by D. Kevin Berchelmann | Nov 28, 2012 | Executive Improvement, Kevin Berchelmann
People – clients, colleagues, even family – are forever telling me something like, “Kevin, it’s just not that simple.” To that, my typical reply is “balderdash.” It usually is that simple.
The Truth… Couldn’t Say It Any Better.
I recently played golf at Champions Golf Club in Houston. No, I won’t share my score here in this post. It’s a great course, owned by golfing legend Jackie Burke, winner of 16 PGA events in the 1950’s, including the Masters, the PGA, and two very lop-sided Ryder Cup victories. He was Hal Sutton’s assistant coach for the 2004 Ryder Cup. I was in the locker room afterward, having a drink with my host, when Jackie came in. Now, my host has been a member there for over 25 years, so they know each other quite well. Jackie sat down at our table and we had a chat. (more…)
by D. Kevin Berchelmann | Nov 26, 2012 | Executive Improvement, Kevin Berchelmann
For leaders, stagnation is the precursor to failure. Too often, we watch things happen around us, then act surprised when we’re left out of the successful ending. Worse, we realize after failure, that we could have done something. We’re not paid to sit idly by; we’re paid to act, sometimes boldly.
Leadership is supposed to be risky. But it’s easy to choose status quo over the active art of leading. So what have you ignored recently? What have you decided not to do, because it’s difficult, confrontational, or uncomfortable? Why aren’t you shaking things up? Do something big and bold and do it now. Here are 5 things you can – and probably should – do immediately. Any of these, done with forethought and vigor, can provide the activity necessary to break a momentum logjam. (more…)
by D. Kevin Berchelmann | Nov 26, 2012 | Executive Improvement, Kevin Berchelmann
“May I be direct?” asks an unsuspecting leader…
“Please do,” says almost everyone.
Don’t fall for it–they’re lying.
Now, I don’t mean it’s malicious, or even intentional. But make no mistake, most–the vast majority–of people who claim to appreciate directness… don’t. Or probably better stated, are simply not wired correctly to appreciate the brevity, succinctness, and well, directness of truly direct feedback or language. (more…)
by D. Kevin Berchelmann | Nov 20, 2012 | Executive Improvement, Kevin Berchelmann
(As I’m writing this, Hostess and the now-smarter Bakers have agreed to confidential mediation, which means they get into a closed-door room, and figure out if both sides can save face. The business needs are a distant and pale second.)
Hostess and the Baker’s union. Seriously, folks??
Now, let me be clear… I don’t believe in the continued viability of unions in America today. I just don’t. I believe they have completelyand absolutely outlived their usefulness, and become such an undue burden on business as to cost more jobs than they create, and createless job security for all but the most seasoned union veterans–who are damned near bullet-proof.
I think that’s wrong, don’t like it, cannot support it. (more…)
by D. Kevin Berchelmann | Nov 5, 2012 | Executive Improvement, Kevin Berchelmann
I think chasing employee happiness is a crock. A never-ending quagmire with little return.
I DO believe, however, that we can positively influence employee engagement, and those measurable efforts will frequently add to some employees’ overall “happiness” as a by-product. (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…)
