Dr. Melissa Luke is a published author and a professional speaker who trains minds in performance excellence. She holds a doctoral degree in management specializing in the reduction of white-collar crime and fraud. Dr. Luke’s thoughts on customer service, fraud detection/reduction, and the educational system have been seen/published on Fox News, Forbes, The Huffington Post, Salem Communications, Educational News, The Chief Learning Officer, Alister & Paine, BLR, The American Management Association, and many other nationwide media outlets.
Dr. Melissa Luke is a professional motivational speaker with a very clear mission, to train today’s minds for career excellence. Her message has reached audiences in the tens of thousands and she has spoken in front of Fortune 500 executives, hospital staff, police departments, municipalities, non-proﬁts, universities, state agencies and the federal government.
Dr. Luke is one of the few professional speakers on the circuit today whose goal is to truly reprogram the way people think. She is proactively dedicated to raising the level of thought in any organization she works with and changing how her audience views their lives, their careers and their happiness. Dr. Luke not only works with corporations to eradicate job dissatisfaction, but she also visits universities across the country to end this career-epidemic and empower our youth to specialize in professions they love.
A great majority of companies that grow in size will endure problems with ethics. A happy workplace requires true wisdom of the leaders. Pay close attention to who the leaders are – they are not your ‘usual suspects’.QDo you think there are a range of employees out there in the wrong job, and ultimately holding businesses back from being the best they can be? What can companies do to mitigate this – or do they tend to not want to address this for fear of admitting they hired the wrong person for the job?
Millions of people are in the wrong job. Even worse, more people are in the right job, but find dissatisfaction with their careers because they are working with the wrong people. Training people to work with the minds of others can be more difficult than teaching the skillset required for a particular scope of work.QIs a happy employee necessarily a high performer? Does happiness improve capabilities amongst employees and, in particular, top talent? Do you think today’s leaders recognise the impact/importance of happiness in the workplace?
A happy employee does not guarantee a high performer; however top talent will thrive in happy environments. I do believe most leaders understand the importance of having ‘Cloud 9 employees’.QPrasad Setty, who heads Google’s people analytics group, was quoted last year: “We try to bring the same level of rigor to people decisions that we do to engineering decisions. Our mission is that all people decisions be informed by data.” Is the human touch lost when we, as a company, rely solely on metrics? Or do you think more organisations would benefit from following Google’s lead here?
Google’s ability to look at human beings using metrics is incredibly interesting. I don’t believe we have ‘lost touch’ in analyzing how people think. In past decades, we focused on financial statements to quantify the success of a company. We now use the motivational forces of what makes people happy as a derivative for success. Personally, I would prefer to work for a company that tracks my mind versus quarterly statements.QWhat do you think will be the biggest transformation in employer/employee relations over the next 5 years?
The employee will take on the primary roll of leadership and the employer will value them as highly paid consultants. This is not a new concept. Ricardo Selmer proved the point decades ago running Semco. The concept will simply re-emerge with more gravity.
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