One of the tricks to maximising employee performance is to minimise any work that conflicts with your people actually doing what they are being paid to do.
Monthly Archives: March 2010
Frontline Leadership is a Contact Sport
Generally frontline leadership development is focussed on an event, such as a training workshop. However, effective leadership development is more of a process which occurs over a period of time. This means that it requires much more than attending a training workshop. It requires on-going support, follow-up and feedback. In short, it requires on-going contact.
Posted in Giving Feedback, Leadership Skills Tagged Feedback, Frontline Management, Leadership Skills Leave a comment
Stop Kidding Yourself
We all deceive ourselves about something. And mostly it’s harmless. You know how it goes. My rear doesn’t look big in this. I don’t drink too much. I’m pretty fit. But sometimes it’s harmful. I see this from time to time with frontline managers.
Posted in Leadership Skills Tagged Frontline Management, Leadership Skills, Workplace Productivity Leave a comment
Let’s Play
How is it that we get excited by games and sports, but often not about work?
What Drives Employee Engagement? Part 2
Last week we took a look at the things that frontline managers can do to make behaviour inefficient, and thereby ensure poor performance from their team. This week we’ll take a look Gilbert’s model for engineering high performance. And we’ll compare the factors in that model with the key drivers of employee engagement identified through global research.