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Tag Archive from: leadership training

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Mid-Management. Engagements Final Frontier

By David Harder on the January, 11, 2018

In a Harvard Business School study, mid-level managers emerged as the most disengaged of all workers. This is not a big surprise. Mid-managers are overworked, undervalued, and the most at-risk employees during layoffs. Academics and business authors routinely suggest that we get rid of them as a first step to becoming leaner and improving organizational performance. And yet, organizational America depends on managers to drive the very workers that interface with our customers. Mid-managers represent the single biggest reason that employee engagement must have a Democratic solution.   We frequently select many mid-managers because they get the job done quickly […]

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How One Boss Changed My Entire Life

By David Harder on the October, 30, 2017

Doing the right thing seems to be as much the product of instinct as intelligence.   Today, a dear friend and I are getting together with our former boss – Gail Angel. I have not seen her in twenty-three years! Gail owned one of the most successful staffing companies in California. Gail also taught me the very greatest lesson on the first day I showed up as a new general manager.   I remember 1985 as an absolutely terrifying time in my life. People were dying…in droves. None of us knew how AIDS was transmitted. Before it became a world […]

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Why Chief Human Resource Officers Can Become CEOs

By David Harder on the October, 18, 2017

Virtually every business publication and relevant academic research paper indicate that attracting, developing and motivating talent is the single most important element in successful business today. One of the most common failures with CEOs not reaching the objectives of their business plan is in their refusal to take charge of the culture and other people initiatives such as employee engagement. While it might feel counterintuitive to many, only the CEO can motivate everyone to commit to the most difficult aspects of culture change.   Most employee engagement initiatives fail over this typical pattern: The CEO walks into human resources and […]

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Conquering Change – How to lead rather than follow a rapidly accelerating world

By David Harder on the October, 8, 2017

We live in tumultuous times. The industrial revolution is being replaced so quickly that few people have adequately defined “what’s next.” But the prelude to change is already in front of us. Simply play out the impact of 3D printing, Artificial Intelligence, Robotics, Virtual Reality, and Information Filtering and we see more change in the next ten years than the last fifty years combined. New technology offers all of us new freedoms but the old work world didn’t condition us to use freedom to our advantage.   In the recent world of work, changing ourselves wasn’t that necessary. It was […]

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Why Your Employer Brand is Definitively More Important Than Your Consumer Brand

By David Harder on the September, 26, 2017

Who would you rather work for? United Airlines or Southwest? Google or Yahoo? Vons/Safeway or Trader Joe’s? Consider the following. Whatever talent you attract is what your organization becomes to the world and to the consumer. If you can’t attract the best talent in your industry, you will never achieve category leadership. Your employees will actively or passively practice disengagement. Customers will have lower rather than higher expectations when they deal engage with your organization. You will be in charge of a commodity where expectations are low, everyone expects mediocrity and slim profit margins. Everyone knows this. With the advent of Glassdoor […]

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The 7 Engagement Questions Every CEO Needs to Answer

By David Harder on the August, 22, 2017

I wrote The Workplace Engagement Solution with a commitment to define a practical and actionable response to disengagement. According to Gallup’s last global survey, about 87% of the world’s workers are disengaged. The consulting world treats employee engagement as a chronic illness. Surveys tell us how big the problem is. It is management’s fault. We give them loads of development and not much changes. This is because disengagement is such a pervasive problem that we cannot treat one segment of an organization and leave the rest to chance. CEOs have a long history of turning culture over to human resources. It happens […]

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An Engagement CEO Gives a Million-Dollar Coaching Session on One Page

By David Harder on the August, 1, 2017

Full and sustainable employee engagement begins with a CEO or business owner. According to David Harder, author of The Workplace Engagement Solution (Career Press), most employee engagement programs fail because they are turned over to someone with less authority to initiate what in essence is a life-changing directive.   Time-and-time again, we find that highly engaged organizations have a highly engaged CEO at the helm. Employee engagement cannot be called in. Quite frankly, if 87% of the world’s workers are disengaged, than we can assume that many CEOs are also disengaged repeating the patterns that made them successful ten or twenty years […]

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Why the CEO Must be the First to Engage

By David Harder on the July, 15, 2017

If 87% of the world’s talent is disengaged, the probability of CEOs also being actively disengaged is pretty high. With a purely democratic solution, the global disengagement problem can only be solved if everyone from the entry-level worker to the CEO/owner is dealing directly with his or her own engagement.   Engaged CEOs lead their cultures. The very word “engagement” implies connectedness and transparency. As I have already pointed out, the failure of most engagement programs begins when the CEO turns the initiative over to someone else. Make no mistake about it, engagement includes an emotional component and many CEOs are […]

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About Yesterday

By David Harder on the June, 15, 2017

I have the pleasure of knowing some of the most spiritually advanced leaders in the world and most of them never mention politics in their posts, publishing or presentations. I’ve always admired them for that discipline. I did not join them because there continued to be parts of me that wanted to re-experience the rush of anger, the drug of superiority, and the extension of an old more emotionally violent life. Now, I am finally “getting it.” For the last 27 years, I have had the miracle of doing work that is transformative and impacts others. But, in the beginning, […]

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Can Anyone Get Away With It?

By David Harder on the June, 6, 2017

There is one common theme in the news this morning – our reaction to the new transparency. Individuals, political and business leaders, most everyone is adjusting to a new reality and a new idea: Everyone can see you. My readers know that I support people with their work and organizations on being great places to work. Today’s savvy employment candidate knows more about the hiring manager than many of the employees. They know whether the green initiative is real or fake. They know why the last person left and often what they were making. I tell organizations that if they […]