Marnie E. Green

Marnie E. Green

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.

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Marnie E. Green Free Articles

Be Goals, Do Goals

Goals should be developed with employee input and focus on what matters most. This article provides some tips to develop specific, measurable, and time-focused goals that will challenge the employee.

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O-o-O: The Most Powerful Management Tool

The regularly scheduled one-on-one is a powerful management tool. This article provides tips to prepare for your next O-o-O with an employee.

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Who Says It Can't Be Done in the Public Sector?

This article provides a great example of public sector innovation.Leaders who ask these tough questions are the ones who will redefine what it means to serve the public.

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What Else? 3X

This article provides suggestions for engaging employees in problem solving.

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The Gift of Acknowledgement

Employee recognition is an important part of performance management. This article provides ten creative approaches to acknowledging and recognizing employees.

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Performance Evaluations Don't Have to Be Painful

Performance evaluations have the potential to be a productive and hopeful experience for you and your employees. This article provides tips on how to approach evaluations in a painless way.

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Four Lame Performance Management Excuses

There are many excuses for not managing employee performance. If you find that you've used any of these excuses, use these examples and make up for it by giving helpful feedback to an employee immediately.

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Performance Management: More Important Than Ever

Developing the skills necessary to effectively manage performance, the importance of clear expectations, regular feedback, and meaningful evaluations are a key part of performance management. This article offers current research findings that indicate employee performance management is more important than ever as many organizations still continue to struggle in the current economic climate.

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Ten for 2010

This article provides an example of how leaders can use specific optimism to provide direction and encouragement to staff, regardless of how uncertain the future may be. What have you envisioned for the future?

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Everyone Needs to be Seen

Employee recognition is an important part of performance management. This article provides a few tips for acknowledging those around you.

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Ideal is Not Ideal

Change is inevitable, and many are probably seeing a resistance to change in organizations right now. The way things "should" be may not be relevant anymore. How can you challenge the beliefs of others in order to create a new ideal?

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Delivering a Layoff Message - Ugh!!

This article provides eight tips for delivering the layoff message with respect, compassion, and kindness.

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Any Emotion is Normal

If you are facing a job loss, it will be important to recognize that the reactions you are having are normal. This article provides some insight to job loss and layoffs.

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