Comments for New Directions Consulting http://www.newdirectionsconsulting.com Fri, 23 Dec 2011 14:05:02 -0500 hourly 1 Comment on Holiday2011 by Sue Bernierhttp://www.newdirectionsconsulting.com/connect/holiday2011/#comment-5687 Sue Bernier Fri, 23 Dec 2011 14:05:02 +0000 http://www.newdirectionsconsulting.com/?page_id=3708#comment-5687 Merry, Merry Christmas to my favorite friends and best company that I had the pleasure of working for!! Hope you all have a wonderful, blessed Christmas with your family and friends...Love and Miss You!! Merry, Merry Christmas to my favorite friends and best company that I had the pleasure of working for!! Hope you all have a wonderful, blessed Christmas with your family and friends…Love and Miss You!!

]]> Comment on Holiday2011 by Jared Ecklerhttp://www.newdirectionsconsulting.com/connect/holiday2011/#comment-5682 Jared Eckler Fri, 23 Dec 2011 13:13:00 +0000 http://www.newdirectionsconsulting.com/?page_id=3708#comment-5682 Very nice partners! Merry Christmas and Happy New Year to you as well! Very nice partners! Merry Christmas and Happy New Year to you as well!

]]> Comment on Holiday2011 by Kim Russohttp://www.newdirectionsconsulting.com/connect/holiday2011/#comment-5641 Kim Russo Thu, 22 Dec 2011 15:52:10 +0000 http://www.newdirectionsconsulting.com/?page_id=3708#comment-5641 Thanks so much. I love it. Happy Holidays to all of you. A happy and healthy new year and much success in the coming year. I plan to spend all of next week with my daughters taking your awesome advice. Merry Christmas to you and yours. Kim Thanks so much. I love it. Happy Holidays to all of you. A happy and healthy new year and much success in the coming year. I plan to spend all of next week with my daughters taking your awesome advice.
Merry Christmas to you and yours.
Kim

]]> Comment on Holiday2011 by Sarah Ecklerhttp://www.newdirectionsconsulting.com/connect/holiday2011/#comment-5639 Sarah Eckler Thu, 22 Dec 2011 15:08:45 +0000 http://www.newdirectionsconsulting.com/?page_id=3708#comment-5639 Very nice video! Well done and definitely the right message to remind us to put everything in perspective this time of year. Miss you guys and hope to see you soon in 2012! Very nice video! Well done and definitely the right message to remind us to put everything in perspective this time of year. Miss you guys and hope to see you soon in 2012!

]]> Comment on BLOG: 12 Communication Blunders That Can Trip Up Managers in 2012 by Josh Kuehlerhttp://www.newdirectionsconsulting.com/2011/12/blog-12-communication-blunders-that-can-trip-up-managers-in-2012/#comment-4955 Josh Kuehler Sat, 10 Dec 2011 23:08:14 +0000 http://www.newdirectionsconsulting.com/?p=3675#comment-4955 Great post on communication! From my research, #2 The non-communicator has dire results in employee engagement. Gallup found that Managers that focused on the strengths of employees saw a 1% chance of employees being actively disengaged. Meanwhile the managers that 'ignored' employees (which occurred for a quarter of the respondents) have a 40% chance that employees are actively disengaged. If you look at the other side of the coin managers that look at strengths see 61% engaged while those ignored are only 2% likely to be engaged. The non-communicator is the black hole of communication and employee engagement. Great post on communication! From my research, #2 The non-communicator has dire results in employee engagement. Gallup found that Managers that focused on the strengths of employees saw a 1% chance of employees being actively disengaged. Meanwhile the managers that ‘ignored’ employees (which occurred for a quarter of the respondents) have a 40% chance that employees are actively disengaged. If you look at the other side of the coin managers that look at strengths see 61% engaged while those ignored are only 2% likely to be engaged. The non-communicator is the black hole of communication and employee engagement.

]]> Comment on BLOG: Techniques For Creating Professional Value by Lisa Dunbarhttp://www.newdirectionsconsulting.com/2011/10/blog-techniques-for-creating-professional-value/#comment-4289 Lisa Dunbar Wed, 23 Nov 2011 18:08:14 +0000 http://www.newdirectionsconsulting.com/?p=3597#comment-4289 I completely agree that setting goals and outlining a clear developmental or action plan to reach those goals is critical. As you mentioned, calendering actions and the systematic review of the progress towards those goals will keep you on track. With what we like to call "Success by Design," one can start out by setting a reasonable, smaller goal that can be achieved, building self esteem and workplace value. Then set new gradually more difficult goals. Thanks for your comment; I am glad that you found these ideas helpful to you. I completely agree that setting goals and outlining a clear developmental or action plan to reach those goals is critical. As you mentioned, calendering actions and the systematic review of the progress towards those goals will keep you on track. With what we like to call “Success by Design,” one can start out by setting a reasonable, smaller goal that can be achieved, building self esteem and workplace value. Then set new gradually more difficult goals. Thanks for your comment; I am glad that you found these ideas helpful to you.

