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
23Do you have a high performing workforce throughout your organization? If not, it could be due to your managers and supervisors, who are probably spending too little time managing the performance of their people.
Wednesday
24In today’s workplace environment, change isn’t an occasional event-it’s a constant force driven by digital transformation, new technologies, restructuring, shifting customer expectations, and rapid market evolution.
Thursday
25Change is happening faster than ever-and most organizations are struggling to keep up. Traditional approaches to change management are often too slow, too manual, and too reactive to meet the demands of today’s workplace.
Tuesday
30Did you know today 80% of workers – your leaders, managers, and employees - feel stress on the job? The pressure to perform, collaborate, meet deadlines, as well as navigating a constantly changing environment can start to pile up.
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.