Our Advice.

Meaningful work with people we love – our mantra since Emerson opened its doors in 2001. Last year was no different. Here’s a recap.

Emerson’s L&D Manager reflects on a recent move and enterprise learning. She learned everything can’t—and shouldn’t—be crammed into a learning event…nor a Honda Accord

People unconsciously compare. As a leader, ask yourself: What comparisons are they making? If you know that, you can influence behavior.

People process experiences differently based on whether they are at the beginning, middle, or end of an event. If you recently left or lost your job, use this moment to your advantage. Here’s how.

The Meeting Monster: a menacing hulk of back-to-back meetings waiting to eat your productivity. Fear not; you can use our tips to guard your time.

You may say, “I know what my strengths are.” Good. But recognizing your strengths is only the beginning. Use science-based strength assessments to grow in your job, career or even in your relationships.

Bad onboarding is like being invited to a party where you don’t know anyone. Don’t blow it – be a good host and nail onboarding for your new hires. Here’s how.

Every change effort is difficult. Additional resources can make all the difference in the world. But who are these “additional’ resources? In this post we’ll help you strengthen (or create) your change agent network.

In 2016, I ran my first marathon. I learned a lot. Here’s what came across loud and clear on my journey to accomplish a physical, emotional, and mental challenge.

The stresses I feel from work are similar to those I feel in trail running. Here’s why that connection is helpful.

Stressed employees are simply not strong enough to deliver on organizational goals. Here’s what leaders can do to prevent burnout.

What the heck does a road trip have to do with a work project? Surprisingly, they elicit similar thoughts and reactions. Here’s what I learned.

When it comes to employee productivity monitoring, we say: employers, just stop it. Do the better, harder thing. Tap into the potential of employees with the freedom to be great contributors.

Culture matters when designing a change approach that impacts a global group. Start with these three factors.

How do you know if your training was a success? Use these measures.

Our thoughts on how to have a successful merger.

Workplace incivility is not only pervasive, it’s elusive. Fortunately our academic friends have figured out a way to measure it concretely.

Get influencers on your team to advocate for change and generate momentum.

Let’s say you’re a C-suite executive and a new CEO is on the way. You feel nervous—is your job in danger? In our opinion, yes, but here’s how to manage the change.

Effective learning experiences are realistic and repetitive, preparing well-chosen people to create the new habits they need to perform. We have trouble imagining that training teachers to use guns will meet those criteria.