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"employee engagement enhancement"
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Culture Eats Strategy For Breakfast

Culture Eats Strategy For Breakfast | "employee engagement enhancement" | Scoop.it

Culture eats strategy for breakfast, technology for lunch, and products for dinner, and soon thereafter everything else too.Why? Because company culture, a concept pioneered by Edgar Schein, is the operationalizing of an organization’s values. Culture guides employee decisions about both technical business decisions and how they interact with others. Good culture creates an internal coherence in actions taken by a very diverse group of employees.

 


Via Kenneth Mikkelsen, Jerry Busone, Roy Sheneman, PhD, JLAndrianarisoa
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Anne-Laure Delpech's curator insight, May 23, 2014 2:19 AM

J'aime beaucoup ces propos :

"“You can’t complain here,” Tamara explained. “If you see something wrong, you must fix it. We say it is a great opportunity to come up with a solution, and this is where many of our best programs have come from. Anything can be changed. We aren’t victim to anyone. We own the culture.”"

Sandeep Gautam's curator insight, June 11, 2014 1:23 AM

Culture matters and it matters immensely!

Tobias Beckwith's curator insight, July 14, 2014 11:27 AM

This seems to be a theme for my day... this is the third place I"ve encountered the idea, and it's not even 9am yet. When we seek to create change in the world, all too often we ignore the most powerful thing working against us - the culture in which we're working. So how can you work with that? Make your change "fit" the culture? Find ways to change the culture itself?

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5 Thought Changers To Grow Employee Engagement

5 Thought Changers To Grow Employee Engagement | "employee engagement enhancement" | Scoop.it
Would you rather think differently than others or differently than you’re used to thinking? Chances are good that doing the second will get you the first.

Via Anne Leong
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5 Tips On Becoming A Leader People Want To Follow

5 Tips On Becoming A Leader People Want To Follow | "employee engagement enhancement" | Scoop.it

What are some of the common characteristics of the leaders that people want to follow?


Via Kevin Watson, donhornsby
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donhornsby's curator insight, May 8, 2014 8:47 AM

(From the article): Great leaders that people want to follow want the best for their team members – they invest time, energy, and money into helping their people reach their potential as leaders in their own right.

 

When you look at your team members, always ask the question: What is their next area of growth? What would help them get there? What can I as a leader, or we as an organization, provide for them to help them realize their potential? Do we need to get them more training? Do they need to be mentored? Do they need more opportunities to try some things outside of their current role?

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The "Principals" of Building Trust

The "Principals" of Building Trust | "employee engagement enhancement" | Scoop.it
Trusting relationships are a key factor of successful schools. Building a positive professional level of trust forms the foundation that allows staff, students, and communities to take risks, succeed,…

Via Nancy J. Herr, Ivon Prefontaine
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Nancy J. Herr's curator insight, April 29, 2014 6:08 PM

Some sage advice for all administrators. The end of the year is a good time to review and plan. 

Ivon Prefontaine's curator insight, April 29, 2014 11:39 PM

I liked the numbering process the author used. If each "principle/principal" took time and sought honest feedback in each area, it might make a difference in schools.

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5 Secrets To Better Employee Engagement

5 Secrets To Better Employee Engagement | "employee engagement enhancement" | Scoop.it
Bring together your people and your brand and make meaningful progress toward better employee engagement.

Via the Change Samurai, Bobby Dillard
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6 Leadership Styles, And When You Should Use Them

6 Leadership Styles, And When You Should Use Them | "employee engagement enhancement" | Scoop.it
Great leaders choose their leadership style like a golfer chooses his or her club, with a calculated analysis of the matter at hand, the end goal, and...

Via Bobby Dillard, John Michel
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John Michel's curator insight, April 20, 2014 11:17 PM

The best managers consistently allow different leaders to emerge and inspire their teammates (and themselves!) to the next level.

Vittorio Grieco's curator insight, April 22, 2014 10:42 PM

#maglia_rosa

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Why Leadership Is Different to Management — These 5 Critical Ways

Why Leadership Is Different to Management — These 5 Critical Ways | "employee engagement enhancement" | Scoop.it
Leadership and management are different. Here we explain why they are different and also spell out what you need to do to set yourself apart from other team managers.

Via John Lasschuit ®™
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John Lasschuit ®™'s curator insight, April 20, 2014 2:36 PM

by Martin Webster: Differences between #leadership and #management.

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Seven Things Great Employers Do (That Others Don't)

Seven Things Great Employers Do (That Others Don't) | "employee engagement enhancement" | Scoop.it
Gallup has uncovered seven unusual, innovative, and proven tactics to create productive and profitable working environments. You're not likely to find these ideas elsewhere.
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The Obstacle Course of Employee Engagement

The Obstacle Course of Employee Engagement | "employee engagement enhancement" | Scoop.it
It's hard to keep on top of employee engagement sometimes - people do say it can be an obstacle course.
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Rescooped by Jean-Philippe D'HALLUIN from Engaging Staff to Excel
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Employee engagement model

Employee engagement model | "employee engagement enhancement" | Scoop.it
This is a new employee engagement model created by Mutual Force called employee engagement 50/50 model (Patent pending). This heuristic model is a balanced and practical approach to employee engage...

