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Is Leadership Development the Answer to Low Employee Engagement? (Yes.)

N2Growth Blog

90% of leaders think an engagement strategy is important while only 25% of organizations have one (ACCOR). A 2001 study by the Hay Group indicated a 2.5x In such an underperforming state, without leadership that can drive real change, organizations are trapped in a vicious cycle. Where are we? It’s business as usual.

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Determining Your Top 5 Priorities for 2014

Michael Lee Stallard

One extremely successful leader who understands the importance of this best practice is Admiral Vern Clark, the Chief of Naval Operations (CNO) from 2000 until his retirement in 2005. Here are five actions you can take to achieve focus for your organization and maximize the probability of achieving excellence in execution.

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Subjective Understanding in the Workplace: Embracing Complexity and Fostering Collective Intelligence

Mike Cardus

The term “mindset” conjures the image of a single setting, like a TV channel or a prearranged machine operation. Organizations might recognize the interpretations and perspectives individuals and groups bring to learn with change effectively. However, human cognition is far more complex.

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HR Departments: Partners or Roadblocks in Strategy?

LDRLB

Timothy Stagich (2001) writes that personnel (HR) departments are “blackholes of human potential, buried under piles of resumes and red tape, while relying on hierarchies and cumbersome procedures to justify their existence in hierarchies (p.114). What if HR was that pillar of service in equipping and developing employees to do their jobs?

Strategy 100
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The Paradox of Commitment

LDRLB

It almost sounds heretical for an HR guy to write that, but do we sometimes worry too much about retaining our employees in organizations? Hall et al (2001) describe the paradox of commitment where “people are most able to develop internal commitments and attachments when they have the free choice to leave and choose to stay.

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The Paradox of Commitment

LDRLB

It almost sounds heretical for an HR guy to write that, but do we sometimes worry too much about retaining our employees in organizations? Hall et al (2001) describe the paradox of commitment where “people are most able to develop internal commitments and attachments when they have the free choice to leave and choose to stay.

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Achieving the Best by Preparing for the Worst: Lessons Learned from High-Profile Crises, part 1 of 4

Strategy Driven

Any company or organization is like a tree. Business development. Every organization and community in America is presently at a crossroads. Or, the organization can bury its head in the sand and hope media attention dies down… thus becoming a generic tagline for troubled communities. by Hank Moore. The Big Picture.

Crisis 63