The Kabachnick Group Blog

When a manager becomes aware of poor performance, what generally happens? Unfortunately, the manager often waits too long to speak with his or her direct report, hoping the negative behavior will fix itself.  Therein lies the biggest problem.  It’s not about healing disengagement, it’s about prevention. By the time active disengagement becomes apparent, the damage […]

An executive coach is like a personal trainer.  Her first step is to identify a leader’s needs and limitations in an unbiased fashion.  She determines the leader’s preferred leadership and management styles, behaviors, beliefs, and values, then outlines the leader’s developmental needs.  The two of them then discuss options and possible solutions, create an action […]

Behaviors tell us how a person will go about doing her work, while values and attitudes help us pinpoint the reasons why she will perform well and remain engaged. However, if we do not know what the job requires, how can we match a person to the position? This is precisely where most businesses make […]

Ask yourself, “How much expense and aggravation could I save by matching people with jobs that fit naturally? How much job satisfaction, productivity and customer satisfaction could we gain?” Every prospective employee is unique, and every company’s culture is distinct and unique as well. Therefore, it just makes sense that every organization should have a […]

You know a disengaged worker. He is your colleague, your direct report or the cashier at the local supermarket. He’s your client’s receptionist, the vice-president of marketing, or, he could be you. Disengaged workers hide in plain sight, infecting departments, divisions and entire companies with a virus that promotes resentment, poor productivity and outright sabotage. […]

Consider what it means to be engaged. It means that a person is involved, occupied, committed, meshed, participating. For me, the most significant attribute of the engaged employee is that she is “unavailable to anyone else” – meaning other employers.

Behaviors tell us how a person will go about doing her work, while values and attitudes help us pinpoint the reasons why she will perform well and remain engaged. However, if we do not know what the job requires, how can we match a person to the position? This is precisely where most businesses make […]

If I had to condense my employee engagement philosophy into a few simple principles, these are the ones I would highlight. Think of them as “The Five Commandments for Achieving Employee Engagement”:

Ask yourself, “How much expense and aggravation could I save by matching people with jobs that fit naturally? How much job satisfaction, productivity and customer satisfaction could we gain?” Every prospective employee is unique, and every company’s culture is distinct and unique as well. Therefore, it just makes sense that every organization should have a […]

The CEO of one of our largest clients took me aside for a conversation that not only changed my life, but also my business focus. “Terri, I’m tired of spending all this money on training . . . only to have people leave and take your great training elsewhere. We need to change what we’re […]