By Clemens Rettich, on October 4th, 2011 
Engagement has become one of those nod your head buzzwords. We all suspect it’s a good thing, but most of us have no concrete understanding of what it means.
What engagement does means:
The feeling that we matter at work; that the unique skills and experience we bring to the team are valued, and would be missed if we weren’t there The deliberate act of engaging with employees to share their input and feedback to improve the organization. Done right, this leads back to #1!
The decades-long work by Marcus Buckingham and the Gallup organization have provided irrefutable evidence that the absence . . . → Read More: Tell Me I Matter & We Both Win
By Clemens Rettich, on October 1st, 2010 
Image by Clarita
Its not going to get better. Get over it.
When I interview a potential client (I call it “seeing if we can stand to be in the same room together”) one of the things I listen for is conditionals. I listen for things like “When that new employee is fully trained…” or “I just need to get month-end behind me, and then I’ll get my my operations manual done” or “If I can get my line of credit paid down, then I’ll invest in …” When I hear those things, I know I am in . . . → Read More: As Good As it Gets?
By Clemens Rettich, on March 1st, 2010 Image by Clarita
David Rendall’s excellent Freak Factory site has a sub-title that reads “Embracing uniqueness by flaunting weakness”. Flaunting is what Rendall and his writing are all about. Instead of trying to balance, compensate, improve, or fix our weaknesses, his thesis is that by celebrating what we suck at, we are also celebrating what makes us unique and valuable.
This is a natural progression from the work of Marcus Buckingham and many others on strength-focused development. Buckingham, especially in The One Thing You Need to Know… About Great Managing, Great Leading, and Sustained Individual Success, drives home . . . → Read More: David Rendall’s Freak Factory
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