Author Archives: chipscholz

Employee Engagement Grows with Equality

Do you actively, and equally, engage all of your employees? Would they all agree? In my work as a coach, I have seen some of the best leaders destroy unity with favoritism. It’s easy to do, especially if you have not identified or acknowledged feelings of partiality to certain employees. (If you have trouble with […]
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Employee Engagement:
It’s Business, and it IS Personal

When it comes to employee engagement, it is not strictly business, it’s personal. While providing resources and information enhances relationships, it takes more to strengthen them: a personal connection with people and an investment in their lives. I’ve been writing about this in recent posts. What I’ve found to be true is that the most […]
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Employee Engagement: A Partnership Mindset

Do you have a partnership mindset? Nothing extinguishes employee engagement more than feeling controlled, used or disrespected. But when employees are regarded as partners rather than subjects, they have the highest sense of value. Their performance matches their engagement, and they can accomplish amazing feats. I wrote about this sense of value in my last […]
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Creating a Culture of Engagement

Do you have a culture of engagement in your organization? I wrote about measuring employee engagement in my last post, here. Adopting a philosophy that puts people first, strengthens engagement, provided it’s backed by actions. In my work as a coach, I’ve seen enthusiasm skyrocket when leaders create a positive environment, promote helpfulness, value their staff, and provide the resources necessary […]
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How Do You Measure True Employee Engagement?

How do you measure true employee engagement in your organization? Surveys and studies indicate global job dissatisfaction is at a two-decade high. Disengaged employees account for nearly 70 percent of the workforce, which significantly affects the bottom line, according to data from Towers Watson. They cause corporate income, earnings and profits to suffer to the tune […]
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Obsessive Workaholic:
When the Boss Asks for More

It’s true: some businesses encourage obsessive work habits, or overwork, more than others. I’ve seen start-up employees, self-employed professionals and lawyers typically work 60 hours or more a week. It’s no wonder we develop obsessive work habits to the point of becoming workaholics. But what do you do when the boss asks for more? What […]
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From Obsessive Workaholic to Balanced Human Being

Do you feel as if you’re constantly playing catch up? Are fears of falling behind (or pressures to remain competitive) leading to more work hours? You’re not alone: in my work as a coach, my clients tell me they are often like workaholics, working long hours and at home nights and weekends, just to stay […]
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Obsessive Workaholic?
5 Tips for Better Balance

Does your organization (or manager) encourage obsessive work habits? It’s not surprising. Much to the detriment of our health and well-being, many societies encourage, and even celebrate this type of behavior. Being a “workaholic” has become a badge of honor, one that unfortunately describes too many of today’s working people. I’ve been thinking about this […]
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Your Leadership Trust Quotient:
The Heart of the Matter

At the heart of the matter, your leadership trust quotient is directly proportional to your honesty, integrity, and humility. I see this all the time in my work as a coach. If you want to raise your leadership trust quotient, take a hard look at your honesty and integrity. Leaders who are being true in […]
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How to Raise Your Leadership Trust Quotient

How high is your leadership trust quotient? Let me ask you this: is there room for improvement? The primary leadership mindset needed to establish and build trust is a genuine focus on people through four basic elements. The first element is to offer assistance.  I wrote about this in my last post. Your people will […]
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