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., email@example.com 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.
Regardless of size, no company can afford spectator employees. Yet, they are out there in full force—especially in federal government offices.
Earlier this week, the annual "Best Places to Work" study by the Partnership for Public Service, revealed that federal employees' satisfaction and commitment are at their lowest point ever since 2003. The government-wide employee engagement score is 57 out of 100, based on survey data from workers at nearly 400 agencies. Max Stier, the president and chief executive of the Partnership for Public Service blames the erosion on "a failure of leadership."