N2Growth Blog

NOVEMBER 28, 2023

Regular board evaluations and leadership assessments provide valuable insights into the board’s dynamics, functioning, and overall effectiveness. This can be done through individual interviews or focus group discussions, where the facilitator encourages open and honest conversations.

Compliance 395

Compliance Risk Management Objective Process 395

HR Digest

OCTOBER 27, 2023

We delve into the pivotal milestones that define Dávila’s exceptional leadership journey, painting a vivid portrait of his strategic acumen and the collaborative spirit steering Aon EMEA toward unparalleled success. How does your leadership align with this vision? For me, leadership is all about teamwork.

Agility 98

Agility Leadership Diversity Industry 98

N2Growth Blog

DECEMBER 14, 2023

Board of directors coaching provides a tailored and results-oriented approach to supporting directors in their leadership roles. As a consulting professional specializing in leadership advisory and executive coaching solutions, I have worked closely with top executives in some of the world’s largest companies.

Strategy 409

Strategy Objective Executive Coaching Goal 409

The Practical Leader

AUGUST 16, 2023

.” These are a bit extreme, but we’ve heard variations of these thoughts over the years in focus groups to survey a Client’s organizational culture. One morning, I asked a group of very quiet participants a series of questions about their organization’s climate and leadership effectiveness.

Energy 52

Energy Crisis Absenteeism Leadership 52

HR Digest

NOVEMBER 21, 2023

Strong organizational cultures are well-defined, well-supported company cultures that prioritize the company vision and strive to create a positive work environment for the entire workforce. Understanding what a strong company culture is and creating a positive work environment is necessary for any company’s long-term success.

Company 98

Company Environment Policies Metrics 98

Lead Change Blog

MARCH 26, 2021

Lack of trust in leadership. While change management is sometimes couched as being all about “winning hearts and minds,” the truth is more nuanced: change comes with a cost — and is not necessarily positive for all stakeholders. Change means uncertainty, which is an uncomfortable state for many. Job insecurity. Fear of failure.

Resistance 274

Resistance Restructuring Survey Agility 274

Lead Change Blog

JUNE 8, 2021

Run surveys and do focus groups and one-on-one interviews to get quantitative and qualitative data on the virtual work issues in your organization. Digital coworking replicates the positive aspects of working in shared cubicle spaces with your team members, but on your own work. Develop metrics and determine a baseline.

Bond 356

Bond Metrics Survey Video 356

Let's Grow Leaders

MARCH 11, 2024

Oh, and here comes Over-Involved Ivan, who has taken the liberty of setting up a few extra focus groups (talking to the same people you did last week). When you can understand why they act the way they do, you are in a better position to come up with constructive solutions. Try to see the world from their perspective.

Stress 266

Stress Management Succession Contingency Plans 266

Great Leadership By Dan

AUGUST 20, 2020

Her team had been holding user-experience calls every week and all the feedback had been positive. In fact, most open-door policies are a passive leadership cop-out. Action-Focused We’ve sat through strategic planning sessions and focus groups where leaders asked questions and everyone in the room knew that the answers didn’t matter.

How To 251

How To Wireless Policies System 251

Chartered Management Institute

MAY 31, 2023

Our prestigious speakers equipped over 2000 attendees with practical insights and tools to make a positive impact in their organisations, not just for women, but for all disadvantaged groups. If you would like to join a virtual focus group on 7 June from 11am–12pm, contact Ariana Carrano.

Conference 52

Conference Absenteeism Newsletter Article 52

Let's Grow Leaders

FEBRUARY 20, 2023

When I met with Sarah’s team later in the day for a focus group and asked what success looked like, they told her, “Ninety-four.” Sarah’s focus on the number ramped up pressure and stress. We’ve got to get to 94 by the end of the day.” What are you planning as your key message?” Sarah looked at me as if I was crazy. Six months?

Metrics 266

Metrics Balanced Scorecard Stress Long-term 266

The Practical Leader

JULY 26, 2023

” Their Perceptions Are My Leadership Reality Key to leadership development is understanding how others see me. They have mastered this habit, and because of the positive way they RESPOND to that feedback, the door opens for them to get more.” ” The doctor said, “Good! I judge myself by my intentions.

