Linda Dulye, a Syracuse University '77 grad, is heading back to her alma mater to present at her very own College of Arts & Sciences, to students interested in learning how to translate their liberal arts education into career success. During her interactive session, "Get Hired: Pump Up The Power of You and Your Liberal Arts Degree," Linda will address students on how to:
Craf their career story
Position their liberal arts education as a positive for prospective employers
Prepare for job interviews
Overcome career search challenges
Linda is also the founder of the Dulye Leadership Experience at Syracuse University--a skills-centric, professional development program for creating globally competitive, career-ready students. A passionate SU alumna with deep family ties to Syracuse University, Linda wanted to give back to her alma mater in a truly unique way. The program was launched in 2008, and today claims nearly 100 graduates and more than 25 faculty members.
Dulye is part of a rich family legacy at Syracuse University. The Carrier Dome Press Box is named in honor of her journalist father, Raymond J. Dulye (SU ’31). Linda’s brother, Raymond Jr., was a 1971 graduate of SU. Linda is on the faculty of SU’s Winston Fisher Seminar and serves as an adviser to the Syracuse University Athletics Department and Athletics Director Dr. Daryl Gross.
“I take great pride in my Orange roots and the opportunity to give back and make a difference,” says the Warwick, N.Y., resident, who is an active philanthropist and supporter of various local, state and national animal rescue causes.
Dulye & Co. President & Founder Linda Dulye will be making the trip to Arlington, VA, later this month for the International Monetary Fund, Technical and General Services (TGS) Department: Annual Manager Retreat, to present "Communicating for (Truly Great) Results and Relationships: Practices that Work."
During her interactive presentation, Linda will raise leaders’ awareness of the impact of their day-to-day communication on staff performance, and the commitment they need to own and demonstrate for bringing out the best in their team.
The TGS managers attending the session will learn how to:
Rely more on personal communication channels and physical presence to build relationships
Make business information more relevant and meaningful by aligning messages with shared goals
Be an exceptional listener who demonstrates interest and curiosity through open-ended, closed-ended and clarifying questions
Lead effective conversations with two-way communication techniques that create an environment where employees feel free to openly voice opinions and concerns
Understand how their behavior influences others and one’s credibility
Give and receive constructive feedback
Demonstrate accountability in words and actions that builds trust and inspires others
Recognize employees using spontaneous, no/low-cost practices.
Click here to learn more about Dulye & Co.'s Leadership Development programs and workshops.
Linda Dulye delivers an impactful and practical session for the 4th consecutive year at the 2014 IABC Heritage Region Conference in Providence, RI.
Effective communication is a team sport! It takes capable, motivated players who understand how to win--and rules, regulations, plays, scoreboards, and timers to successfully guide them. In the absence of structure, support and equipment, teams splinter and performance falters.
At this session, attendees learned concrete strategies for getting leaders out of the stands to build a spectator-free workplace™ where open, two-way communication with employees truly thrives. Linda Dulye’s practical models and tools showed attendees how to:
Collect hard data about the effectiveness of day-to-day communications
Coach top leaders to value and invest in strategic communications
Build leaders’ capabilities and confidence to communicate
Inject discipline and responsiveness into communication practices
Unclog feedback mechanisms and increase their use by company executives
Track progress and hold accountability.
Additionally, Dulye & Co. sponsored the networking reception, where Linda revealed the 2015 Workplace Trends Poll. Now in its third year, this online poll canvases business professionals from around the world for their priorities and plans for driving a high performance workplace.
The poll—underway today through Nov. 5, 2014—is conducted by Dulye & Co. in partnership with the International Association of Business Communicators (IABC) and PR Newswire.
Participate and receive an automatic invitation to a live webinar when poll results will be revealed. You’ll also receive a complimentary copy of the full results report.
Linda Dulye and valued client, Lauren Bedell of Avenues New York, team up at The Conference Board's 2014 Strategic Human Resources Communication Workshop to deliver an informative, one-of-a-kind presentation, "Engagement Strategies that Bring Out the Best—in Employees and Workplace Communication," inspired by the Action Planning Program project completed during the summer of 2014.
Do you look to the front-line to solve some of the biggest workplace challenges?
