by Triangle Performance Staff | May 5, 2013 | Kevin Berchelmann, Organizational Effectiveness
Communication can be difficult to define. What does it mean? Is it a simple communication flow between two people? Is it a conversation involving more than two people? Regardless, I don’t see communications as a separate, distinct effort, but something that’s imbedded in each of the other leadership competencies. Effective communication is still one of the easiest ways to increase success in the organization, and something we should focus on intently.
Keep it Simple
A formal communications plan is probably unnecessary. But I do think a solid communications effort is critical for maintaining important relationships. Sometimes it can be as simple as sitting down with someone and saying “I’m not sure I’m communicating with you effectively. What’s the best way? Can we exchange e-mail every now and then or talk face to face?” The point is, communications doesn’t have to be formalized or structured, if there’s a problem, simply address it. (more…)
by Triangle Performance Staff | Apr 2, 2013 | Kevin Berchelmann, Organizational Effectiveness
So you’ve made some pretty significant gains, but you still can’t reach that next level. Stop your whining. It’s not rocket science. The good news is, you’re not alone. It’s just an inability to communicate sincerely – giving and receiving feedback – not earth shattering stuff here, but critical for your success as a leader nonetheless. (more…)
by Triangle Performance Staff | Jan 30, 2013 | Kevin Berchelmann, Organizational Effectiveness
In today’s business climate, where rapid change, technological breakthroughs and improvements define the quest for high performance, are middle-managers making a comeback—having a renaissance of sorts? The short answer is “yes.” The longer response includes some discussion around our success (if any) in eliminating their utility in the first place.
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by Triangle Performance Staff | Jan 14, 2013 | Kevin Berchelmann, Organizational Effectiveness
Human Resources as an organizational division has come quite a ways over the past few years. Gone are the days of hiring, firing and filing. In fact, some of an organization’s most valued assets reside in HR – and they know it. Nevertheless, there is a strategy behind being successful in Human Resources – a way to ensure you add real value to both the organization and your professional career.
While it may be tempting, you simply cannot effectively learn to manage human resources from a book, a website, or an online forum. You can’t. You can pick up tips and tidbits, some compliance knowledge, and a few very generic processes. Most of the rest takes individual thought, planning, experience and creativity. Compliance is simple. In fact, a CD-ROM could do it. But effective application of employment laws in a successful business- that takes work. (more…)
by Triangle Performance Staff | Oct 25, 2012 | Kevin Berchelmann, Organizational Effectiveness
Recently, a client HR Manager asked me about employee engagement. Specifically, she asked how to measure the IMPACT of said engagement.
Well, that perked my ears up. Too long, companies have been performing those absolutely worthless engagement surveys, solely measuring engagement, via survey results, like it somehow represents real productivity, satisfaction, or even… real employee engagement.
Anyway, I was interested. Yes, Virginia, there are ways to measure the impact of employee engagement. And it ain’t “annual engagement scores.” (more…)
