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
16Change is a fact of life today in the workplace. It is not going away.
Tuesday
13Layoffs are often necessary for organizations, but the days and weeks afterward determine whether your teams will quickly move forward or struggle with uncertainty. Remaining employees often feel anxiety, fear of future cuts, guilt for being "the ones who stayed," and skepticism about the organization's direction. Productivity drops, resentment rises, and trust erodes quickly. Managers, often under intense pressure and uncertainty, are now being tasked with stabilizing their teams, rebuilding trust, keeping top talent engaged, and maintaining productivity.
Thursday
22In today's fast-moving workplace change is the only constant. Emerging technologies, shifting customer expectations, evolving team structures, and new leadership models are redefining what success looks like in every role and in every organization. To stay competitive and relevant, your leaders and professionals must have more than technical or managerial skills; they must develop adaptability, resilience, and a future-focused mindset.
Wednesday
28A recent study on workplace conflict found that an overwhelming majority (85%) of employees, at all levels, have experienced dealing with stressful conflict. For example: being in a frustrating disagreement with a colleague; managing a conflict between co-workers; or getting team members to collaborate instead of working independently. Workplace conflict is inevitable - but costly. Unresolved conflicts lead to miscommunication, stalled projects, reduced productivity, and employee disengagement.
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.