360-Degree Feedback 52

360-Degree Feedback Survey Learning-by-Doing Attitude Survey 52

Lead Change Blog

MARCH 24, 2015

Lead Change Instigator Bill Benoist wrote in his Bold, Innovative Leadership article: “This is what bold, innovative leaders do. Cheryl’s decision to lead Popeyes in a direction of servant leadership was born early on in her tenure. Cheryl emphasizes that our results focus is not once a year, it is every day.

Webinar 150

Webinar Stress Metrics Focus Group 150

HR Digest

APRIL 1, 2023

How do you create a positive onboarding experience? Focus on Culture and Values An effective onboarding program should include a focus on the company’s culture and values. This can be done through orientation sessions, team-building activities, and discussions with leadership.

Long-term 69

Long-term Mentor Training Objective 69

Great Leadership By Dan

SEPTEMBER 7, 2017

Elements that define your culture is leadership style, communication, the work environment – formal or informal – and how mistakes are handled. Focus groups and stay-interviews can reveal why people want to come to work every day. Performance reviews should focus on outcomes and results. Positive employee relations.

Succession 137

Succession Benchmarking Performance Review Handbook 137

Mike Cardus

NOVEMBER 7, 2011

Working with a team of 5 Executive Directors from a company that employs ~2000 people we identified a gap in the Managerial Leadership Training , Mentoring and coaching of employees prior to being promoted to a Manager Level within the company. With this team we used it to explore the challenge of Developing a Managerial Leadership Process.

Operations 128

Operations Training Tools Planning 128

The Practical Leader

MAY 29, 2019

” They identify five ways leaders can provide stronger change leadership: Don’t just set up training programs — create a learning culture. It’s been a vital focus for many of our leadership team retreats and culture development work. Engage employees in the transition instead of herding them through it.

Agility 55

Agility Organization Henderson Focus Group 55

HR Digest

APRIL 20, 2023

By implementing these strategies, employers can create a workplace that attracts and retains top talent and positions itself for long-term success. Employee Retention Strategies to Decrease Staff Turnover Rates Employers need to focus on fostering a positive work environment as a step in managing attrition.

Attrition 59

Attrition Innovation Strategy Training 59

LDRLB

MARCH 15, 2013

In a recent study conducted by Sylvia Ann Hewlett and a team of researchers at the Center for Talent Innovation , the senior leaders surveyed listed executive presence – being perceived as leadership material – as the essential factor in determining who gets ahead in an organization. But what exactly is executive presence? Appearance.

Execution 168

Execution Survey Audience Active Listening 168

Mike Cardus

JUNE 28, 2013

My interviews and focus groups with employees it was obvious they have too many levels and people are confused. Often companies do what they think will be a quick fix let’s create an assistant position and they really believe it will help. I shared the chart Consequences of Too Many Level of Organization below. Sound Familiar?

Management 126

Management Team Building Human Resources Metrics 126

HR Digest

MAY 2, 2019

The HR Digest: Under your leadership, Kellogg Company has taken great strides in the field of diversity and inclusion (D&I). We seek (and listen to) qualitative feedback from our employees through our global opinion survey, focus groups and roundtables with our Business/Employee Resource Groups (B/ERGs).

Diversity 81

Diversity Human Resources Globalization Automotive 81

Skip Prichard

JUNE 22, 2020

Teams with strong positive cultures can weather short-term blows to engagement, such as economic downturns, anxiety over mergers, or increased competition. In other words, culture is the fuel that drives and sustains positive engagement. Culture is the fuel that drives and sustains positive engagement.” Jason Richmond.

How To 107

How To Middle Management Reputation Short-term 107

Ron Edmondson

DECEMBER 2, 2020

When you fail to remember this principle of leadership – people are different – you frustrate those you are trying to lead. I don’t really like the term much, because I think better leadership is a we. Periodically, I set up focus groups of people for input on various issues. Welcome input.

Edmondson 46

Edmondson Diversity Team Focus Group 46

Mills Scofield

DECEMBER 5, 2014

In the case of the former, they typically would want to know why and how could they innovate their current product to regain their position as number one. Back then, they would run focus groups to see what customers liked/didn''t like about the product and would check competitors that began to do well.

Stage-Gate 128

Stage-Gate Productivity Products Innovation 128

The Practical Leader

OCTOBER 26, 2022

” The Theory X leaders at the retreat had trouble seeing the disconnect between endorsing HR’s plans for engagement focus groups and gathering input; with their inclination to mandate office facetime. appeared first on The Clemmer Group. The post X or Y: Are You Patronizing or Partnering?

