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.
Tuesday
14Artificial intelligence (AI) and ChatGPT are revolutionizing the world of work. Then, it’s no surprise that this transformation extends to the recruitment and new hire onboarding functions. Therefore, for your organization to thrive, it’s essential to ensure that your talent acquisition and new hire onboarding teams know how to incorporate these AI-powered tools, including ChatGPT, into their HR toolbox.
Thursday
16New 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.
Wednesday
22People don't hate meetings. They hate bad meetings.
Thursday
23Does your candidate interviewing system consist of proven practices or just a hodgepodge of activities that get into gear when someone says, "I need more people" or "Sally has left, and we need someone to take her place NOW?"
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.