23 Employee Engagement Eclectic Resource to Improve Your Work and Your Life.
David Zinger offers you informative links and resources to enhance and improve your work and life engagement. This edition of 23 Eclectic Resource Zingers range from the top people to follow in Enterprise 2.0 to Chris Bailey on nuance and a wonderful drawing by Elizabeth Perry on snow and spring in 3 acts:
Employee Engagement. Top 10 People to Follow in the Enterprise 2.0 Space and Why (Pt 1). http://bit.ly/aItNqn
Elizabeth Perry’s wonderful drawing on snow and spring in 3 acts. http://bit.ly/aDsRw1
Leo Babauta – 300 words towards being a positive person. Get the Zen habit. http://bit.ly/biyd1Z
Garr Reynold’s excellent presentation zen post on remebering from stories and experience. http://bit.ly/aCPEe4
Nilofer Merchant on Phil Gerbyshak’s blog Stop Playing Corporate Dodgeball…Yeah I’m Talking To You! http://bit.ly/9UcD2i
Valerie Zinger (my sister) great blog about Ottawa Real Estate and general real estate tips. http://bit.ly/9NgHyx
(Portfolio Careers) Barrie Hopson on Predictions for 2010: Five Changes in the Way We Work. http://bit.ly/axTbwy
Micheal Less Stallard teaches about U2’s Decision-Making Approach Contributes to Success. http://bit.ly/cbfTwF
Changing energy: How to turn employees from know-ers into actors by James Bennett at Melcrum. http://bit.ly/93oIt6
Noah Goldstein an excellent post on employee productivity in 5 easy minutes. http://bit.ly/cNYvMZ
Shawn Callahan post: Research shows that stories create personal motivation and increase productivity. http://bit.ly/dvpmqR
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David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. He offers exceptional contributions on employee engagement for leaders, managers, and employees. David founded and moderates the 2170 member Employee Engagement Network. His website offers 1000 posts/articles relating to employee engagement and strength based leadership. David is involved in the application of Enterprise 2.0 approaches to engagement and the precursor, creating engaging approaches to communication, collaboration, and community within Enterprise 2.0.
Book David for education, speaking, and coaching on engagement today for 2010.
David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. He offers exceptional contributions on employee engagement for leaders, managers, and employees. David founded and moderates the 2180 member Employee Engagement Network. His website offers 1000 posts/articles relating to employee engagement and strength based leadership. David is involved in the application of Enterprise 2.0 approaches to engagement and the precursor, creating engaging approaches to communication, collaboration, and community within Enterprise 2.0.
Book David for education, speaking, and coaching on engagement today for 2010.
Open your data. Tim Berners-Lee is the father of the Internet and very enthusiastic about open data. He made a plea on TED one year ago for open data and returned this year to show the results in just one year of making data more open.
Employee Engagement Data. It seems to me we are not very open about our data in employee engagement. Consulting companies often own the data for the companies they provide surveys for. Raw data is hard to come by. Employees sometimes never even see the results, let alone the data. It often seems to take forever for survey results to be communicated.
Data fear and improvement required. It seems to me that we fear being open about our data and sharing our data with the very people who create it. We can do better – we must do better – if we have an authentic desire to have our data move from a hoarded collection to a vehicle of authentic engagement.
3 Questions. Before you view the video ask yourself:
Are we making our engagement data open?
Are results shared with employees and the wider community?
If we are not making data open, what is holding us back?
View the video and begin to see the changes and benefits that occur from open data:
Now, open your data.
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David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. He offers exceptional contributions on employee engagement for leaders, managers, and employees. David founded and moderates the 2180 member Employee Engagement Network. His website offers 1000 posts/articles relating to employee engagement and strength based leadership. David is involved in the application of Enterprise 2.0 approaches to engagement and the precursor, creating engaging approaches to communication, collaboration, and community within Enterprise 2.0.
Book David for education, speaking, and coaching on engagement today for 2010.
22 Employee Engagement Eclectic Resource to Improve Your Work and Your Life.
David Zinger offers you informative links and resources to enhance and improve your work and life engagement. This edition of 22 Eclectic Resource Zingers range from George Ambler on goal setting at Google and Dick Richards on commandments for peace of mind to Eric Klein on why it is important to be tumbled and Bob Sutton on too many star employees.
