Menu


Activate Engagement. Activate Talent. 
Activate Leadership. Activate Results.

Blog

Activate Human Capital Group Blog

Archive by author: Melissa OrtizReturn
The internet is ripe with surveys of all types. We can identify which character we are most like from Game of Thrones and what type of cheese best represents us with ease. Finding surveys to assess employee attitudes, happiness, engagement, and/or desired benefits is an amazingly cluttered space.
Read More
Activate Human Capital Group continues to be passionate about the fact every person has strengths or talents that should be put to use in all aspects of life. There are numerous ways to develop these strengths, especially when working on teams. One way to classify strengths and to build both employees and teams, is to understand the four domains that act as an umbrella for the 34 strengths. According to Gallup, “These domains describe how people and teams use their talents to work with informat...
Read More
One of the most crucial aspects of strengths and talents involves the continuous building of those strengths and deliberate planning for an organization to utilize those talents for growth. Justin Perez of BK Lighting has so carefully honed his processes in employee engagement and planning, it could be said he is on the cutting edge of strategic planning and development.
Read More
Activate frequently receives questions regarding whether or not Strengths-Based development efforts would be appropriate (and impactful!) for a specific industry, business model, or organization. The short answer is: YES! Activate has seen Strengths-based development efforts applied to all facets and stages of life – at work, at home, at church, and in organizations of all shapes and sizes. The language of Strengths can be implemented to make your team and organization stronger, regardless of t...
Read More
The benefits of managerial practices are touted throughout business and industry. In fact, the development of management and leadership has become a billion dollar movement in and of itself. But one area that is under-served, in so many ways, the education system, is ripe to receive these benefits as well. One educator in California, Jody Johnston, is ready to use proven practices to the advantage of her staff and students.
Read More
Every organization is looking for ways to improve and to rise above the competition. A vast amount of research has shown that, across industries and job types, employees have many workplace needs in common. But something is being lost between the knowing and the doing. Between the mountains of compelling data and the integration of these proven practices into our organizations.
Read More
Engagement can be thought of as a barometer. A measurement predicted by two key factors: 1. Alignment between individual talents and the demands of the role. 2. How well the basic needs of the workplace are being met. Both of factors are highly dependent on the manager/supervisor. Each supervisor is responsible for creating the alignment mentioned in in the first factor and delivering on the needs mentioned in the second factor such as continually setting clear expectations and offering the empl...
Read More
Is engagement a personality trait? Are “positive” people always engaged and cynical people always disengaged? Can we just fire our grumpy employees and get on with hiring for traits like a positive mental attitude? Fortunately for our HR teams, there’s no need to clean house. Engagement is NOT a personality trait. It’s an ever-changing measure of the relationship between the employee and the organization and an extremely reliable reflection of the effectiveness of each supervisor.
Read More
Doing more with less is the norm in most organizations. We’re asking a lot of our employees, our managers, and our leaders. Unfortunately, most of the emphasis has been on working harder, not smarter. Burnout is the typical result of this well-intentioned approach to keeping our organizations running on high-stress, extra-effort mode. The alternative is leveraging our human capital in a more intentional, informed way that honors the unique talents of the individuals we employ. It’s not new… w...
Read More
There is no question that employee engagement is a large issue. Over half of the nation’s employees are looking for the next opportunity somewhere else. Breaks are becoming more frequent, time is skimmed off both ends of the work day, and turnover feels like the new normal. It doesn’t have to be this way. If we as leaders focus on removing barriers to engagement, our employees are then free to focus on relationships with customers, innovations, and continuous improvements to our organization.
Read More
Page 1 of 2 FirstPrevious [1]2 Last


Search

Category

Archive