Via Margaret Driscoll, Learning Organization Librarian
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Why Your CEO Must Also Be the Company’s Chief Culture Officer, Too

Why Your CEO Must Also Be the Company’s Chief Culture Officer, Too | "employee engagement enhancement" | Scoop.it

Whether your business is large or small, if you are the CEO, you are also the CCO — the Chief Cultural Officer. Culture matters. It is what makes the difference between a thriving, profitable, and growing business and one that is lethargic and struggling.

 

The CCO who takes on the creating, shaping, and development of the company’s culture will see a highly productive and happy workforce who produce significant bottom line results.

 …


Via Roger Francis, Bobby Dillard
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The 9 Traits That Define Great Leadership

The 9 Traits That Define Great Leadership | "employee engagement enhancement" | Scoop.it
To motivate your team to achieve the highest levels of performance (and create an extraordinary organization in the process) here are the qualities you should model every day.
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5 Secrets To Better Employee Engagement

5 Secrets To Better Employee Engagement | "employee engagement enhancement" | Scoop.it

Via Daniel Watson
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Daniel Watson's curator insight, April 3, 2014 1:14 AM


A lot has been written in recent times on the subject of employee engagement, and business owners generally don't have the time to digest all the nuances embedded in the copious quantity of information available, so the essence of what is important is of more use to the average business owner.


Simply distilling  the information available relating to improving employee engagement levels, does not provide any form of guidance as to what to prioritise to make an earlier difference, therefore a different approach is needed.


This excellent article by a practicing global director of employee engagement, suggests that by connecting the brand and employees a business owner can make meaningful progress towards improving employee engagement levels, and it outlines the five areas of focus that are key steps to making this happen sooner rather than later.

Sigrid de Kaste's curator insight, April 3, 2014 6:47 PM

So true...

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Simon Sinek: Why good leaders make you feel safe

What makes a great leader? Management theorist Simon Sinek suggests, it's someone who makes their employees feel secure, who draws staffers into a circle of trust. But creating trust and safety...

Via Charney Coaching & Consulting
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Pavel Barta's curator insight, May 20, 2014 8:30 AM
Trust, Safety, Leadership, Productivity
Pavel Barta's curator insight, May 20, 2014 8:38 AM

Trust

Peace Overtures's curator insight, May 21, 2014 9:11 AM

Love in business? Heart-counts instead of head-counts? What would the world be like if this style of leadership was the norm?

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Cessez d'être reconnaissants envers vos salariés!

Cessez d'être reconnaissants envers vos salariés! | "employee engagement enhancement" | Scoop.it

Pour renforcer l'engagement des employés, mieux vaut se préoccuper de leurs problèmes et les laisser prendre des décisions.


Via Frédéric Brutier, Anne-Laure Delpech, Fabrice De Zanet
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Anne-Laure Delpech's curator insight, May 14, 2014 5:15 AM

Un article très bien fait sur la motivation !

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Rethinking HR's role in employee engagement - HR Executive - Bain & Company - Publications

Rethinking HR's role in employee engagement - HR Executive - Bain & Company - Publications | "employee engagement enhancement" | Scoop.it
HR plays a key role in raising levels of engagement among employees—but it's not the role that most companies assign.

Via Kudos, Gene Shklover, PhD
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Kudos's curator insight, May 8, 2014 11:47 AM

HR can manage recognition and reward programs and engage their own department but if you want to be successful with a company wide culture initiative for building employee engagement, you need C level buy in to get the  trickle down effect with all managers.

 

The CEO should be the Chief Engagement Office and executives and managers should be their disciples spreading the vision and reinforcing the mission. And CEO's you need to constantly reinforce your message to excite your ambassadors. 

 

So, if you want to change things -  you first need to address two truths - People quite their managers, not the company (most the time) and the #1 thing most people want is to be appreciated. So, if you want to stop people from quitting their managers (most quite and stay by the way = disengaged = poor performance), a good place to start is to have managers show a little appreciation to their team.

 

The only problem is some managers are horrible managers, to focused on the wrong things (aka short term goals) or worse, just horrible people undermining your efforts. 

 

You may have heard about the  "Peter Principle" which stats that every employee will rise or get promoted to his or her level of incompetence.  A lot of managers fit this principle. 

 

The peter principle is not the main issue for disengaged employees. You may have good people in the managers roles but I think it is lack of time.  Most managers are not just managers, they also have other full time responsibilities and sometimes managing people goes to the lowest of their priorities when they are just trying to get stuff done . But that still leaves most companies with an engagement problem. 

 

So what is the answer - make recognition easy, and let everyone be part of the solution. The crowd is wise and it takes a village  to raise a culture.  Ok, I made that last part up but it is kind of true.