At Avenues New York, cross-department communication had hit some big potholes. But rather than mine solutions at top levels, senior leaders put decision-making into the hands of a diverse employee-lead Action Team. Trained in disciplined problem solving and equipped with hard data, these front-line staff members developed improvement plans that are now taking action. This session introduced attendees to the Action Planning process and showed how:
1. Senior leaders learned to let go and empower employees 2. Employees quickly united as a productive team 3. Meaningful problem solving occurred in an expedient and efficient way 4. Accountability and progress were tracked and reported regularly
To learn more about Dulye & Co.'s Action Planning Programs and how to bring out the best in your employees, contact Liz Smithers, email@example.com.
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.
Networking is not about how many connections you have on social media, or sending an email. Using technology is easier and faster, but there’s nothing like that personal connection of sitting across from someone over a coffee.
Take it from Eddie Walter, who upon graduating last Spring made it his goal to connect with as many people as possible at his new employer, JP Morgan Chase,“Doors and opportunities open when people get to know you, and that can’t happen through a few lines of email,” says Eddie during an interview with Dulye & Co. President Linda Dulye.
Since then, Eddie has had over 200 cups of coffee with employees across the organization.
Earlier this year, President and Founder, Linda Dulye, participated at the PRSA Connect 14 Conference in Chicago, May 20-21, 2014, as a featured key note speaker. This was her first time presenting on a PRSA platform on, "7 Success Tips for Helping Managers Communicate and Connect."
Research by consulting trailblazer Dulye & Co. identifies managers as the ultimate magnet for employee engagement in organizations large and small. The interaction between a manager and his or her team members has a profound impact on morale and productivity.
Linda Dulye provided a winning game plan to help Communication professionals bring out the best in managers in their workplace.
Drawing from her firm’s heralded Spectator-Free Workplace™ Training Program, Linda revealed proven, practical, portable tools that will enable and equip managers to motivate and engage employees, and earn the respect of others.
Linda’s toolkit of 7 success tips featured interactive exercises, relevant case studies and simple models for coaching managers to sharpen their communication skills and facilitate great teamwork.
Attendees learned concrete approaches for raising the bar on talent and teamwork by helping managers to:
Understand their role of key communicator
Activate direct feedback using two-way communication practices
Give substance, not sugar coating, to even the toughest messages
Unlock employees’ ideas with questions that demonstrate interest
Recognize others in low-cost, high-impact ways
Measure effectiveness without complex employee surveys
Demonstrate accountability through actions that build credibility and inspire others.
To learn more about Linda Dulye’s speaking topics and how to book her for your company or conference event, please contact Liz Smithers at lsmithers@ dulye.com.
Employee turnover can be beneficial when it means new hires are bringing fresh ideas to a small business. But when a business resembles a revolving door and turnover becomes an epidemic, it’s downright scary—and expensive.
The cost factors are numerous, from lost productivity to reduced efficiency from the spread-thin workforce that remains at the organization.
“Managing turnover and really managing your talent—and especially your best employees—is something that any employer, including small business, can take proactive actions on,” says Linda Dulye, the founder and president of Dulye & Co., a workplace engagement consultancy in New York.
1. Speak up.
According to Dulye, lack of communication, particularly with a direct manager, and involvement in decision-making are major factors that drive an employee’s decision to leave. Workers tend to feel a sense of loyalty to a business if they feel informed about its performance and involved in daily operations. Increasing the number of cross-team conversations, brainstorming sessions and regular meetings about the performance of the company can help make people feel a part of the team.
2. Learn from those who are leaving.
If poor communication isn’t the problem, small business owners must figure out why people are leaving. “You really need to uncover some root causes,” Dulye says.
Frightened of burning a bridge, exiting employees may feel uncomfortable being fully honest with the small business owner. Instead, Dulye suggests small business owners have trusted employees conduct exit interviews and relay the information to you.
Or, bring in a human resources consultant to conduct the interviews and have that person follow up with people who have already left. It allows for more honest answers.
3. Hire the right people.
If a company is facing a high turnover rate, it could be the result of poor hiring practices. To find the right employees, Claudia St. John of Affinity HR Group in Cazenovia, N.Y., suggests adding behavioral interviews to your hiring process.
For example, if exit interviews reveal employees are leaving because of the high-stress nature of the available position, behavioral questions such as “Describe a time on any job in which you were faced with stresses which tested your coping skills. What did you do?” can give clues to how a candidate will respond.