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Filed Under: Engagement

Published on: Tuesday, April 10, 2012

Do You Help Your Team Run?

Posted By: Robyn Greenspan
Filed Under: robyn greenspan, leadership, success, engagement, team work
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A few months after losing my beloved dog, Moca, of 12 years, I began looking for another companion. A friend who worked with a shelter in Puerto Rico sent me some pictures, and I was immediately drawn to Hope, a year-old mix recovering from an injury it was believed she incurred during her time spent abandoned on the streets.

When I met her, she took a few steps toward me and fell, and then never seemed to fully regain her footing. We thought it was due to her long trip, nervousness and new surroundings, but she didn't improve when we got her home.

 

Published on: Monday, February 27, 2012

Re-Discovering Your Career Passion

Posted By: Ford Myers
Filed Under: executive job search, engagement, passion, goals, ford myers, career, priorities
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Do you ever feel like you've lost touch with the enthusiasm and passion you once felt about your career?

Remember when you were just starting out at your first job, or you were a recent graduate? You probably thought that any job would be available to you, that every employer would want to hire you. You were excited about your prospects and believed that you had something wonderful to share.

But now that you've been in the work world for quite a while and have had a series of jobs with several different companies, have you become cynical or resigned in your work attitude? Are you unsure as to which direction to turn next? As a professional career coach, I have found that this loss of career passion and enthusiasm is very common, and it's one of my most troubling observations. To address this problem, I developed an amazingly simple exercise.

 

Published on: Tuesday, January 17, 2012

When You’re Very Young

Posted By: Anthony Vlahos
Filed Under: leadership, anthony vlahos, engagement, brand
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When you're very young:
  • You wonder, "What exciting thing is going to happen today?"

  • You experiment.

  • You LOOK.

  • You imagine.

  • You learn.

  • You play.

  • You share.

  • You make friends.

  • You're curious.

  • You're joyous.

  • You change.

  • You grow.

  • You're a fanatic about your loves.

  • You're brimming with crazy energy.

  • The world hasn't shown you how to corral the thing and be normal.

 

 
If your company doesn't have a strong retention plan, then it better have a successor lined up for the CFO position. ExecuNet's findings reveal these financial executives have one hand on the purse strings and the other on the doorknob.

 

Published on: Thursday, July 14, 2011

The Road to Employee Engagement is a Journey, Not a Destination

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Given the economic and organizational pressures of today, many human resource leaders are talking about employee engagement, engagement surveys and getting their people back on track.

But it's especially important to recognize that arriving at some improved, future condition of employee engagement is a journey, not a destination.

 

Published on: Wednesday, March 16, 2011

The Power of Innovation and Passion

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Can someone who pushed teams to great achievements through a demanding leadership style reform and get the same high-quality results? Filmmaker James Cameron confessed to delegates at the 2010 World Business Forum, where ExecuNet exclusively reported, he had to adapt his leadership style from dictatorial to one that was more respectful and empowering. "I don't think I was always a good leader where I worked with people to get the best out of them," said the creator of Avatar, adding that these skills weren't innate for him, and he had to be open to learning so he wouldn't seem phony.

Now, when conflict arises, Cameron's inclination is to solve the problem, rather than make a recriminating moment out of it, he told Bloomberg anchor Betty Liu during an onstage interview. "I turn it back on myself. Did I hire the right person? Yes. Then maybe I didn't communicate it well or they didn't understand." This new leadership style lent Avatar a sense of fun, authorship and ownership in an environment where people felt like they had permission to make mistakes but were now less likely to do so.

 

Published on: Friday, March 11, 2011

“What Ships Are For:” Working and Leading with Purpose

Posted By: Anthony Vlahos
Filed Under: leadership, anthony vlahos, engagement, meaning, purpose
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When I was little and my dad was a giant and always in a hurry, I remember frisking alongside him, trying to keep up with his long strides as he made his way to his shop off Seventh Avenue in New York City's fashion district. In my memory, the sun bounces off the hood of a taxi and the smell of fresh-baked bread wafts in the air. The morning brims with purpose. My dad is going to work, and he is taking me along with him.

Probably the single most useful thing I ever learned from my dad was about purpose. "A ship is safe in harbor, but that's not what ships are for," he'd say. Picture being small and hearing these words being spoken by a man of mythical stature with a Greek accent. It is possible to imagine the Homeric overtones of such a moment.

 

 
There are a lot of hardworking yet highly unsatisfied management executives walking the halls of corporate America these days.

Just don't expect them to tell you so, or anyone else, for that matter, unless you're an executive recruiter. After all, they're not working long hours and occasional nights and weekends with limited resources in search of the casual opportunity just to tell their existing employers and colleagues that they're already lining up their options for a new job elsewhere.

Employers and colleagues will find out just as soon as he or she accepts an offer of employment from another company — and then, in typical fashion, they'll scramble to pick up the pieces and search for a replacement whom, if recruited from the outside, may not be found for six to 12 months.

 

Published on: Wednesday, December 01, 2010

Will You Love Your Job?

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A young family member, three weeks into his first job after graduating college, came home exasperated that he wasn't fitting into his new position. His boss hadn't established a formal training program; the culture wasn't conducive to his learning style; and his colleagues were products of this disorganized environment and, therefore, not helpful.

His lack of career experience led him to a common mistake that even well-seasoned professionals often make: accepting a job without also interviewing the company. His eagerness to work took precedence, and he neglected to conduct research that would enable him to assess leadership, management style, culture and the workplace.

 

 
Report from World Business Forum, New York

Adrian Gostick remembers asking his father, who engineered small component parts for large aircraft engines, what motivated him to work for Rolls Royce for more than 20 years. "Every day," his father replied, "I felt praised and listened to."

For the younger Gostick, co-author of The Carrot Principal, and also co-author, with his business partner, Chester Elton, of The Orange Revolution: How One Great Team Can Transform an Entire Organization, those words were both personally illuminating and professionally reinvigorating.

 

Published on: Wednesday, July 21, 2010

To Do List: Change Your World

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Small goals first; then move on to the entire planet.

No generation, political party or movement has the exclusive on change; it can start in our very own small spaces, and you'd be surprised how far the ripples reach. Everybody at every level, in every career stage, has the ability to change their world.

 

 
A recent survey by the Corporate Executive Board (CEB) finds that one-quarter of employer-identified, high-potential leaders plan to leave their company within the year. But employers need not see that statistic — and the flight of top talent — as a foregone conclusion.

The same survey finds that an additional 21 percent of employees today identify themselves as "highly disengaged," a figure which has risen nearly three-fold since 2007. The CEB finds that companies can apply the following tactics to identify, re-engage and more effectively manage high-potential employees:

 

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