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A Method for Dealing with Problem Employees
- August 22, 2017
- Eric Douglas
How do you deal with employees who are technically proficient but whose behaviors undermine the team and cause conflict throughout the office?
How do you deal with employees who are technically proficient but whose behaviors undermine the team and cause conflict throughout the office?
One of our clients, a large non-profit, is going through a search for a new president. I was asked to develop a series of questions to address the topic of leadership. I was not asked to address finance, fundraising, planning…
In my travels around the U.S., I work with many different organizations, including public power companies. I work with their publicly-elected Boards to help them figure out how to effectively govern their organizations.
This week marked 20 years since I founded our consulting firm. In celebration of our success, I thought I would share some lessons I’ve learned. (I was about to say 10 lessons, but in recognition of the fact that we may all be tiring
I’ve recently been conducting one-hour coaching sessions for several middle managers. These are one-time meetings, 60 minutes long. The client wants to see if middle managers can benefit from just a taste of the coaching…
For a long time, I have argued that leaders need to be careful of relying too much on consensus decision-making.
My book The Leadership Equation explained why trust is so important to building high-performing organizations. It explained how our brain chemistry is hard-wired to look for signals that we trust one another.
We are excited to share this informative webinar with you, presented by our senior consultants at Leading Resources Inc. For the last 20 years, we have focused on developing leaders and leading organizations. Our firm’s clients include large and small public agencies and departments, including the California State Auditor, CalPERS, and California’s Medi-Cal program. Some of the …
Continue reading “The Leadership Pipeline: Developing Leaders for Today and Tomorrow”
A colleague of mine passed along an article recently titled, “History and Organizational Change.” Written by two scholars in Canada, Roy Suddab and William M. Foster, their argument is…
One of the greatest benefits of developing a framework of core values is that decision making can be decentralized.
