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Scoop.it!
Joe Folkman’s article Workers Aren’t Engaged points the finger in the right direction: “Everyone appears to agree that the primary problem of engagement is a management one, not a worker one. If there is an employee engagement problem, it lies ... Read More
Andrew Gerkens's insight:
Some great ideas that can be used to help define a 'develop others' capability. The gap is often in the 'doing' so, mapping out the specific activities to be performed by line leaders as part of their role, and supporting them with guidance, tools etc. can have a huge impact on performance 
Scoop.it!
‘Leadership’ has been defined, re-defined and re-re-defined. While there are many ways to demonstrate leadership and as many different situations demand...
Andrew Gerkens's insight:
I love this post! It paints such a simple, yet powerful picture of what leaders developing others really looks like and achieves. Developing Others (I prefer this than the term coaching, as people have specific ideas about what coaching is/isn't and the term itself can frighten a lot of line leaders who don't see themselves as coaches) is about regular conversations and sharing that helps workers solve problems, sets them up for and supports them through difficult challenges, aligns them with business priorities and ultimately helps them get better at their work every day. A simple group activity you might try (with HR/L&D and/or line leaders) would be to pull this post apart and turn it into a simple set of behavioural expectations for your line leaders - make their role in developing team members clear. HR/L&D can then look at how they can best support and enable line leaders to perform their roles.
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Scoop.it!
So much of the research on workplace mentoring looks at the benefits of receiving mentoring. But does it help the mentor as well? Our research says yes!
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Great article which builds on our conversation about employee engagement and the behavioural loop. Managers can drive change not employees,