How Free Time Can Cost Millions

“Charlie Sheen’s ‘winning’ antics bring to the forefront the impact of employee behavior on organizations, says Pamela Gilchrist, chief strategist at the Gilchrist Group, a business-communication and consulting firm in Cincinnati. But employers don’t have to have celebrities like Sheen on their payrolls to attract undue — and negative — attention, or to have legitimate concerns about how employees’ off-duty behaviors could negatively impact their reputations.” Gilchrist was quoted in April’s Human Resources Executive Magazine.

While employees are clearly entitled to privacy when they’re involved in activities outside the normal scope of their jobs, there are times when those activities cross the line from being personal to representing legitimate concerns for employers. Click here to read the full article nad find out if employer’s concerns are legitimate.

Tagged with:
 

 

Another fantastic animation from RSA Animate on Dan Pink’s discussion of the three instrinsic performance motivators. PLEASE WATCH — This is a good one!

If you like this video, please VOTE for RSA to win a Webby Award!

Does your company understand how to motivate employees?
Or are you still using the carrot and stick?

 

 

What’s the biggest, freakiest thing you have ever overcome?

Think about it for a second.

If you’ve had any “good life experience” (as my father-in-law calls it), you’ve probably had those moments that seemed insurmountable… when the big wave was going to crush you and pull you under.

Don’t miss Keynote Speaker Pam Gilchrist, Friday morning April 8, 2011 at the Ohio IAWP Spring Institute as she shares “Tsunami Success™: How To Surf The Big Waves And Seize Success Now. Pam will share tips on how to:

1. Seize emerging opportunities to strengthen market share 

2. Adapt quickly to the rapidly changing socio-economic landscape
ahead of your competitors 

4. Leveraging core strengths in the new economy 

5. Learn how to be THE industry thought leader in the recovery 

Surfer Laird Hamilton faces those waves every time he pulls on his big boy shorts, crawls on his board and waits for a swell. If you don’t know much about the sandy-haired, muscle-bound surfing kamikaze who attacks waves the size of seven story buildings raging at 30 miles per hour — you should

Tagged with:
 

Cincinnati, OH – March 25, 2010 – The Gilchrist Group™, a Greater Cincinnati-based strategic business and communications consulting firm, has garnered two top industry awards from the Public Relations Society of America (PRSA).

The Gilchrist Group was honored with a Diamond Award from PRSA’s East Central District for the launch of Otterbein Homes’ newest skilled nursing care and rehabilitation small house neighborhood – Avalon by Otterbein at Maineville in Hamilton Township. This is both the second time that Otterbein has partnered with the Gilchrist Group on a neighborhood launch and that the work has won top awards.

“Pam Gilchrist’s knowledge and communications expertise has been extremely valuable to our organization. She and her team have provided strategic guidance on media relations and issues management. We truly appreciate her expert knowledge and feel blessed having her as a trusted partner,” said Gary Horning, vice president of marketing, Otterbein Homes, Inc.

Additionally, Gilchrist Group won the “Best in Show” campaign award and a top research category award at the PRSA Cincinnati Chapter’s Blacksmith Awards. The award was given for the firm’s Communications Effectiveness Research for the Greater Cincinnati Health Council.

“Best-practice organizations build communications benchmarks into their strategic plans. Our work with the Health Council established a solid baseline for future measurement and outlined a series of recommendations to align all communications to drive member engagement and achieve strategic objectives,” said Pamela Gilchrist, MA, APR, chief strategist and CEO at the Gilchrist Group.

The Gilchrist Group conducted a communications audit, a series of in-depth interviews and teamed with R.L. Repass and Partners for development of an online survey tool. The findings of the research are guiding alignment of all communications for the Health Council. “We were extremely pleased with the outcome of the work and feel we have a solid path to move forward in our journey,” said Nancy Strassel, senior vice president at the Health Council.

“The feedback that we receive from the independent judges is validation that we continue to provide a high-level of excellence and impact to our clients,” said Gilchrist who was named 2009 PRSA Professional-of-the-Year. Independent judges from the Houston PRSA Chapter had this to say about the research: “An excellent example of how communications research should be conducted! Very thorough. Execution clearly defined and well executed. Excellent research.”

About The Gilchrist Group:
Gilchrist Group™ is a strategic business and communications consulting firm that works with organizations experiencing times of dramatic growth and change in three key areas: business strategy, executive leadership and high impact communications. By focusing on influence and engagement, the firm brings Fortune 500 expertise in areas such as: strategic road maps; next level leadership development; change management; communications research; best practice and gap analysis; go-to-market plans, and Marketing|PR|Social integration. Chief Strategist and CEO Pamela Gilchrist is also a frequently requested speaker at corporate and industry conferences. Founded in 1999 as PR~Link Public Relations, the international award-winning firm serves clients across the country in a wide-range of industries including: financial services, healthcare, technology, manufacturing, engineering, government and not-for-profit.

