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PREMIUM AUTHOR'S PROFILE


Marnie E. Green
Principal Consultant

Premium Author Marnie E. Green

Chandler, Arizona, USA

Employer:

Personal Web site:

Memorable Quotes:

Development is not optional!

Brief biography:

Marnie Green’s goal, via her Management Education Group, is to guide organizational leaders through their workplace challenges. To accomplish this objective, her firm provides valuable step-by-step programs and facilitation services that create more effective leaders and team members. As a veteran human resource developer, she promises that participants will walk away from the programs she presents with practical ideas and skills.

Green is the author of Painless Performance Evaluations: A Practical Approach to Managing Day to Day Employee Performance, recently published by Pearson/Prentice Hall (2006).

Her clients include dozens of municipalities, counties, and government agencies of all types, including the U.S. Bureau of Land Management, the County of San Diego, and the cities of Las Vegas, NV and San Jose, CA. Marnie also served on an international team of trainers, course developers, and medical doctors to create a system-wide change program for the World Health Organization in Geneva, Switzerland and the Egyptian Ministry of Health. She continues to consult on an international basis, with clients on four continents.

Her accomplishments include establishing leadership development programs for the Best Run City in the World, Phoenix, Arizona, facilitating strategic planning and team building processes for successful, high growth entrepreneurial firms, and becoming a successful entrepreneur herself, serving clients across the globe. On a personal note, she recently reached the top of Africa’s highest peak, Mt. Kilimanjaro.

Marnie holds a bachelor’s degree in Personnel Management and a Master’s degree in Business Administration-Finance, both from Arizona State University. She is on the faculties of the University of Phoenix and the University of Phoenix Online, facilitating courses in Human Relations and Organizational Behavior, Human Resource Management, Public Speaking, and Legal Issues.

Active in several professional associations, Marnie is a member of the American Society for Training and Development, the Society for Human Resource Management and has served on the board of directors for the Arizona Chapter of the International Personnel Management Association. She is a frequent speaker at local, national, and international conferences on workforce-related issues including Leadership Development, Recruiting and Retaining Top Talent, The Future Workforce, and Performance Management.


ARTICLES BY MARNIE E. GREEN


Asking questions is one of the most powerful skills you can master as a leader. If you are asking open-ended, thought provoking questions, you are likely to leave the conversation with more informatio...
Open-ended questions are the best way to get an employee performance evaluation going.  By encouraging employees to participate you can increase motivation and involvement. This article shares 10 que...
Has this ever happened to you?  You inherit an employee who has a history of performance challenges, and the previous supervisor has not addressed and/or documented the behaviors.  Here are some pract...
This article explores ways to make a performance evaluation meeting less painful and more meaningful--for both the supervisor and the employee. Remember it is critical that the employee have an opport...
Clear expectations are an essential part of performance management. The clearer your expectations, the more likely your employees will be able to meet them. Here are a few steps for establishing your ...
Change is inevitable. It is important to consistently meet with employees to keep goals up-to-date. Follow these steps to make sure your performance expectations change with the times.
Documentation is the basis of performance evaluations. Listed are a few simple ideas to make documenting employee performance a little easier.
Creating well-written performance comments can be tricky. Here are a few tips for writing comments on the performance evaluation document.
How does your organization prepare supervisors to manage employee performance?Supervisory training and development programs play a critical role in helping supervisors become performance managers. The...
Five actions many HR departments can take to build respect in the eyes of their employees.
Human resource professionals can play a powerful role in the leadership of an organization. However, they must be respected by top management.  This article outlines key principles in getting man...
How to address and clearly communicate performance issues.
Performance goals, when developed with employee input, can be a powerful motivator.  Follow these steps for creating an environment where the development of performance goals is shared.
Loyal employees who are dedicated to your organization are those who have a relationship with their manager and co-workers, and see their work relationship as a long-term proposition.
A few things experts use to win over tough audiences.








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