In 2009, there was a famous research report published in the Harvard Business Review (January Edition) where they presented a myriad of contradictions and controversies about the profession of coaching. Fortunately, the domain has evolved very quickly and the situation is not as paradoxical today as it was back then. For the trained and certified coaching professional, there is more clarity on what are some of the ways to successful interventions and more focus on the outcomes, process and method of coaching.
Blog By Aneeta Madhok
Articles by Aneeta Madhok
One of my HR colleagues recently read my blog post on “Getting Employee Engagement Practices Right!” and commented that although Employee Engagement is important to every HR practitioner, what is the HR capability and preparedness to take on such a noble cause? What is the role of HR in facilitating Employee Engagement and how can we build the capacity to deliver?
Is Employee Engagement your Priority?
Many readers of the first two posts in this series have asked for ideas on what to do to enhance Employee Engagement. This blog post is based on a series of conversations with HR Professionals and explains how to get Employee Engagement practices right.
Employee Engagement: The Role of Leadership
In my last SHRM blog as a Subject Matter Expert, “HR Processes for Employee Engagement” I ended with a caveat that the quality and tonality of Employee Engagement cascades directly from the leadership of the company. HR interventions can enhance the positive effects or reduce the negative effects of leadership and often does both. So, it is important for the HR Professional to be acutely tuned to the leadership culture and flow with it, at the same time, working to improve the leadership itself.
Cultural Anchors of Employee Engagement
Why do we need a deeper understanding of Engagement?