Content about Michael Rosenthal

February 20, 2012
Last Word: Hear Ye, Hear Ye

Perhaps one of the most fundamental skills one must master in any of the professional capacities you mention is that of active listening. This requires that one listen to understand, rather than simply to hear. It sounds easier than it is, especially when we are faced with an opinion that, at best, is less informed than our own or, at worst, seems on its face to be wrong.

By Michael Rosenthal

Q: With the economy slowly improving, my organization finally has reignited our development initiatives. However, since our current budget pales compared to the pre-recession years, I have been asked to focus our training efforts on leadership, management, and sales. I’d like to consolidate as much as possible to realize economies of scale. I can see some intersection between leadership and management, but I am having trouble identifying common threads with sales. What are some best practices that apply to all three?

July 25, 2011
Last Word: Motivating Factors

Instead of guessing what motivates individual employees, managers should start out by asking them. On an individual basis, explore what is important to each contributor. What are their goals? Which tasks and responsibilities would they prefer? What could the manager do to make their jobs more fulfilling?

By Michael Rosenthal

Q: I am a Training manager supporting our organization’s largest business unit. Given the economy, we haven’t been able to offer much in terms of bonuses and other perks in recent years. My client has asked me to teach managers how to motivate their staff in the absence of those perks, and I’m out of ideas. Any advice?

July 30, 2010
Performance Review 201

Q:  My organization struggles with giving unfavorable performance reviews. We tend to focus on the positive aspects of an employee's performance and skip over their weaknesses and mistakes. Needless to say, this doesn't bode well for our bottom line. What advice can you offer? 

Q:  My organization struggles with giving unfavorable performance reviews. We tend to focus on the positive aspects of an employee's performance and skip over their weaknesses and mistakes. Needless to say, this doesn't bode well for our bottom line. What advice can you offer?