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Sailing in San Francisco. Photo Credit: Galileo55 on Flickr Creative Common Last week, we discussed the importance of making micro-adjustments at the helm, sailing in the wind, and changing target if we want to continue sailing in the wind to reach our destination. Read Sailing and Leadership Lessons: Part 1. This week, we’ll examine two additional leadership lessons gleaned from my sailing trip with my friend Rob. If you want to change direction, you have to make sure both crew members manning the ropes on the port and starboard are ready before making a sweeping change.

Sailing in San Francisco. Photo Credit: Galileo55 on Flickr Creative Common This is the first part of a two-part series on leadership lessons I observed while sailing with my friends this past weekend. Part 2 will be revealed next week! Here’s Part 1: Our friend Rob invited us to go for a sunset sail with him this past weekend. It was a gorgeous day for sailing: crisp blue sky, high tide, windy but not too gusty. Rob has been sailing for more than 30 years and he's been in many races. But we are complete novices.

Last night I attended The Commonwealth Club Inforum’s event that honored Dave Eggers, founder of 826 Valencia, founder and editor of McSweeney's, and a renowned author. Dave was awarded Inforum’s 21st Century Visionary Award for his humanitarian work in helping children with their writing skills as well as to get access to college education.

A significant driver of employee engagement is having career advancement opportunities. However, our research shows that employees' satisfaction with their career advancement opportunities at their company is usually low. As many organizations are getting flatter and leaner, what can senior leaders and managers do to engage their employees?

Novacrea Consulting Process: Employee Survey Solutions that Work! What’s the process for creating a concise, on-point employee survey that delivers huge impact? Generates enthusiasm among employees? Enables follow-up actions? Novacrea’s step-by-step consulting process will take you from initial consultation to employee survey results presentation and action-planning facilitation. This proven process:
  • Helps you get maximum buy-in from management and employees
  • Creates a questionnaire that’s focused on your specific needs
  • Enables smooth execution of the survey
  • Ensures ongoing dialogues between you and your employees
  • Builds trust among your employees
  • Facilitates effective follow-up action planning