21st Century Leadership
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21st Century Leadership
Leadership and Encouragement for the 21st Century
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How to Locate and Motivate Your Most Influential Employees

How to Locate and Motivate Your Most Influential Employees | 21st Century Leadership | Scoop.it

You would think it would be clear that any business’s most valuable workers aren’t some kind of uniform game pieces, human checkers that can be swayed, swapped, motivated and moved around the board at will. But this fact of life is apparently not obvious to millions of managers at every level in organizations of all sizes. They continue to believe that, in almost everything involving people, one size or one approach fits all.


Via The Learning Factor, Kevin Watson
Roy Sheneman, PhD's insight:

Find your best leaders and get them organized to meet the corporate goals, or go home as success will be tough.

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The Learning Factor's curator insight, June 9, 2015 7:28 PM

If you can't find the people who have the most impact, you won't be effective in making critical organizational changes.

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Four Emotional Drivers for Employee Engagement

Four Emotional Drivers for Employee Engagement | 21st Century Leadership | Scoop.it

Via Daniel Watson, Carol Sherriff
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Carol Sherriff's curator insight, September 7, 2013 11:36 AM

I like the simplicity of the model suggested - prompts thought - but on reflection it is to simplistic. People are differently motivated within each of the four headings. I tend to use Archetypes or NLP frames of reference when working with a group on motivation/

Bryce Wettstein's curator insight, September 9, 2013 12:08 AM

"Management is the opportunity to help people become better people. Practiced that way, it's a magnificent profession." - Professor Clay Christensen

 

I think this quote is an excellent supplement to the article. The article talks about four different emotional drivers that motivate employees, and how their morale affects their overall performance. If a manager is able to satisfy these emotional drivers, it develops positive employee engagement in the workplace.

 

This is a great example of the behavioral approach to management, which stresses group dynamic and leadership, social needs as primary motivating factors, and focuses more on the human side of an organization.

Terence R. Egan's curator insight, July 5, 2014 9:32 PM


Now, how can the principles of Behavioral Economics be employed in the workplace in order to optimize the attainment of the four emotional drivers?

 

For example, studies have shown that sharing unique, or even risky activities can considerably enhance bonding and teamwork. This has been shown to be true whether between lovers (or prospective lovers), colleagues, or both (although that last one is purely my own speculation!).

 

How can Behavioral Economics inform us on the attainment of the other three emotional drivers?   

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At the Heart of “Employee Engagement” – Focus on Action, not Words

At the Heart of “Employee Engagement” – Focus on Action, not Words | 21st Century Leadership | Scoop.it

Employee engagement has been a hot topic for sometime now, and business owners get a little bemused at the constant push in their direction for them to do more to engage their employees, but they don't often see the way forward in making this happen as clearly mapped out as they would wish.

 

One way in which employee engagement can effectively be improved, is through encouraging within your business the growth of a culture of connection, being the connection of the human kind.

 

This excellent article, describes in simple terms what a culture of connection is, and then it offers seven steps that you can take to strengthen connection in your business.


Via Daniel Watson, Roger Francis
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Barriers to Employee Engagement

Barriers to Employee Engagement | 21st Century Leadership | Scoop.it

The holy grail of business is to have 100% of your employees, 100% engaged in assisting you every day, to accomplish your business goals and objectives.

 

The unfortunate reality is that, in most businesses at any time, at least 40% of  employees will fall well below the desired level of engagement.

 

This excellent article identifies 10 barriers, all of which employers can control, that  if placed in front of your employees, will lead to less than optimum levels of employee engagement becoming the norm.


Via Daniel Watson, Shirley Williams (appearoo.com/ShirleyWilliams)
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Is Trust the Answer to Employee Motivation?

Is Trust the Answer to Employee Motivation? | 21st Century Leadership | Scoop.it

Via Daniel Watson, Jean-Philippe D'HALLUIN, Roger Francis
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Daniel Watson's curator insight, November 28, 2013 9:57 PM

 

Most small businesses that employ staff, find that the level of motivation in individuals can vary remarkably, and even for individuals their motivation levels can rise or fall dramatically over time.

 

Sometimes it is hard for business owners to understand what motivates or demotivates their employees, and given the complex science behind motivational theory, it is not surprising that articles on the subject can be very weighty and at times incomprehensible.

 

This excellent article, suggests that trust is the key factor in determining staff motivation, and it provides a simple infographic that very neatly sums up the whole subject to allow a better understanding of the basics of employee motivation.

Sigrid de Kaste's curator insight, November 30, 2013 3:01 AM

Trust is certainly part of it...what else?

Dr. Ir. Henk Jan Jansen's curator insight, December 11, 2013 6:37 PM

Guess trust is more important than ever.

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Five Must-Dos to Improve Employee Engagement - Transform the Zombies into Humans

Five Must-Dos to Improve Employee Engagement - Transform the Zombies into Humans | 21st Century Leadership | Scoop.it

Via Daniel Watson, Garth Sanginiti
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Tiffany Crosby's curator insight, July 1, 2013 5:19 PM

Look at # 1 - hiring for attitude, sound familiar. It's nice to see more and more science that backs up what should be intuitive to us. Attitude matters.

Garth Sanginiti's curator insight, July 1, 2013 7:30 PM

"Concentrating on employee engagement can help companies withstand, and possibly even thrive, in tough economic times. Gallup researchers in 2012 studied the differences in performance between engaged and actively disengaged work units and found that those scoring in the top half on employee engagement nearly doubled their odds of success compared with those in the bottom half."

Gilvan Azevedo's curator insight, July 2, 2013 11:20 AM

Sem tesão, não há solução, dizia Roberto Freire. Mas "engajamento" é construído de fora para dentro???

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Five Low-Cost Employee Engagement Ideas That Work

Five Low-Cost Employee Engagement Ideas That Work | 21st Century Leadership | Scoop.it

Small businesses are often limited in the resources they have available, and this can restrict their ability to introduce employee engagement initiatives, that are increasingly being introduced into their businesses by their bigger corporate cousins.

 

To counter the risk of loosing employees to larger companies, who offer more to assist their employees to be more engaged in their work, small business owners need to find low cost, employee engagement ideas, that they can quickly implement.

 

This good article, identifies five such ideas, and describes how each should be implemented to achieve an improvement in employee engagement levels, in your business.


Via Daniel Watson, Marco Flaborea
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