and Marcus Buckingham. This line by MB captures it best: "Bad managers play checkers. Good managers play chess."See More
"After review the Gallup information on Well Being becoming the new engagement platform now and in the near future I found myself going back to the future! I spent the first 20 years of my career in the workplace wellness movement, From…"
"One of the developing possibilities for engagement in my work is evolving in the peer coaching group arena. We have created a model for a team, group, department or a whole organization can increase learning, knowledge sharing,…"
"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…"
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?
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.
Ask yourself: Do you work better in the morning and in the evening? Take off every afternoon! Why are you working five days in a row? Can you work alternate days – and rest every other day. If you usually take a fortnight’s holiday (if that!)? Could you take three weeks or a month? Is your optimum output better if you take ten weeks off, instead of four, and work with more energy during the times that you DO work?
Work In The Zone | LinkedIn www.linkedin.com “The higher your energy level, the more efficient your body. The more efficient your body, the better you feel and the more you will use your talent to produce outstanding results.”Tony RobbinsIt’s
Create A Vocabulary That Inspires Employee Engagement www.forbes.com It's official. Employee engagement is the new black. I’ve been writing and thinking a lot about it lately, as have others. The very notion of how leaders and employees engage has slowly morphed away from ‘companies have to do this because employees want it’ to ‘companies have to do this [...]
The one question employee engagement survey: Why are you still here?
The shortest Employee Engagement survey has one question | Leandro Herrero leandroherrero.com And the question is: ‘Why are you still here?’ You learn about the organization by asking questions to employees when they leave you (exit interviews) but you learn far more when you ask them why they are staying (‘stay’ interviews). It’s not a joke. ‘Why are you still here?’ – with the emphasis on…