The Singer Group
Social MediaShare This Content:
Coaching: Paula is now certified in brain-based coaching by the NeuroLeadership Institute. She brings new research and practice to support you in obtaining the results you want and putting new insights into action. Call her at 410-561-7561 for a free conversation about your needs and how coaching can change your life!
New Service: Workflow Design Consulting - Want to save money and staff time? Want to have staff working to their highest and best use rather than be bogged down in out of date workflows? Consider Workflow Design Consulting. Learn about the why, what and benefits below.
One of our clients decided to leave their step system of salary increases and adopt a progressive policy. We're working with their leadership, union and a labor management committee to make that happen.
Paula is again teaching Organization Behavior and Management at the Johns Hopkins University's Bloomberg School of Public Health. It's the only exposure many of these physicians, nurses, health care administrators and others receive to the important workplace topics of conflict, group process, motivation theory and practice, culture, engagement, trust, etc.
We are working with a major medical association on issues pertaining to Physician Leadership.
Paula is facilitating a one-day workshop on Succession Planning. The outcome of the day will be an outline of a plan and the process and tools to complete it.
We are facilitating major compensation and performance management studies in the midwest and west coasts.
How Progressive is Your Culture?How Progressive is Your Culture? Learn what forward-thinking organizations are doing to boost success through culture design and change management. Get it now >
Category Archives: Recruitment & Retention
The need for organizations to develop formal or informal social media policies for recruiting techniques is increasing as social media becomes a growing and useful tool for connecting with potential employees. Continue reading
If you are considering the implementation of flexible work options, this article provides some interesting insights to help your planning and decision making, including just how important these types of plans are to your employees. Continue reading
Finding the right workforce balance (employees and contingent workers) to accomplish today’s workload is one of the latest challenges for organizations in the new economy. Continue reading
Surveys have been long considered strong marketing tools but outside-the-box thinking applies the same principles internally to gather a better understanding of the experience staff members have within our organizations. Continue reading
Despite the high unemployment rate, results from this study confirm that companies continue to be challenged to find the exact fit for the positions they have open. In the mean time, current staff suffer from burn out and become less effective and efficient. A shift in thinking is required to solve the Talent Crunch and the high level of unemployment. Continue reading
Last night I dreamed I was driving a bookmobile.
I’ve yet to parse the Freudian implications, but in the dream I was in full charge of that big boy – a hefty white truck filled with books, a few helpers and a really comfy and modern seating area. Furthermore, the Dreamland Library System had thoughtfully installed a conveyor belt in the parking garage that automatically parked the vehicle. All I had to do was align the truck’s front wheels with the conveyor belt’s tracks, like at a carwash, and the belt would automatically pull the bookmobile up this high-tech ramp . . . Continue reading
Though careful hiring is always an imperative, the current economic environment requires a new look at some of your practices in this area. Many of today’s job hunters have been out of work for several months or even a year or more. Through application processes and interviews, these folks may have learned how to tell you just what you want or need to hear. In the best of circumstances, hiring can be tricky—whether you need to fill a vacancy due to a long-planned retirement or to very quickly fill a critical position in your organization due to unforeseen circumstances. These points are in no way meant to discourage organizations from hiring someone who may have been laid off due to the economy, but rather to describe a few situations and suggestions to help you make the best and smartest hiring decisions. Continue reading