Archive for values SmartBlogs

If you could bring your best boss into your current team or organization right now, what would she do? What would she change or refine to ensure team members are engaged, serving, producing, and feeling trusted and respected every day?

My best boss was Jerry Nutter. I spent 15 years in nonprofit management and enjoyed some good bosses, some lousy bosses and one really amazing great boss: Jerry.[…] Continue Reading »

It was another late night returning home from a business trip this week. Spring weather in Denver has been rainy for a week straight. We need the moisture (not as badly as other parts of the country), so no complaints.

The overcast was heavy with a light sprinkle as I left the airport on the hour’s drive to our mountain neighborhood.[…] Continue Reading »

This post is an excerpt from “Connection Culture” (April 2015, Association for Talent Development) by Michael Lee Stallard Jason Pankau and Katharine P. Stallard, which is publishing this Thursday. Michael Lee Stallard is president of E Pluribus Partners, a leadership consulting and training firm based in Greenwich, Conn. Follow him on his blogTwitter, FacebookGoogle+ or on LinkedIn.[…] Continue Reading »

Lately, I’ve noticed everyone seems to be talking about “values.” From major brands such as Whole Foods, which launched its first national advertising campaign featuring a “Values Matter” tagline, to President Obama, who spoke extensively about values during his 2015 State of the Union address.

While discussions surrounding the importance of values in business and in politics are nothing new, the act of declaring one’s values when communicating with a target audience does seem to be trending.[…] Continue Reading »

For many organizations, as the new year begins, performance-management processes kick in.

When people think about performance management, they’re rarely enthused! The response to performance planning is typically neutral, at best.

My experience with clients is that their current performance-management systems are not as relevant to real work and real opportunities as they could be. Performance management today is typically not about developing new skills and greater contribution.[…] Continue Reading »