Surprise! Organizational structures are getting denser!
Managerial employment in the US workforce expanded by 90% between 1983 and 2014, according to research reported this month in the Harvard Business Review. Meanwhile, employment in other occupations increased less than 40% during that same period.
She became the first female coach in the National Football League—receiving an offer from the Arizona Cardinals.
Experience and knowledge of the game earned Welter--who holds a PhD in psychology and multiple championship titles from 14 years of play in the Women’s Football Alliance--her career advancement. But as a newcomer to the Cardinals’ organization, Welter faces the challenge of quickly integrating.
Riding my bike this morning, I passed a bus stop where commuters were in cue, lined up single file and waiting. What instantly struck me was that all ten people were doing the exact same thing. Their heads were down, and their eyes and fingers were affixed to their cellphones. Complete silence. No one was talking with anyone inches away.
Managers have the greatest influence on workforce engagement in organizations large and small. But most aren’t ready for the responsibility or trained for success—or worse, don’t realize that it’s a major part of their job.
With the goal of building relationships that achieve meaningful results, Dulye & Co. offers a high-impact learning experience that equips managers to motivate and engage others through effective two-way communication.
Our Spectator-Free™ Manager Development Program uses simple models, practical tools reality-based exercises and support tips with instant application on the job. Content is customized for managers at all levels—whether they are experienced, new or aspiring. Continue reading.
Dulye & Co. President & Founder Linda Dulye's session "7 Strategies that Get Leaders to Communicate"earns rave reviews and high marks at the 2014 International Association of Business Communicators Regional Conference.
That's sound advice for countless companies with leaders who genuinely aren't interested in associates' comments or really don't know how to hear them. Asking for feedback without ready and able leaders is a surefire way to destroy trust, morale and relationships.
Before you conduct another engagement survey or focus session to canvass employees' input, spend time preparing leaders to comfortably and confidently receive direct feedback—the bad and the good—and respond.
Dulye & Co. has trained thousands of executives, managers and supervisors in two-way communication techniques that:
relate important information
promote shared learning
build personal confidence.
Our newest program—Communication Essentials for New Managers—is specifically tailored to help aspiring and first-time managers effectively connect with direct reports and motivate them to high performance.
Our in-person workshops and web-based seminars feature reality-based exercises that sharpen critical communication skills and practical tools that instantly transfer to the workplace. And we track progress and accountability to sustain every manager’s development.
Find out more about our Spectator-Free Workplace™ Training Programs from Bev Pierce at Dulye & Co., firstname.lastname@example.org or 708-788-6204. .
When communication breaks down, who you gonna call?
For most organizations, it's the Corp Comm Team. But that's yesterday's approach. Stand-out companies turn to front-line associates for ideas on how to better connect people and improve their morale. The best solutions are waiting to be mined levels below the C-Suite. The time is right for communication professionals to guide executives to trust and tap this priceless talent pool.
Avenues New York Executive Lauren Bedell joins Dulye & Co. Founder Linda Dulye to deliver an interactive session, "Engagement Case Study: Strategies that Bring Out the Best—in Employees and Workplace Communication," at this year's PRSA Connect 15 Conference in Chicago, IL, May 18-19.
How do you get front-line associates to solve big workplace challenges?
At Avenues New York, cross-department communication hit potholes. Rather than mine solutions at executive levels, recommendations percolated from an empowered employee team. Trained in problem solving and armed with hard data, this ad-hoc team canvased co-workers for ideas and held regular dialogues with senior leaders as part of a game plan for improving how people connect with each other and the business.
Avenues New York Executive Lauren Bedell joins Dulye & Co. Founder Linda Dulye to deliver an interactive two-part session that showcases strategies for engaging leaders and employees to be advocates and partners for making day-to-day communication and work relationships better.
Part 1: Identify the business need. Create ownership and the change strategy:
Use data to uncover critical issues and cement senior leaders’ interest
Coach senior leaders to let go and empower employees
Help employees take action and feel valued
Train employees to learn the business and act like business owners
Develop a strategic plan for real change from the bottom up
Part 2: Execute the strategy. Expand ownership. Sustain momentum:
Create new working relationships between employees and senior leaders
Introduce improvements and enlist buy-in
Build capabilities and skills at all levels to support improvements
Stay focused on the plan
Evaluate progress from real data, not presumptions.