How do you train your company’s managers to serve as coaches to employees?

How do you encourage corporate leaders to take learning initiatives seriously, rather than just paying lip service to how great learning and training is?

Are pets (and any other animals) in your office a realistic possibility? What would you need to do to make your office pet-friendly?

How do you ensure women job candidates and employees are held to the same standards as men candidates and employees, and how can you teach women to not hold themselves to detrimentally exacting standards?

Consider doing a quick e-mail survey to see what your employees are most grateful for. It might tell you something about your company’s strengths and weaknesses.

Do you use personality assessments at your company? If so, how do you use them effectively, to make the most of employees’ potential?

What kinds of office co-habitation workshops or exercises do you provide at your company?

Do you make accountability easy for work teams, or do you suspect slackers (maybe even the boss!) are going undetected?

Today, many, if not most, companies have been downsized so that departments in which the boss is a participant, rather than just a planner, are much more common. In this kind of arrangement, is it still appropriate and necessary to have one person known as the boss?

Is there a way to train managers to model appropriate, considerate behavior to those working under them? What do you do to encourage mannerly managers?