My previous posts have emphasized how you can defuse the potential impact of E.F.C.A. at your company by implementing the T.E.A.M. model. Don’t be confused by the cutesy acronym, that this approach is akin to joining hands around the campfire and singing Kumbaya. Far from it, T.E.A.M. provides a guide to enroll and engage your employees in the business of the business. Nothing exemplifies this point stronger than the “M” which stands for  “measure and manage.” (more…)

T.E.A.M. is your best defense against EFCA. This model ensures that your employees have a voice, input and performance standards to live into at your company, which obviates the need for external intervention. But T.E.A.M. is little more than words, if it doesn’t include the “A” for Act. Touching and engaging your employees provides the fuel to act, or do something about what you learn. (more…)

In earlier posts, I introduced the T.E.A.M. model as the best defense against an enacted E.F.C.A. This model provides a guide to ensure that your employees have a voice, input and performance standards to live into at your company. In other words, give them “a dog in the fight,” so that they don’t need another dog “fighting for them.” I further explained that “T” stands for “touch them.” See and be seen. Manage by walking around (MBWA) or “genchi genbutsu” as the Japanese call it. (more…)

Today’s Wall Street Journal features a front page article on the shifting sentiments of some Democrats in the U.S. Senate over their support for EFCA. The 60 vote “filibuster-proof” margin is looking in jeopardy in this chamber of Congress. So why don’t I feel good about it? (more…)