In our series on developing a culture of continuous improvement–as Seth Godin says, “being better at being better”–it’s time to share how you FIND those improvements. How do you create an idea bucket … with a tap? Mike has lots of experience getting teams to share their ideas. Interested in coaching or training on these topics for you or your …
If talking about corporate values makes your eyes roll, this episode is for you. A culture of continuous improvement requires that you uncover your DNA: your values. Defining them–and the stories behind them–lead to an organization that can live them out. The hosts share several exercises you can use to uncover those values. Hat tip to “Co-Active Coaching,” “Start with …
If you want to “be better at being better,” you need a vision. Mike and Mark share tools they use to help individuals and organizations develop a culture of continuous improvement. All you need is a penny, a blank sheet of paper and some crayons. … Herb Mast’s “Intentionality for Leaders.” Interested in coaching or training on these topics for …
Are you improving your organization? Not good enough! You have to, as Seth Godin says, “be better at being better.” Continuous improvement, kaizen, is the name of the game. We talk about the signs that you’re settling for less than that–and habits to improve your continuous improvement culture. Interested in coaching or training on these topics for you or your …
Discovering and developing your strengths is the best path to reaching your potential–and there is a powerful way to use them with a team. Mark’s brother joins the podcast to explain CliftonStrengths, a.k.a. StrengthsFinder. Luke Ramsay was Gallup’s third certified Strengths Coach in the state and has given more than a thousand assessments. Email Luke here. Purchase “Born to Build” …
A high-school drop out who became a chemistry major … who had a career in IT … which led to a long, successful career in training and development? Meet Mark’s dad, Martin Ramsay of CEATH Company. Mike and Martin have a wide-ranging discussion about how Martin combined so many streams, found clients, used experiential learning, and traveled the globe using …
The Gallup Q12, as it’s commonly called, is a set of 12 questions designed to measure employee engagement. Not satisfaction. Engagement. Why is that distinction important? Because satisfaction is surface-level—think free snacks in the breakroom—but engagement digs deeper. It’s about your team’s emotional connection to their work and their belief in the purpose of what they’re doing. These questions came …
The Gallup Q12, as it’s commonly called, is a set of 12 questions designed to measure employee engagement. Not satisfaction. Engagement. Why is that distinction important? Because satisfaction is surface-level—think free snacks in the breakroom—but engagement digs deeper. It’s about your team’s emotional connection to their work and their belief in the purpose of what they’re doing. These questions came …
The Gallup Q12, as it’s commonly called, is a set of 12 questions designed to measure employee engagement. Not satisfaction. Engagement. Why is that distinction important? Because satisfaction is surface-level—think free snacks in the breakroom—but engagement digs deeper. It’s about your team’s emotional connection to their work and their belief in the purpose of what they’re doing. These questions came …
The Gallup Q12, as it’s commonly called, is a set of 12 questions designed to measure employee engagement. Not satisfaction. Engagement. Why is that distinction important? Because satisfaction is surface-level—think free snacks in the breakroom—but engagement digs deeper. It’s about your team’s emotional connection to their work and their belief in the purpose of what they’re doing. These questions came …