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.
Wednesday
20Are you worried about your talented employees, who contribute to your organization's success, not being fully engaged and even mentally checking out? According to a Gallup 2024 Engagement Survey, workplace trends like "quiet quitting" and "bare minimum Mondays" are on the rise and make it increasingly challenging to operate a high -performance workplace.
Tuesday
03Are 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?
Thursday
05New managers, supervisors, team leads matter. They're on the front lines with your workforce, your customers, and your markets. They have tremendous potential. And some of them will become your organization's future leaders.
Thursday
05Workplace culture is a hot topic in organizations who want to attract and retain the best talent; translate their values to their products and services; and show customers what they're all about.
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.