Marshall Goldsmith, Kelly Goldsmith
Despite the massive spending on training, companies may end up doing things that stifle rather than promote engagement. It starts with how companies ask questions about employee engagement. The standard practice in almost all organizational survey son the subject is to rely on what Kelly calls passive questions—questions that describe a static condition. “Do you have clear goals?” is an example of a passive question. … [ Read more ]
Content: Quotation | Authors: Kelly Goldsmith, Marshall Goldsmith | Subjects: Human Resources, Management, Organizational Behavior
To Motivate, Better to Take Away Than to Give
Our motivation to work for goals is not steadfast: it can wax and wane depending upon factors both psychological (a bad mood) and environmental (nearby construction work). Determining how to enhance task motivation, therefore, remains a significant pursuit for both researchers and managers alike.
Editor’s Note: the comments on this article’s controversial findings are as more–or more–interesting as the article.
Content: Article | Author: Kelly Goldsmith | Source: Kellogg Insight | Subjects: Management, Organizational Behavior
Helping People Achieve Their Goals
Our research on goal setting and our experience in coaching have helped us better understand the dynamics of what is required to actually produce positive, long-term change in behavior. We believe that the lessons executive coaches have learned in helping their clients set goals apply to leadership development in a wide variety of settings. Whether you are a professional coach, a leader coaching your direct … [ Read more ]
Content: Article | Authors: Kelly Goldsmith, Marshall Goldsmith | Source: Leader to Leader | Subjects: Organizational Behavior, Personal Development