"A well rounded manager listens more than they speak, demonstrates through actions and leads by example."
Welcome to TalentMgt.com, the online home for Talent Management magazine.
-
Daniel Margolis
- Male
- Chicago, IL
- United States
- Blog Posts
- Discussions (8)
- Events
- Groups
- Photos
- Photo Albums
Daniel Margolis's Discussions
How Do You Define a Well-Rounded Manager?
2 Replies
What characteristics would you say make a manager complete? Share here:Continue
Started this discussion. Last reply by Mischa Myers Apr 11.
How Do You Create Self-Leadership?
What is your company doing to engender self-leadership among your top talent? What successes have you seen in doing so? Share here:Continue
Started Feb 22
Are you transparent in your assessments of top talent?
6 Replies
If so, how you do avoid disengaging valued employees not included in this group? If not, how you do retain high-performers who are likely ambitious and looking for confirmation they've been…Continue
Started this discussion. Last reply by Karen Carleton Mar 12.
What Successes Have You Had With Employee Surveys?
6 Replies
What have you done with employee surveys to make them more productive and useful? Share your successes here:Continue
Started this discussion. Last reply by Mischa Myers Feb 6.
Gifts Received
Daniel Margolis has not received any gifts yet
Daniel Margolis's Page
Latest Activity
Terri DeNinno replied to Daniel Margolis's discussion How Do You Define a Well-Rounded Manager?"Well, that is a loaded question. I would have to ask, are you talking about a manager of tasks or a leader of people? I would give you totally different answers. A "manager" is hands on, carries out the goals of the…"
Karen Carleton replied to Daniel Margolis's discussion Are you transparent in your assessments of top talent?"I've see the revolving door issue before. It's a sign of systemic issues that take more than a simple solution to fix. Unfortunately it takes some digging for employers to determine how the status quo is affecting the bottom-line before…"
Zeek Swanson replied to Daniel Margolis's discussion Are you transparent in your assessments of top talent?"Yes... The bottom line was the prime motivating factor for my employer. We had one division we called "the door department", despite the fact that they had absolutely nothing to do with doors. There was a revolving door feeling in that…"
Karen Carleton replied to Daniel Margolis's discussion Are you transparent in your assessments of top talent?"Indeed small to medium enterprises don't have neat career ladders - even larger ones don't often today. One large and growing corporation I know of has VERY low (or no) turnover despite few career dev't opps. Why? They…"
Zeek Swanson replied to Daniel Margolis's discussion Are you transparent in your assessments of top talent?"Being in a small company there isn't room for every good performer @ the top. We have added financial increase to the list of retention tools for the workers with the knowledge that didn't have the timing right to have a spot at the…"
Daniel Margolis posted a discussionself-leadership
What is your company doing to engender self-leadership among your top talent? What successes have you seen in doing so? Share here:See More
Mischa Myers replied to Daniel Margolis's discussion What Successes Have You Had With Employee Surveys?"No survey will serve any amount of good unless, something is done with the compiled data."
"I like all the suggestions for improving the quality of surveys and ensuring that the results are put into action. But there is one key element missing in the discussion so far as well as the TM article, The Problem with Employee Surveys. No…"
Zeek Swanson replied to Daniel Margolis's discussion Are you transparent in your assessments of top talent?"Yes Karen... That is the exact reason my previous employer is just that... I'll expand on new found retention options shortly (@ my new found employer!).
"
Karen Carleton replied to Daniel Margolis's discussion Are you transparent in your assessments of top talent?"I look forward to reading the posts to this discussion. As someone who was identified as a high performer/hi-po, ambitious and highly qualified, I would point out that recognition is only one thing. Organizations need to put their money where mouth…"
Daniel Margolis posted a discussiontransparency
If so, how you do avoid disengaging valued employees not included in this group? If not, how you do retain high-performers who are likely ambitious and looking for confirmation they've been recognized and are on track for career growth? Share your tactics here:See More
JACQUELINE M. WALTERS replied to Daniel Margolis's discussion What Successes Have You Had With Employee Surveys?"Terence, thank you for your detailed explaination. It appears as if every one has a different concept, for the purpose of surveys."
Terence Traut replied to Daniel Margolis's discussion What Successes Have You Had With Employee Surveys?"Melissa and Karen are dead on with their comments. The purpose of the survey is to identify strengths and opportunities for improvement. If there is no perceived change, the power of the survey is lost AND the next time you ask people to…"
Profile Information
- Job Title
- managing editor
- Company
- MediaTec Publishing
© 2012 Created by Administrator.
