Recent Articles From EvanCarmichael.com http://www.evancarmichael.com/ http://www.evancarmichael.com/Human-Resources/3429/If-Im-a-SelfStarter-Why-Arent-You-Those-High-in-Initiative-May-Be-Challenged-as-Coaches.html http://www.evancarmichael.com/Human-Resources/3429/If-Im-a-SelfStarter-Why-Arent-You-Those-High-in-Initiative-May-Be-Challenged-as-Coaches.html Self-starters rarely understand those who are not self-starters, and most individuals are not self-starters. This disconnect creates a barrier to understanding motivation and coaching effectiveness. Validated studies consistenly prove a reverse correlation between high initiative and versatile audience adaptation. With focus on principles herein, the bridge to transformation can be constructed and reinforced. http://www.evancarmichael.com/Human-Resources/3429/Getting-the-Right-People-Doing-the-Right-Things-with-Safeguarded-Precision.html http://www.evancarmichael.com/Human-Resources/3429/Getting-the-Right-People-Doing-the-Right-Things-with-Safeguarded-Precision.html Amidst organizational change employers deploy a wealth of employee assessments in a scheme of cost-benefit analysis. Some overspend the outcomes and then don't even understand the data. Some sales-based assessment organizations inundate prospective clients with "high brow" tricks while brow-beating them into pretending they understand. What's just as important as data integrity is simplified and universal buy-in... and the ability to attach meaningful cost saving action. Crazy labels and "smoke and mirrors" are not the keys to predicting success. If you don't understand, your employees won't either! http://www.evancarmichael.com/Human-Resources/3429/Team-Motivation-Principles--Debunk-the-Crazy-Propaganda-that-All-CEOs-are-Greedy.html http://www.evancarmichael.com/Human-Resources/3429/Team-Motivation-Principles--Debunk-the-Crazy-Propaganda-that-All-CEOs-are-Greedy.html The current media and political communities are tearing down employee confidence in their management, especially CEOs, and this is substantially de-motivating work teams. With adverse impact upon business results looming, it is the employer's responsibility to address this issue with urgent attention. Most CEOs deserve respect, not contempt, and our employees need the benefit of the following message in response. http://www.evancarmichael.com/Human-Resources/3429/What-Happens-in-Vegas-is-No-Way-to-Run-a-Business.html http://www.evancarmichael.com/Human-Resources/3429/What-Happens-in-Vegas-is-No-Way-to-Run-a-Business.html Employers who refuse to seek or provide employment references are creating an injustice to their workplace and the workforce as a whole. Accountability and motivation are sacrificed for no good reason. Legal compliance is essential but does not point to secrecy. "What happens in Vegas..." is no way to run a business! http://www.evancarmichael.com/Human-Resources/3429/Leadership-Challenges--Sales-vs-Substance.html http://www.evancarmichael.com/Human-Resources/3429/Leadership-Challenges--Sales-vs-Substance.html When employers rely upon the right people doing the right things, both sales and substance are required from company leaders. The "salesmanship," however, can overshadow the "substance," backfiring against the employer. The appropriate mix is affected by labor intensity and employer brand. http://www.evancarmichael.com/Human-Resources/3429/SelfStarters-Can-Make-Terrible-Managers.html http://www.evancarmichael.com/Human-Resources/3429/SelfStarters-Can-Make-Terrible-Managers.html There is nothing less common than sense. Self-motivated people are a minority. Self-motivated people find it quite challenging and unnatural to motivate others. While the correct training can turn some self-starters into top leaders, barriers and pitfalls need avoidance. http://www.evancarmichael.com/Human-Resources/3429/Are-You-Too-Good-for-Your-Job.html http://www.evancarmichael.com/Human-Resources/3429/Are-You-Too-Good-for-Your-Job.html When we don't believe the job at hand is our best option, we need some blueprint by which to measure and behave. Are you concerned you're too good for your job? Are you an entrepreneur concerned about key team engagement? http://www.evancarmichael.com/Human-Resources/3429/Start-them-Young-to-Help-them-Succeed-in-the-Workplace.html http://www.evancarmichael.com/Human-Resources/3429/Start-them-Young-to-Help-them-Succeed-in-the-Workplace.html Work ethic and leadership skills are best cultivated in early childhood, reinforced through life's experiences and detectable through carefully crafted assessment center exercises. Those too coddled and those without proper role models are likely to suffer adverse impact to workplace success. This article provides analysis and blueprint to both grooming and recognizing future career achievers. http://www.evancarmichael.com/Human-Resources/3429/Catch-Someone-Doing-Something-Right.html http://www.evancarmichael.com/Human-Resources/3429/Catch-Someone-Doing-Something-Right.html To attain our greatest success in leading and motivating, we must catch someone doing something right -- daily! This principle is not only true in the workplace, but also in the effective leadership and inspiration of a country... with heightened priority in economic crisis and election of new leadership. http://www.evancarmichael.com/Human-Resources/3429/Employee-Motivation-is-Volatile-Employers-Must-Both-Create-and-Sustain-It.html http://www.evancarmichael.com/Human-Resources/3429/Employee-Motivation-is-Volatile-Employers-Must-Both-Create-and-Sustain-It.html CEO's must understand the impact of employee engagement upon the bottom line and attainment of strategic organizational goals. Too often CEO's overlook the relationship - and sometimes inherent opposition - between financial and human resources. The key to ROI here is understanding the difference between core (fixed) and situational (variable) motivational factors.