David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. He offers exceptional contributions on employee engagement for leaders, managers, and employees. David founded and moderates the 2170 member Employee Engagement Network. His website offers 1000 posts/articles relating to employee engagement and strength based leadership. David is involved in the application of Enterprise 2.0 approaches to engagement and the precursor, creating engaging approaches to communication, collaboration, and community within Enterprise 2.0.
Book David for education, speaking, and coaching on engagement today for 2010.
Obsess with First Line Supervisor Development for Employee Engagement
Tom Peters has a mini rant video clip here about creating satisfaction for employees and that 1 of your top 10 strategic focuses needs to be on hiring, training, and developing your front line supervisors.
Watch this 2 minute 38 second video and start practicing what Tom preaches:
If the video does not load in this window, click here.
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David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. He offers exceptional contributions on employee engagement for leaders, managers, and employees. David founded and moderates the 2150 member Employee Engagement Network. His website offers 1000 posts/articles relating to employee engagement and strength based leadership. David is involved in the application of Enterprise 2.0 approaches to engagement and the precursor, creating engaging approaches to communication, collaboration, and community within Enterprise 2.0.
Book David for education, speaking, and coaching on engagement today for 2010.
Are you engaging the right elements to create results-based employee engagement?
If you would like to see how the elements fit together and learn more about what each element means, you can click on the image or click here. If you would like your organization to achieve the complete alchemy of employee engagement contact David Zinger for more information.
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David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. He offers exceptional contributions on employee engagement for leaders, managers, and employees. David founded and moderates the 2170 member Employee Engagement Network. His website offers 1000 posts/articles relating to employee engagement and strength based leadership. David is involved in the application of Enterprise 2.0 approaches to engagement and the precursor, creating engaging approaches to communication, collaboration, and community within Enterprise 2.0.
Book David for education, speaking, and coaching on engagement today for 2010.
Daily employee engagement. This is a regular reporting of a one year project monitoring, measuring, and assessing daily employee engagement. You can see the original project plan, intention, measures and tools by clicking here.
This specific entry will not focus on the ongoing data collection, I will offer that in a future post. Today, I will focus on strength-based approaches to work.
Know your strengths – be engaged. I have been keeping track of my daily engagement from the start of the year. One variable I measure is how much I live and leverage my strengths. I have used both StrengthsFinder 2.0 and the VIA Survey of Character Strengths instruments to determine strengths. I completed these instruments years ago but find that I am not getting maximum leverage from my own strengths. In addition I believe we don’t engage in strengths just for strengths sake — we apply our strengths to results.
Overcoming strength myopia. I wanted to enhance my personal strengths applied to results. To enhance this I created a personal diagram applying my personal top 5 strengths from StrengthsFinder 2.0 to results. It is a visual aid and an identified pathway to meaningful results and helps me overcome any strength myopia. There was a refocusing of strengths by taking time to draw the diagram and now when I think about my strengths, I visualize them better while also seeing them more directed towards meaningful results.
Personal strength based management/leadership. My personal pathway of Gallup strengths is to fuse (1) maximizing strengths with(2) strategic approaches to results with a (3) positive orientation with (4) generating many ideas with (5) empathy for others — all fused together to give strength and engagement to hit the center of my results target.
Click on the sketch below to see a larger version of the diagram:
Your personal and daily strength based employee engagement.
Do you know your strengths? (if not what is stopping you?)
Do you use your strengths daily? (anything less than daily an anemic)
Do you leverage them in the service of others and results? (strengths are for more than ourselves)
Sketch out your strengths to derive more engagement benefit from a strength based approach to work.
Start holding powerful and engaged strength based work discussions with co-workers.
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David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. He offers exceptional contributions on employee engagement for leaders, managers, and employees. David founded and moderates the 2170 member Employee Engagement Network. His website offers 1000 posts/articles relating to employee engagement and strength based leadership. David is involved in the application of Enterprise 2.0 approaches to engagement and the precursor, creating engaging approaches to communication, collaboration, and community within Enterprise 2.0.
Book David for education, speaking, and coaching on engagement today for 2010.
