She became the first female coach in the National Football League—receiving an offer from the Arizona Cardinals.
Experience and knowledge of the game earned Welter--who holds a PhD in psychology and multiple championship titles from 14 years of play in the Women’s Football Alliance--her career advancement. But as a newcomer to the Cardinals’ organization, Welter faces the challenge of quickly integrating.
Managers have the greatest influence on workforce engagement in organizations large and small. But most aren’t ready for the responsibility or trained for success—or worse, don’t realize that it’s a major part of their job.
With the goal of building relationships that achieve meaningful results, Dulye & Co. offers a high-impact learning experience that equips managers to motivate and engage others through effective two-way communication.
Our Spectator-Free™ Manager Development Program uses simple models, practical tools reality-based exercises and support tips with instant application on the job. Content is customized for managers at all levels—whether they are experienced, new or aspiring. Continue reading.
That's sound advice for countless companies with leaders who genuinely aren't interested in associates' comments or really don't know how to hear them. Asking for feedback without ready and able leaders is a surefire way to destroy trust, morale and relationships.
Before you conduct another engagement survey or focus session to canvass employees' input, spend time preparing leaders to comfortably and confidently receive direct feedback—the bad and the good—and respond.
Dulye & Co. has trained thousands of executives, managers and supervisors in two-way communication techniques that:
relate important information
promote shared learning
build personal confidence.
Our newest program—Communication Essentials for New Managers—is specifically tailored to help aspiring and first-time managers effectively connect with direct reports and motivate them to high performance.
Our in-person workshops and web-based seminars feature reality-based exercises that sharpen critical communication skills and practical tools that instantly transfer to the workplace. And we track progress and accountability to sustain every manager’s development.
Find out more about our Spectator-Free Workplace™ Training Programs from Bev Pierce at Dulye & Co., firstname.lastname@example.org or 708-788-6204. .
At one time or another, all of us have probably worked for someone who was less than an ideal boss. Maybe they were brilliant at their technical job, but had zero people skills. Or maybe they were just a jerk.
Whatever the reason, having or being a bad boss is terrible for business. Studies by my firm and other consultancies have shown that a lack of leadership can lead to low morale, a huge drop in productivity, frequent turnover – and that’s just the beginning. It’s also bad for employees’ mental and physical health. I’m talking about workplace depression, stress and even a spike in blood pressure.
So how do you know if you’re on the path to becoming one of those managers that makes people cringe? Click here to find out.
Those at the top of organizations are data focused. They ravenously devour daily operational performance stats about sales, orders, overhead costs, inventory, compensation, sick days, and so on. Ironically, data can also help save business leaders from themselves.
Crowds in excess of three million swarmed Brazil’s Copacabana Beach last Sunday for a glimpse of Pope Francis.
But many experienced more than a fleeting peek of the pontiff.
There was a bonafide connection between the spiritual leader and the spectators that transformed a jam- packed event into a powerful experience.
Although I didn’t make it to Rio, I recently attended a major national convention where—amidst the expansive venue and more than 4,300 attendees—I too felt a connection! While many factors clicked to create the zeal factor, three lead the charge, converting the grand-scale General Assembly of YMCAs into an exhilarating personal experience.
For all practical purposes, your first day on a job should be an energizing experience.
But for many, it’s anything but remarkable. More like forgettable—thanks largely to some fundamentals that go astray.
With a crop of new grads and veteran job transfers ready to report for that first day at work, now is the time to ensure that your onboarding practices keep your new hire motivated and feeling excited about working for you.