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August 01, 2010


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Tom Hood


Great post and right on point. I have seen similar stats and research. I think it was a Harvard Business Review survey that said 25% of your high-performers will be looking for jobs as the economy improves! That is your best people.

You hit on a major theme - Trust. How does a firm/company rebuild trust in this whitewater economy? I tank it is about engaging them in an understanding of where you are and where you are going? Invite them to participate in your strategic planning process - participation leads to engagement and engagementbleads to inspired people willing tongive you that extra effort, their discretionary time and attention thatbis so critical to winning in today's tipsy-turvy world.

I think it is abut re-thinking leadership and culture and all of those soft things that many have rejected for way too long. As Tom Peters has said since writing In Search of Excellence, Soft is Hard! And Hard is Soft.

How do you do this? We have been using a strategic planning process that involves all of our staff in creating and connoting their roles to the plan. We even used this with the top 100 firms atba recent AICPA Major Firms Group meeting and proved you can engage pele on a large scale and still get significant results.

I believe that the power of our teams is un.unlimited and that the best answers are inside of our teams. Our I2A| Insights to Action strategic thinking system uses effective group process and large graphic templates so you can literally see everyone's thinking, gather insights, and then mobilize consent to inspire action!

Katie Ketchum

Hi Scott!

Great article! On the subject of employee engagement and what a company is doing to keep their good people, I'd like to let you know about a software product our company is just getting ready to release. It's called TalentScan and it's a simple software program that small business can use to learn more about what motivates their employees to come to work everyday, what their ideal workplace is, their workplace behaviors and their life/work priorities. We think it's only fair that all sizes of businesses have the same access to these kinds of tools so everyone can unlock the power of their workforce. Our tools also offer Growth & Development reports for each employee, tools for the Managers to analyze the organization as whole, and much more. I think really knowing (on a behavioral science level) who works for you is a great start in being able to keep them happy and engaged at work.

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