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.
The main reasons given by employees were: no longer feeling challenged (cited by 33% as the main reason); no longer liking the company culture and environment (27%); feeling there’s limited growth opportunities for them in the company (26%); feeling undervalued (24%); or feeling underpaid (22%).
Employee Engagement Made Simple www.davidzinger.com Employee Engagement One Day at a Time (Reading time: 1 minute) Engage each day. Accept the invitation to engage at work every day. Engage daily with specific results that matter to you and the organization. Engage with the key performances that… [ 142 more words. ]