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Tracy Maylett is the chief executive officer and president of DecisionWise, and is responsible for guiding the overall strategy of DecisionWise, as well as leading large-scale change efforts for clients throughout the globe. Tracy's business, coaching, and consulting background extends more than two decades and across five continents. With experience in healthcare, technology, retail, government, education, and manufacturing, he has worked on-the-ground with executives and leadership teams in over 30 countries, and has lived in South America. He is a recognized expert in organization change and feedback, as well as employee engagement, and is the author of numerous professional publications relating to employee engagement, feedback, leadership intelligence, human resources, and change. He also is co-author of the book MAGIC: Five Keys to Unlock the Power of Employee Engagement.

Tracy Maylett

Employee Engagement Spectrum: Myths Versus Facts

April 2012 - TD Magazine

There Is No Cookie Cutter Approach to Engagement

 What do talent development professionals in human capital care about? Do you see any themes?Here are the top 10 blog articles from ATD's Human Capital Community:Signs of a Learning Culture by Stephen GillPositive Change Management Starts With Yourself by Elad LevinsonEmployee Motivation: The Neuroscience Connection by Ryann EllisDeveloping a Learning Culture: An Infographic by Stephen GillThe Purpose of Performance Management: Redefining Aspirations by Dr. Elaine D. Pulakos and Dr. Rose Mueller-HansonForget Work-Life Balance, Pursue Well-Being Instead by Beth CabreraEmployee Engagement Spectrum: Myths Versus Facts by Tracy MaylettA Path to Performance Management Reform by Dr. Elaine D. Pulakos and Dr. Rose Mueller-HansonHow Analytics Drives Talent Development by Ryann EllisIs Kindness the Missing Link to Employee Performance? by Dan SchwartzIn 2015 we learned that harvesting an organization with a strong learning culture to support high performance starts with its leaders. When a leader values learning, it becomes contagious for the people around to strive for more. Redefining and understanding a new path to performance management, as well as adopting a positive workplace and the neurological connection, also were top priorities for organizations in 2015.Look out for more articles and content on improving your work culture and managing talent next year. Leave a comment with other topics you'd like to see covered as well next year! If you haven't already or you're still thinking about how to start the 2016, take a look at the _ATD Talent Management Handbook_for an overview of these topics and more.

Top Human Capital Blogs in 2015

Spring 2012 - The Public Manager

Halting the Engagement Exodus

Join ASTD for this special webcast during Employee Learning Week!
Most leaders understand that engaged employees are passionate about their jobs and deliver better results. Yet, many don't understand how engagement works or the components that contribute to employee engagement. During this session, we will discuss the five MAGIC elements of employee engagement and how leaders can help their employees achieve higher levels of engagement (and success) in their work. These five elements include:

meaning
autonomy
growth
impact
connection.

The presenters will review how these elements were distilled from research gathered from over 13 million employee engagement survey responses and two decades of consulting with organizations around the world. In addition, they will explain how employees can leverage the five MAGIC elements to become more engaged, and how managers can engage their teams to achieve greater results.
During the session, the following questions will be answered:

What is the difference between employee engagement and employee satisfaction?
How do employees find meaning and purpose in their jobs?
How does autonomy empower employees to take more responsibility for their work?
What's the difference between a challenging job that helps employees grow and job burnout?
How can employees see the impact they are making on the organization's goals?
Why is creating connections at work so important to employee engagement?


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