How Office Thermostat Wars Relate to Learning Preferences

Disagreed with a co-worker over the room temperature lately? If yes, did you decide to put on (or remove) an extra layer of clothing and grin and bear it? Or did you engage in a contest of wills for ultimate thermostatic control? If you’ve dealt with ambient temperature disagreements—either passively or assertively (or aggressively), you’re

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When (and Why) Training Isn’t the Best Solution

Training professionals often make two mistakes without ever realizing it. By simply acknowledging them, we can begin to improve performance quickly and easily — and without any new training programs. The first mistake is that most trainers typically operate in reactive mode. If the VP of operations says his managers need to learn how to

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Give Your Employees More, and Get More Back

According to author Peter Drucker, a responsible worker is a person who “not only is accountable to specific results, but also has the authority to do whatever is necessary to produce these results, and finally, is committed to these results as a personal achievement.” Many managers get the first part of this equation right. They assign

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How to Develop (and Teach) a Smart ‘Raise Strategy’

Regardless of tough times, poor company results or average employee performance, most employees feel they are entitled to an annual raise. This is because most employees have not been shown the connection between pay increase and value created in the workplace. I am in management but I am also an employee. I know that the

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Tuition Assistance and Improved Performance

This case study in the December issue of Chief Learning Officer about Verizon Wireless’ tuition assistance program scratches me right where I itch. Verizon Wireless is nailing it, and the case study shows the results that are proving it. I won’t quote the results (you can read the article) but employees who participated in and

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Poor Managers. Poor Performance.

Managers have enormous impact on people performance both positive and negative. However, there are too many examples of the negative impact that bad managers have on people and performance for us to ignore it the way we do.  And we do ignore it. Too many organizations react first to poor performance by blaming the employee

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