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	<title>Ember Carriers Blog &#187; Time management</title>
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	<description>From Possibility to Results</description>
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		<title>I Don&#8217;t Understand &#8211; Getting Employees Onboard</title>
		<link>http://www.embercarriers.com/blog/2013/08/12/i-dont-understand-getting-employees-onboard/</link>
		<comments>http://www.embercarriers.com/blog/2013/08/12/i-dont-understand-getting-employees-onboard/#comments</comments>
		<pubDate>Mon, 12 Aug 2013 10:50:03 +0000</pubDate>
		<dc:creator><![CDATA[Mary Hladio]]></dc:creator>
				<category><![CDATA[Business Strategy]]></category>
		<category><![CDATA[Career Development]]></category>
		<category><![CDATA[Company Culture]]></category>
		<category><![CDATA[Ember Carriers]]></category>
		<category><![CDATA[Employee Development]]></category>
		<category><![CDATA[Goal Setting]]></category>
		<category><![CDATA[Knowledge Worker]]></category>
		<category><![CDATA[Leadership Competency]]></category>
		<category><![CDATA[Operational Excellence]]></category>
		<category><![CDATA[Organizational Effectiveness]]></category>
		<category><![CDATA[Performance Effectiveness]]></category>
		<category><![CDATA[Talent Development]]></category>
		<category><![CDATA[Team Effectiveness]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[Change Management]]></category>
		<category><![CDATA[EmberCarriers]]></category>
		<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Employment]]></category>
		<category><![CDATA[Engagement]]></category>
		<category><![CDATA[FUEL]]></category>
		<category><![CDATA[Human resources]]></category>
		<category><![CDATA[Leadership Performance]]></category>
		<category><![CDATA[Learning]]></category>
		<category><![CDATA[Organization development]]></category>
		<category><![CDATA[Organizational Change]]></category>
		<category><![CDATA[Time management]]></category>
		<category><![CDATA[Understanding]]></category>

		<guid isPermaLink="false">http://www.embercarriers.com/blog/?p=986</guid>
		<description><![CDATA[<div id="attachment_987" style="width: 310px" class="wp-caption alignright"><a href="http://www.embercarriers.com/blog/wp-content/uploads/2013/06/Doesnt-know.jpg"><img class="size-medium wp-image-987" alt="Young man with doesn't know gesture" src="http://www.embercarriers.com/blog/wp-content/uploads/2013/06/Doesnt-know-300x199.jpg" width="300" height="199" /></a><p class="wp-caption-text">What happens when employees don&#8217;t understand?</p></div>
<p>What is the hardest part of implementing new processes in your business? For most companies, it is learning the new process and actually getting people to do things differently?</p>
<p>Michael Hammer, the business-process-reengineering guru, stated &#8220;The hard stuff is the soft stuff.&#8221; What he &#8230; <a href="http://www.embercarriers.com/blog/2013/08/12/i-dont-understand-getting-employees-onboard/" class="read-more"> </a></p>]]></description>
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		<slash:comments>41</slash:comments>
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		<title>What is the Right Organizational Development Approach for You?</title>
		<link>http://www.embercarriers.com/blog/2013/05/06/what-is-the-right-organizational-development-approach-for-you/</link>
		<comments>http://www.embercarriers.com/blog/2013/05/06/what-is-the-right-organizational-development-approach-for-you/#comments</comments>
		<pubDate>Mon, 06 May 2013 10:46:31 +0000</pubDate>
		<dc:creator><![CDATA[Mary Hladio]]></dc:creator>
				<category><![CDATA[Ember Carriers]]></category>
		<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Leadership Competency]]></category>
		<category><![CDATA[Operational Excellence]]></category>
		<category><![CDATA[Organizational Development]]></category>
		<category><![CDATA[Organizational Effectiveness]]></category>
		<category><![CDATA[Performance Effectiveness]]></category>
		<category><![CDATA[Company Culture]]></category>
		<category><![CDATA[EmberCarriers]]></category>
		<category><![CDATA[Employee Satisfaction]]></category>
		<category><![CDATA[Engagement]]></category>
		<category><![CDATA[FUEL]]></category>
		<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[Leadership Performance]]></category>
		<category><![CDATA[Mission statement]]></category>
		<category><![CDATA[Organization development]]></category>
		<category><![CDATA[Organizational culture]]></category>
		<category><![CDATA[Talent Development]]></category>
		<category><![CDATA[Time management]]></category>

		<guid isPermaLink="false">http://www.embercarriers.com/blog/?p=823</guid>
		<description><![CDATA[<p><span style="font-size: 13px; line-height: 19px;"><a href="http://www.embercarriers.com/blog/wp-content/uploads/2013/04/EmberCarriers_color_200x100.png"><img class="alignright size-full wp-image-824" alt="EmberCarriers_color_200x100" src="http://www.embercarriers.com/blog/wp-content/uploads/2013/04/EmberCarriers_color_200x100.png" width="243" height="111" /></a>Organizational Development is really the last thing company leadership thinks about when it comes to moving their business forward.  And really, they don’t even know what it is.  </span></p>
<p><span style="font-size: 13px; line-height: 19px;">A majority believe it is simply creating a vision and mission statement.  But then they ask, “What is the right way to </span>&#8230; <a href="http://www.embercarriers.com/blog/2013/05/06/what-is-the-right-organizational-development-approach-for-you/" class="read-more"> </a></p>]]></description>
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		<slash:comments>13</slash:comments>
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