To learn how your organization can benefit from the firm’s strategic planning, leadership develop and high impact communications, contact Pam Gilchrist at: pgilchrist@gilchristgroup.com or call 859-431-9090.

# # #

 

Top 10 Drivers of Employee Engagement

Top 10 Drivers of Employee Engagement

Before I took a spin around the track in a race car last summer, I needed some knowledge and training that would help me navigate the track and reach the winners circle. It was critically important that I knew what to focus on and how to do it. The same holds true for leaders.

Here are the top 1o employee engagement drivers that leaders must focus on:

  1. Confidence in the organization’s future
  2. A promising future for oneself
  3. Organization supports work- life balance
  4. Contribution is valid
  5. Excited about one’s work
  6. Opportunity for growth and development
  7. Safety is a priority
  8. Leadership has communicated a motivating vision
  9. Organization’s corporate social responsibility efforts increase overall satisfaction
  10. Quality and improvement are top priorities

The four overall factors that consistently drive employee engagement are:

  • Leaders who inspire confidence in the future
  • Managers who recognize employees and emphasize quality improvement
  • Exciting work with the opportunity for growth and development
  • Organizations that demonstrate a genuine responsibility to their employees and communities

How does your organization measure up? Contact us today for a free consultation and analysis.

Source: T+D Magazine February 2011  
“Exploring Leadership and Managerial Effectiveness,” a worktrends report from Kenexa  Research Institute

Media Training

In a You Tube world, are you ready to tell your story?

Today you must be an effective leader AND articulate spokesperson.

Are you: comfortable, likeable, credible, believable, effective and entertaining?

That’s what it takes to give a terrific interview.

You can become a confident prepared expert spokesperson in a day.

That’s what our training offers.

 Learn the secrets of New York City’s top trainers — without traveling to the East Coast.

Executive Media Training (EMT) focuses on experiential learning through the use of video interviews and personal instruction. It prepares leaders for successful TV, radio, print and web interviews.

This training teaches you how to do more than just survive an interview. It gives you confidence in your ability to effectively communicate – verbally and nonverbally. It arms you with the right messages and tools. And, it gives you a greater understanding of the internal workings of the media.  

During the past 25+ years, Pam Gilchrist has traveled across the country teaching 100s of leaders how to conduct successful media interviews and improve their communications skills. Our program is unique, challenging, fun and creative. It always receives constant praise and high ratings.

Here’s what others are saying: http://www.vimeo.com/10198121

 

The Gilchrist Group Garnered the Best In Show Award at tonight’s PRSA Blacksmith Awards in Cincinnati Ohio for its Communications Effectiveness Research work.

Independent judges from the Houston PRSA Chapter had this to say about the project:

  • It is evident that a lot of work went into this project.
  •  The situation analysis was clearly defined.
  • Objectives stated and execution on tactics was excellent.
  • Background material and research tools were very thorough.
  •  An excellent example of how communications research should be conducted!
  •  Very thorough. Execution clearly defined and well executed.
  • Excellent research.
 


Corporate America has been in a stupor… frozen in fear of the changes ahead.

The question is… now that the election is over, can we all get back to business?

While President Obama will never be “pro-business.” But thanks to a more evenly divided Congress, Corporate America, has an opportunity to influence the discussion in Washington. Now is the time to help our elected-officials understand that business is the driver behind jobs and our econmic recovery.

Leaders… I am urging you to shake it off and shake it up. It’s time to fine tune your business models and align your employees as quickly as possible. This is the key to emerging from the “unrecovery” ahead of your competitors.

At my sesson this afternoon at #iabchr10, several corp. communicators asked why when they ask for feedback, they get zilch from employees.

They are information pushers, who say they want feedback and feel like their program is a failure if no one responds.

Perhaps, a little navel gazing is in order.

Do you have an organizational culture that encourages dialogue? Or, more likely, employees feel like they will be penalized for comments.

They have opinions, but feel like they would just be talking to a brick wall.

Does your organization have a culture of communications?

Both Execs & Employees Feel Like They Are Talking To A Brick Wall

The organization’s leaders must change the culture.

Cultural-tone is set by its leadership. If a clear tone that is authentic and open isn’t established up front — employees do not know what to expect. So rather than risk sticking their necks out, they are mum.

The result — both sides feel like there is a brick wall separateing them.

Only leaders can change the organizational culture. You do this by building relationships and rapport — one employee at a time.

Data dumping - Garbage Communications Is Easier Than Ever
Why Do Comms Pros Still Dump?

Communications dumping is easier than ever thanks to an ever increasing bevy of new technologies, but I encourage communications pros to stop and think strategically about their messages and distribution channels.

The top seven problems with communications today:

  • Not-strategic
  • Too easy
  • Data dumping
  • Garbage
  • Lack of stickiness
  • Misaligned
  • Disparate/not-integrated

Join me for my session M @#IABCHR10 3:30 p.m. to learn how to make your communications more effective and influential.

Pam Gilchrist Is Featured Presenter At 2010 IABC Heritage Region Conference October 18th
Communications Effectiveness Study – Measurement On A Shoestring