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
06How marketable are you in this constantly shifting workplace? How prepared are you for the changes that are occurring in your organization? Have you recently thought about your brand, or do you even have one?
Wednesday
12You have made your decision about whom to hire.
Thursday
13Change is a fact of life today in the workplace. It is not going away. New leaders will be asked to step up, jobs will be changed, new skills and capabilities must be developed, and employees will be uncertain about what’s going on and what’s their future.
Tuesday
18In a world where information is constant, and attention is fleeting, storytelling has emerged as one of the most powerful tools in a leader's and human resource professional's toolkit. Why? Because facts alone don't inspire people. Data doesn't spark transformation. Stories do! They humanize data. They encourage action. And most importantly, they stick!
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.