If you'd like to promote, teach, inspire, and spread the joy of strengths, here are 34 free downloadable icons to help you. There's one icon per talent theme and each are unique.
There’s always a war going on between our weaknesses and strengths. If you’re a business owner, there’s also a war between working IN your business and working ON your business.
If you want to build a strengths-based culture in your organization, it won’t happen overnight. Sure, you may want your coworkers to take hold of strengths instantly to receive the tremendous benefits of focusing on strengths like: increased productivity, retention, job satisfaction, positive interactions with coworkers, and so forth.
Job descriptions aren't designed for you. Have you ever thought about that? They're designed in a generic manner to attract a diverse pool of candidates. If companies made the list of requirements and job tasks too specific, they may not get any candidates at all. It's a really smart strategy...until the candidate starts the job.
We’ve all been there. You sit down to work on a project and your mind is thinking about a number of other things. It may be upcoming meetings, a difficult discussion you just had, or what you’ll be doing this weekend.
Unless you’ve been hiding under a rock, you’ve probably heard about coaching in the workplace. In the past, the term “coach” was applied to sports, then to performances like “voice coach” or “acting coach.” Most recently, coaching has entered the workplace—and indicators suggest coaching is here to stay.
It used to be that sports coaches were the only kind of coaches around, but a new kind of coach is permeating life and work. Professional coaching is on the rise today. But that’s doesn’t mean people understand what coaching is all about.
Creating a coaching culture within an organization can seem like an overwhelming task. In my role as Vice President of Human Resources for EnergyCAP, Inc., we're trying to do just that.
Employee engagement is a hot topic in organizations because of the value that engagement brings to everyone. At my workplace, we just completed our third engagement survey, which we do periodically.
Last week I taught a leadership workshop to Human Resources (HR) professionals on keys for boosting employee engagement. There were various organizations represented from landscaping to higher education to temp agencies to transportation, but despite their differences, one thing was the same—they all wanted to increase employee engagement.