I spoke recently with a group of Human Resources professionals representing companies around the Twin Cities. I shared some of The Bailey Group's core ideas about how leaders can learn to become more effective in their jobs. The people in the audience listened carefully, and seemed to agree with me that good leaders need to be mature, versatile and relational.

Then came a comment from one: "I wish our CEO could hear you." A chorus of "mmm-hmms" and nodding heads followed, telling me that her colleagues were in agreement. These were individuals charged with leading initiatives for their companies focused on the latest trends in recruiting, benefits, engagement initiatives, coaching, training, and managing human capital. But they were expressing frustration that the senior leaders they worked for just didn't get it.

Here's where we come to a great disconnect. I work with many senior leaders—CEOs, presidents, and other C-suite executives. Some are working hard to become more effective leaders, others are addressing issues within their management team, even others haven't yet bought into an up-to-date talent management model.

Effective with the launch of our new website, we have also launched our newest venture into interactive media, the Grown-Up Leadership Blog. The blog will allow us to post our ideas and perspectives about leadership and talent management more frequently than the newsletter format allows.

The blog also allows you, our readers, the opportunity to respond to our postings with your own perspectives and ideas on the topics we identify. We pledge to update the blog weekly, which should give you ample reason to keep coming back for visits.

Our first posting, from Leigh Bailey, compares leadership dynamics in private companies to leading in the government sector, with new postings coming soon. We will be honored by your readership and your participation.

We launched the third Exhange group this past February, and are working hard to provide a dynamic and safe place for women leaders to share ideas, concerns and issues with peers and colleagues as they focus on individual leadership development goals.

We have several spots remaining for a special Exchange group formed specifically for women in executive or senior leadership positions in their organizations. This group begins on April 3, 2008, and will meet monthly for breakfast on the 1st Thursday of each month. In addition, we are forming groups to begin in May and September.

For additional information on the Exchange, visit our new website or call Martha at 763-545-5997.

Organizations that need to engage their employees more effectively face a challenge, because there are many factors that contribute to how employees feel about their jobs, their leaders, and their careers.

We have designed the Bailey Engagement Survey to provide our clients with valuable input to help them determine how best to address the issues known to affect engagement. We are currently completing a pilot test, and will launch the Survey this spring.

Our survey is completed by employees through a relatively short, confidential online questionnaire. We report results in nine categories, seven of which provide an indicator of employee attitudes relative to factors know to influence engagement. The remaining categories measure employee perception of the strength of relationships with supervisors or managers, and about levels of trust in senior leadership.

To discuss more about how your organization can use the Bailey Engagement Survey, please contact Barb or Steve at 763-545-5997.