Can you imagine Bill Belichick — head coach of the New England Patriots — waiting until the end of the season to give his players feedback? Of course not. (If that were the case, his team would never have made it to the Super Bowl — six times with his coaching.) The same idea holds true in the workplace. It’s the coach’s job to continually review the team’s performance and give players (your employees) suggestions for improving their game.
And there are plenty of incentives to do so.
The right coaching, at the right time, can pay huge dividends for employers seeking greater loyalty, productivity and contribution.
But let’s face it. Coaching often requires a significant financial investment — either in time or money. Right? Wrong.
The truth is, coaching can be easier — and more cost-effective — than you think. Your organization can make huge strides in small bits of time and for not a lot of money
Improve organizational agility by implementing social concepts that influence talent and skill identification, sourcing and development.
Every business regardless of size operates in a competitive environment. When built on a foundation of education and training, modern social tools can create a competitive edge. With wide reaching applications, social technology is changing ...Read more
The conveniences of modern travel are often overlooked when measured against the reality that any attempt to go from point A to point B is frequently rife with potential setbacks. That’s why, on my way home after HCI’s Workforce Planning and Talent Strategy Conference this week, I made peace with the fact that the next several hours were not going to be particularly enjoyable.