Policies 59

Policies Morale Report Survey 59

Eric Jacobson

OCTOBER 9, 2023

If we want to foster a culture of feedback, do we want to focus on giving or on soliciting feedback? For example, do we first conduct significant research and use focus groups to inform the experiment, or do we move quickly to learning while doing? When and how? Is experimentation important and, if so, how do we go about it?

How To 119

How To Learning-by-Doing Books System 119

Tony Mayo

MARCH 10, 2010

Steps to Organizing a Customer Listening Session Be explicit about the corporate goals the listening session is meant to support, e.g., growth, margin, line expansion, service offerings, locations, market positioning, etc. A focus group is not a survey. Plan to have 6-12 participants. Prepare and test questions in advance.

Mayo 158

Mayo Execution Executive Coaching How To 158

Mike Cardus

DECEMBER 11, 2012

It can arise from adjustments to how the work is assigned and monitored and the placement of the right people into the right positions, with the right accountability. Clement “Executive Leadership” Cason Hall & Co. Create-Learning Team Building & Leadership, Inc. Publishers, 1994. __. About the Author. Michael Cardus.

Metrics 161

Metrics Objective System Resources 161

Next Level Blog

JULY 23, 2010

Thats Not Leadership. The Lloyds team was on board the rig about a month before it blew and conducted a safety survey and a number of focus groups with Transocean crew members over the course of several days. I have the feeling that the disaster in the Gulf will be fodder for leadership case studies for years to come.

Executive Coaching 167

Executive Coaching Open-book Blog Report 167

Ron Edmondson

JUNE 4, 2013

When you fail to remember this principle of leadership, that people are different, you frustrate those you are trying to lead. I periodically set up focus groups of people for input on various issues. Leadership Ministry Organizational Leadership Team Leadership Uncategorized' We do assessments as a team.

Diversity 82

Diversity Edmondson Team Focus Group 82

Ron Edmondson

JUNE 28, 2016

When you fail to remember this principle of leadership – people are different – you frustrate those you are trying to lead. I don’t really like the term much, because I think better leadership is a we – but I want you to see how I being intentional in this area and provide a few practical examples.).

Diversity 56

Diversity Insurance Edmondson Team 56

Anese Cavanaugh

DECEMBER 1, 2009

Thinking about how totally EASY it is to make a positive impact on someone’s energy and the rest of their day. If, at a minimum, senior leadership in your company starts doing this – really starts doing this, and more consciously – you’ll see a shift in engagement and happiness in your organization – very quickly. Check them out.

Energy 79

Energy Focus Group Positioning Organization 79

Mike Cardus

DECEMBER 5, 2012

Using this benchmark to determine based upon above what skills and competencies are needed to be successful in identified future management positions. Internal benchmarking of existing talents based upon determined potential; skilled-knowledge, complexity-management; value of the work.

Mentor 114

Mentor Training Process Development 114

Management Craft

JULY 25, 2011

This work is sometimes done in the form of focus groups, interviews, or team training sessions. More than with any other theme, it is critical for managers and leaders to be positive role models. unionization, real or quasi-mutinies, disproportionate responses, a lack of cooperation even when changes are positive and logical).

Team 84

Team Management Stress Resistance 84

Harvard Business Review

APRIL 27, 2018

A new research study I led at CTI uncovers, through a nationally representative survey of 3,212 individuals with STEM credentials, and through dozens of additional interviews and focus group conversations, the differentiators of success for women in STEM. We find that about 1/5 of women currently employed in STEM meet that bar.

Succession 14

Succession Reputation Focus Group Leadership Styles 14

Tanveer Naseer

APRIL 25, 2011

As Tanveer writes about leadership and managing employees, I thought I’d share some of the questions I often get asked by business leaders about managing customer expectations, developing their employees and how to involve your team in the process of selling your business when the time comes to put it on the selling block.

Engineering 182

Engineering Reference Incentives Merchandising 182

Tanveer Naseer

APRIL 25, 2011

As Tanveer writes about leadership and managing employees, I thought I’d share some of the questions I often get asked by business leaders about managing customer expectations, developing their employees and how to involve your team in the process of selling your business when the time comes to put it on the selling block.

Engineering 182

Engineering Reference Incentives Merchandising 182