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Developing Human Resources
By ronpass on March 11, 2010
Employee coaching before, during and after a training course can pay huge dividends. You can increase your return on investment in training with such coaching.
Posted in Employee Coaching | Tagged Employee Coaching, learning effectiveness, learning goals, Learning Organization, learning outcomes, managerial interest, managerial support, readiness to learn, return on investment (ROI), training, transfer of learning
By ronpass on March 8, 2010
Manager development programs are increasingly focused on helping managers to achieve employee engagement. Good managers facilitate the engagement of employees while bad managers frustrate this engagement.
Posted in Employee Engagement | Tagged active listening, bad managers. ugly managers, best practice, Conflict Management, Employee Engagement, Employee Motivation, engagement of employees, good managers, Manager Development, manager development programs, managerial best practice, role clarity
By ronpass on February 28, 2010
The process of active listening may sound simple but its effects are profound and far-reaching. Active listening can address an employee’s needs, affirm their self-worth and contribute substantially to their work motivation.
Posted in Employee Motivation | Tagged active listening, communication, communication skills, Employee Motivation, employee performance, improve employee motivation. employee feedback, influence, listening, motivation, poor performance
By ronpass on February 24, 2010
Providing positive feedback to employees is one of the simplest and most powerful things you can do to motivate your staff. Positive feedback reinforces desired behavior, builds self-belief and confidence, and encourages continuous improvement.
Posted in Positive Feedback | Tagged communication, employee development, improve employee motivation. employee feedback, motivation, Positive Feedback, productive culture, recognition, reward behavior, self-efficacy, work culture
By ronpass on February 9, 2010
Action learning is learning with others through doing and reflecting on outcomes, both intended and unintended. At the heart of action learning is supportive challenge which is designed to enhance self-development and create organization improvement.
Posted in Manager Development | Tagged action learning, collaborative learning, General Electric, how managers learn, Manager Development, Organization Development, organization improvement, Shell, supportive challenge
By ronpass on February 8, 2010
Employee motivation is considerably enhanced when you meet three basic employee needs – expectations, resources and feedback. You can go a long way to improving employee motivation if you clarify your work expectations, provide employees with the resources they need to do the job and give timely, accurate feedback on work performance.
Posted in Employee Motivation | Tagged confidence, Employee Motivation, employees needs, feedback, improve employee motivation. employee feedback, job satisfaction, managerial performance, motivation, workplace culture
By ronpass on February 7, 2010
Organizations have become so caught up in the “leadership” buzz that “management” has been pushed into the background. However, the separation of management from leadership can harm an organization and devalue the art of management which simultaneously demands five different mindsets.
Posted in Manager Development | Tagged five minds of a manager, leadership, leadership vs management, management, management re-defined, managerial mindsets, managers. management defined, redefinition of management