 

That is a great place to start.  Put in a simple program and system that allows people to quickly and easily recognize one another for the great things they do. That says to everyone the company cares about their team  and culture. With system everyone and hopefully managers will then find the time to recognize their people and reinforce values and behaviours that make your company great.

 

Recognition and appreciation is like a smile - it is contagious. 

 

Thank Different. :)

 

 

 

 

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Are You Ready to Lose Control?

Are You Ready to Lose Control? | "employee engagement enhancement" | Scoop.it

Control: It’s the essence of management. We’re trained to measure inputs, throughputs, and outputs in hopes of increasing efficiency and producing desired results. In a world of linear processes, such as in the factories of the Industrial Age, that made sense. But in today’s knowledge economy, where enterprises are complex, adaptive systems, it’s counterproductive.

 

The real problem is confusion between control and order. Control implies centralized control and hierarchical relationships. The person with control tells others what to do and whether they are successful or not. Order, on the other hand, emerges from self-organization. There may not be anyone telling others what to do, yet things get done—often with great efficiency and effectiveness. People know what is expected of them and what they can expect of others.

 

But how can this be true? Mustn’t an orchestra have a conductor? A dance troupe, a choreographer? A company, a CEO?

 

Not necessarily. Nature abounds with examples of what is known as swarm intelligence. Termites build intricate dwellings without the benefit of set of plans or engineers with advanced degrees. Birds migrate thousands of miles in formations where the lead position rotates to optimize their collective capacity. There are no marching orders or hierarchies dictating who leads. Massive flocks of starlings engage in intricate maneuvers known as murmuration with neither collisions nor confusion. There is order without overarching control. Indeed, our obsession with control helps explain why human-designed organizations fail to achieve such beautiful synchronicity.

 


Via Kenneth Mikkelsen, Fabrice De Zanet
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Steve Bax's comment, April 23, 2014 4:42 AM
This ties with the Belasco and Stayer thinking. Humans tend to seek control. Feeling out of control of ourselves and our lives can cause physiological effects. So passing it to others is tough.
Steve Bax's curator insight, April 23, 2014 4:43 AM

Another stimulating scoop from Kenneth. This ties with the Buffalo and Geese theory from Belasco and Stayer. Passing control to others is not always easy. 

Tony Brugman (Bright & Company)'s curator insight, June 5, 2014 5:12 AM

Good blog on the difference between 'control' and 'order' (and what we can learn from swarms)

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3-Signs You’re An Insulated Leader | Switch and Shift

3-Signs You’re An Insulated Leader | Switch and Shift | "employee engagement enhancement" | Scoop.it

If you are an insulated leader, you are missing the big picture. As a result, you are making decisions based upon poor—sometimes misleading—information. 

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12 Actions of 21st Century Servant Leaders | Switch and Shift

12 Actions of 21st Century Servant Leaders | Switch and Shift | "employee engagement enhancement" | Scoop.it
21st century leaders need to tap into the actions that unleash the human spirit in our organizations. These are merely 12 ways. Certainly in a list like this

Via Anne Leong
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Empowerment's curator insight, May 8, 2014 10:49 AM

Servant leadership is not new yet its benefits have been forgotten by too many of us

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HR Magazine - Employee engagement closely tied to health and wellbeing

HR Magazine - Employee engagement closely tied to health and wellbeing | "employee engagement enhancement" | Scoop.it
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The 5 Things You Must Give Employees

The 5 Things You Must Give Employees | "employee engagement enhancement" | Scoop.it
Odds are very high that many of your employees are disengaged, but you have the power to change that. Forget about awards and bonuses. Here are the five gifts that keep on giving.

Via Anne Leong
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What is radical management? (January 2014)

Why is most of what we know about management plain, flat, dead wrong? The world has changed, but management hasn't. A different kind of management—radical ma...

Via hvdk
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hvdk's curator insight, April 16, 2014 8:07 AM

Une approche qui démarre de l'enchantement du client. C'est de l'oxygène pour les entreprises. Le livre de Denning est un #mustread ;-)

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Who am I (at work)? - Personal Development Framework for Employees

This basic framework is a great resource to help you get to know your employees (or future employees) better. Use it to find out what drives them as individu...

Via Pi Wen Looi, PhD.
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Why the 'Employee Engagement' Industry Has to Change

Why the 'Employee Engagement' Industry Has to Change | "employee engagement enhancement" | Scoop.it
The whole concept of "employee engagement" has to change. Companies need to think more broadly, expand their language, and use new tools and approaches to measure and build commitment in the

Via Margaret Driscoll, Learning Organization Librarian
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How To Foster Employee Trust And Growth Through Constructive Feedback

How To Foster Employee Trust And Growth Through Constructive Feedback | "employee engagement enhancement" | Scoop.it
True leaders understand the power of constructive feedback. But there are several important things to remember in delivering it if you want your employees to take you seriously and act upon your feedback.

Via Anne Leong
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