Successful communication inspires action and is clear to others what needs to happen to meet that objective.
All communication faces daunting odds to reach each person, intention intact. Perception, bias, and noise lay between intent, action, and reaction.
To succeed in the communication obstacle course against intent, you need to make clear how to make it happen.
Many managers take control with the belief their technical expertise in their field is more important in their management role than the challenge to manage finite resources of people, time, and budget.
Any technical ability the manager had, as an individual contributor to meet their functional skill, is not as important as the ability to listen, to motivate, to teach, to learn.
To promote the contrary is to promote insanity.
Change management goes beyond features and functions. Feature and function change management is product change management.
Change management goes beyond scope or requirements. Scope and requirement change management is project change management.
The change that change management needs is an account for how process and technology change the way people meet their objectives.
A healthy employee is a productive employee and health and wellness programs roll out across corporate America to capture this gain.
Compensation expert Carol Harnett shares her brilliant mistake from this Human Resource Executive article and detail on the data to her assumptions that reveal flaws in health and wellness resource commitments.
Fast Start questions brilliant mistakes.
In education our schools reward women. Men can’t hack certain academics: they get worse grades; follow less-rigorous academic programs; and take part in less advanced-placement classes. Post-education, our professional organizations reward men. Women get more criticism and less praise in the workplace than men do, paid 7% less than men, and judged more negatively by prospective employers than men with identical backgrounds. Same species different rules and learning engagement, why?
You can not change what you can not measure. The value of training is on trial, a trial to prove training’s return on investment. With money scarce you need to identify the dollar impact on training. Here are 3 tips for anyone who to evaluate training.