Marcia Zidle is a board-certified executive coach, business management consultant and keynote speaker, who helps organizations to leverage their leadership and human capital assets.
She has 25 years of management, business consulting and international experience in a variety of industries including health care, financial services, oil and gas, manufacturing, insurance, pharmaceuticals, hospitality, government and nonprofits.
She brings an expertise in strategy and alignment; social and emotional intelligence; executive and team leadership; employee engagement and innovation; personal and organization change management.
She has been selected one of LinkedIn Profinder’s top coaches for the past 5 years.
Thursday
04Coaching skills are essential to the job performance of every manager, supervisor, team leader regardless of the kind of work involved. Coaching is a highly visible and positive demonstration of your leadership skills. It signals to all employees that you will not accept or tolerate sub-standard performance from members of your group. Effective performance coaching will help you to resolve poor performance, reinforce desirable behavior, provide support and encouragement, and stimulate individuals to strive for excellence in work.
Wednesday
10Are your top talent engaged? Do they feel committed to the work they are doing? Do they brag about your company to others as a great place to work?
Wednesday
17You have made your decision about whom to hire. You've gotten them excited about their new job. You're excited about what they can bring to your team. Now what?
Thursday
18A major shift is underway that's fundamentally altering when, where, and how work occurs. As organizations confront changing realities of this new normal, hybrid teams are emerging as the primary way work will get done and goals accomplished. However, saying your company is a hybrid workplace is much easier that creating an effective one.
The best way to find out what your employees want and how to retain them is to ask them. Ask questions to gauge how you're meeting your employees' expectations. Not just "How's it going?", but specific questions to get specific answers. Explore why these people remain with your company. Why did they join the organization? How well are their objectives or dreams being fulfilled? Which aspects of their work do they enjoy the most? Which do they least enjoy? Are they receiving sufficient opportunities for growth and development? What would influence them to look elsewhere?
Managers who coach their people become known as good managers to work for, developers of talent, and achievers of business results.
You've made your decision about whom to hire.You've gotten them excited about their new job. You're excited about what they can bring to your team. Now what?If you're like most good organizations, you're doing something more.
You've made your decision about whom to hire.You've gotten them excited about their new job. You're excited about what they can bring to your team. Now what?If you're like most good organizations, you're doing something more.