“Mission matters. The people behind the mission also matter, and their passion for the mission can never be taken for granted.” [from Share of Mind, Share of Heart: Marketing Tools of Engagement for Nonprofits.] This is why engaging
Need to create an engaged workplace? While workshops, webinars, and articles abound on the subject, it takes more than just buying into the value and practice of engagement to be effective. It’s also important to understand who is actually responsible for engagement in the workplace. Engagement is a responsibility shared by both employees and employers: Employees are
My recent post about Zoltan Merszei‘s message on organizational strategy included developing a “vision of what’s to come” as “the ultimate insurance of success.” Articulating and sharing a well thought out vision certainly contributes to success, but it’s not enough. It also takes a leader who knows how to effectively engage and connect employees with the leader’s
The yellowing, decades-old piece of paper I found in my files featured this striking advice from Zoltan Merszei, former executive at Occidental Petroleum Corporation and Dow Chemical Company. Merszei wrote it “as a reminder that we need to protect people from too much organization, while never destroying the organization itself.” His message is still relevant: Always
While I travel often for business, my experience staying at the Hyatt Place DFW airport hotel felt different. I was consistently met with genuinely friendly, caring attitudes from all the hotel associates I encountered: from the sales manager who helped me with an extra night’s stay because I needed to arrive early before an impending storm
The answer depends on management’s attention span. No matter how well intentioned, executives who are unable to keep their focus on doing what it takes to make a new approach work will move on when the initiative fails and go after for the next best thing — frustrating their employees in the process. In this
I had an interesting discussion with a colleague who manages an internal service department for a medium-sized organization. She’s a supportive manager whose team takes pride in providing quality service to internal clients. However, she finds it a challenge to keep her employees at the top of their game when some internal clients are unappreciative
One of the most challenging jobs I know of is held by people who work in nonprofits — they are as passionate about their work as they are stressed trying to accomplish much with limited resources. I explored this topic recently with a former nonprofit leader, Debrah Cummins, who is now Vice President of Development for Northstar
[Note: This guest post was written by Kim Plyler, a communications professional and media strategist. CEO and founder of SahlComm, Kim works with high level clients in the technology, finance, manufacturing, cyber security, NGOs and nonprofit sectors. Her company’s mission is to further the mission of others and help improve humanity.] 5 Ways to Boost Your
When I asked other business professionals when it’s best to lose a customer or client, the reasons boiled down to the customer’s lack of respect and not being fully committed to the working relationship. Examples cited included: difficult interactions with or mistreating customer-contact employees being unresponsive and uncooperative paying late or not at all. The