]]> Comment on BLOG: Techniques For Creating Professional Value by Work Schedule Makerhttp://www.newdirectionsconsulting.com/2011/10/blog-techniques-for-creating-professional-value/#comment-4276 Work Schedule Maker Wed, 23 Nov 2011 09:45:31 +0000 http://www.newdirectionsconsulting.com/?p=3597#comment-4276 Base on these guidelines and examples, I admit that I've lots of things missing as an employee.. At my side, I'm usually contented on what I've done to my job, with out knowing that it will be a liability to the company if you have a limited knowledge towards your work. Making a work schedule can help you to explore and gather new things or ideas that surely expands your knowledge when it comes to your work. It's very important that each employee must be updated. These ideas you've shared are such a big help to me.. Base on these guidelines and examples, I admit that I’ve lots of things missing as an employee.. At my side, I’m usually contented on what I’ve done to my job, with out knowing that it will be a liability to the company if you have a limited knowledge towards your work. Making a work schedule can help you to explore and gather new things or ideas that surely expands your knowledge when it comes to your work. It’s very important that each employee must be updated. These ideas you’ve shared are such a big help to me..

]]> Comment on Deb's Top Ten Tips for Effective Communication by Deborah Mackinhttp://www.newdirectionsconsulting.com/2009/10/debs-top-ten-tips-for-effective-communication/#comment-3873 Deborah Mackin Thu, 10 Nov 2011 13:28:34 +0000 http://www.newdirectionsconsulting.com/wordpress/?p=412#comment-3873 That realization that someone doesn’t intend to really consider other approaches can be very disappointing, especially when you know the techniques you’re suggesting do work. Your right to recognize that they represent only about 15% of people and sometimes the best strategy is to move on and work harder on the 60% that are “sitting on the fence” and more open to hearing your suggestions. Good luck! That realization that someone doesn’t intend to really consider other approaches can be very disappointing, especially when you know the techniques you’re suggesting do work. Your right to recognize that they represent only about 15% of people and sometimes the best strategy is to move on and work harder on the 60% that are “sitting on the fence” and more open to hearing your suggestions. Good luck!

]]> Comment on Deb's Top Ten Tips for Effective Communication by Roberthttp://www.newdirectionsconsulting.com/2009/10/debs-top-ten-tips-for-effective-communication/#comment-3809 Robert Tue, 08 Nov 2011 15:37:14 +0000 http://www.newdirectionsconsulting.com/wordpress/?p=412#comment-3809 I find the hardest to do is listening to a non team based player. At first, I listen intently and try to understand where there coming from. I listen with empathy and even give a synopsis on what was said. However, when I give my input they indicate approaches in which are proven success are not received well. "No, we don't have time for that!" and such. I won't be confrontation however, when all hope of them understanding Team concept and effective communication within a organization has failed.... well, I wish them the best in their circumstance and offer to keep my door open for discussion. It's all about their "kingdoms". I find the hardest to do is listening to a non team based player. At first, I listen intently and try to understand where there coming from. I listen with empathy and even give a synopsis on what was said. However, when I give my input they indicate approaches in which are proven success are not received well. “No, we don’t have time for that!” and such.

I won’t be confrontation however, when all hope of them understanding Team concept and effective communication within a organization has failed…. well, I wish them the best in their circumstance and offer to keep my door open for discussion.

It’s all about their “kingdoms”.

]]> Comment on The Future of Training and Development [Part II] by Using Social Technology To Collaborate, Participate, and Learn | how i met your brandhttp://www.newdirectionsconsulting.com/2010/10/the-future-of-training-and-development-part-ii/#comment-3520 Using Social Technology To Collaborate, Participate, and Learn | how i met your brand Mon, 31 Oct 2011 15:57:26 +0000 http://www.newdirectionsconsulting.com/wordpress/?p=1247#comment-3520 [...] educational industry is this notion of social learning through the new social technologies (read The Future of Training and Development).  This is the idea that through the use of new social technology tools an educator or manager or [...] [...] educational industry is this notion of social learning through the new social technologies (read The Future of Training and Development).  This is the idea that through the use of new social technology tools an educator or manager or [...]

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