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Change behavior to break the "Motivational Code"
7/19/2007
Summary:

Want to be an employer of choice? Don't simply ask employees for specific results. Train them in behaviors that produce those results--and then provide consequences that change and reinforce those behaviors. Part 1 of two parts, this article offers seven implementable suggestions for cracking the "motivational code."

Go To Source (www.management-issues.com)
Do You Know Your People?
7/12/2007
Summary:

How happy are your employees? It doesn't take a survey or a pie-chart to tell you the answer. But it does take a plan, which this lively blog post provides.

Go To Source (positivesharing.com)
Employee Involvement, What I Wish I Knew 20 Years Ago
7/12/2007
Summary:

Growth-oriented entrepreneurs can achieve their targets faster and better if they "engage" their employees. Does the environment at your company encourage everyone to give their best team effort? Here are some hard-earned tips from a team-building expert.

Go To Source (www.teambuildinginc.com)
Finding Good Employees
7/12/2007
Summary:

This basic guide to finding new employees lists several helpful ways to be successful and includes a bonus of links to at least ten other resources on hiring.

Go To Source (www.allbusiness.com)
Get Help Running Your Business, Virtually
7/12/2007
Summary:

A virtual assistant--yes, a real human being, not a software program--can help busy entrepreneurs who need to delegate non-critical or administrative tasks but don't want someone on site.

Go To Source (www.inc.com)
TECĀ© Best Practices: Management Development Overview
6/8/2007
Summary:

Companies that prioritize development of managers gain a real edge in the marketplace according to this overview. Underlying principles and practices for consistently building capable managers are provided and explained. Among the advantages are getting and keeping talent, more value from the CEO's time, more corporate flexibility, and a sustainable competitive edge.

Go To Source (www.teconline.com)
Fifty-two Percent of Workers Plan to Quit Within Two Years
3/13/2007
Summary:

Research shows that nearly 50 percent of workers don't have performance goals that can be objectively measured. A lack of clear objectives can lead to workplace dissatisfaction and an increase in turnover rates. This article suggests a number of communication strategies to address the problem.

Go To Source (communicationnation.blogspot.com)
Don't Ask Employees to be Passionate About the Company!
3/9/2007
Summary:

There is a difference between employees showing a passion for the employer (which is great to have) versus a passion for their work (which is a crucial part of productivity). The advice given here is to "let people do what they want and need to do" and to keep out of the way of success.

Go To Source (headrush.typepad.com)
Five Pillars for Leading the Client-Focused Organization
3/9/2007
Summary:

Five Pillars to Leadership and Success: surround yourself with good people. Invest in them. Listen to them. Align culture and mission. And keep your commitments. Sounds deceptively simple, but implementing may be more complex.

Go To Source (www.leadertoleader.org)
Helping People Achieve Their Goals
3/9/2007
Summary:

Are you developing your top talent? Leaders that mentor other leaders become stronger leaders themselves. Avoid the distractions that can derail your leadership development process.

Go To Source (www.leadertoleader.org)

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