Background. Daniel Kahneman is a leading psychologists who created the field of behavioral economics. He is an expert on economics and irrational approaches to understanding ourselves and our world. Using examples from vacations to colonoscopies, Nobel laureate and founder of behavioral economics Daniel Kahneman reveals how our “experiencing selves” and our “remembering selves” perceive happiness differently. This new insight has profound implications for economics, public policy — and our own self-awareness.
Employee Engagement Questions. As you watch the video think about the implications of his views for employee engagement. For example:
How much of engagement is experienced?
How much of engagement is remembered?
What is the implication for this in regards to survey data or real time engagement measures?
What is the power of our engagement stories – the stories we tell ourselves about our experience at work?
How well do we attend to changes, significant moments, and endings in our engagement with work?
What is the role of time in engagement?
Are we making work memorable?
How engaged is the experiencing self?
How engaged is the remembering self?
How might the remembering self be skewing employee engagement survey results away from an understanding of the experiencing self?
When are employees more engaged or merely thinking they are more engaged?
The $60,000 Flat Line. Ensure you watch the last 3 minutes of this video. Lack of money can contribute to misery in America but once an income of $60,000 is reached there is no more increase in happiness with income earned.
If the video fails to load in this window, click here.
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David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. He offers exceptional contributions on employee engagement for leaders, managers, and employees. David founded and moderates the 2125 member Employee Engagement Network. His website offers 1000 posts/articles relating to employee engagement and strength based leadership. David is involved in the application of Enterprise 2.0 approaches to engagement and the precursor, creating engaging approaches to communication, collaboration, and community within Enterprise 2.0.
Book David for education, speaking, and coaching on engagement today for 2010.
Employee Engagement Drives Loyalty and Business Performance at World’s Most Admired Companies
The Hay Group and FORTUNE magazine completed their 13th annual World’s Most Admired Company WMAC survey. They have done a wonderful job of offering elaboration and insight into top companies and employee engagement.
Here area key conclusions from the study:
The study analyzed the connection between employee engagement and a company’s business development and consumer relationship.
Ninety-four percent of respondents from the WMAC believe employee engagement has created a competitive advantage in the market place, compared to 82 percent at peer companies.
Additionally, 71 percent of respondents from the WMAC believe their company has been successful at linking employee engagement to customer satisfaction, compared to 58 percent at peer companies.
“Employee engagement is increasingly being recognized as a major driver of business performance, revealing important information about an organization’s health and future prospects,” says Mark Royal, a Senior Consultant with Hay Group’s Insight Practice.
“Companies on the World’s Most Admired list are not only better at engaging employees in a way that reduces internal frustration and fosters loyalty, they are also better at sharing those metrics with influential groups outside the organization, and translating their success into new business and an enhanced customer experience.”
Additional Engaging Insights:
94% of WMAC say employee engagement efforts reduced employee turnover, and 85% say employee engagement efforts reduced employee performance problems vs. 67% and 72% at peer companies respectively.
90% of the WMAC identified their company as very effective or effective at fostering high levels of employee engagement vs. 71% of their peers
73% of the WMAC say their ease of recruiting talent to fill key positions is much greater/greater than two years ago vs. 57% at peer companies
69% of the WMAC say employee loyalty to the organization is much greater/greater than two years ago vs. 49% of peer companies
86% of the WMAC say line managers have a very high/high involvement as owners of the organization’s engagement initiatives vs. 76% at peer companies
Making the List. FORTUNE determines the industry groupings by using the Fortune 1000 listing and the Global 500 listing. Companies in the 27 international industries must have approximately $10 billion in revenue and rank among the 15 largest by revenue within their industry. Companies in the predominantly US oriented industries must have approximately $2.0 billion in revenue and rank among the 10 largest in their respective industry.
How these companies got so admired:
Ability to attract and retain talented people
Quality of management
Social responsibility to the community and the environment
Innovation
Quality of products or services
Wise use of corporate assets
Financial soundness
Long-term investment value
Effectiveness in doing business globally
The Top 50. Click on any of the names to go to FORTUNE’s profile of the company and why it was most admired (the first 25 state have a short section on why they were most admired companies):
Making Hay and a FORTUNE. To learn more about the Hay Study, click here or to read more about this work at FORTUNE click here.
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David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. He offers exceptional contributions on employee engagement for leaders, managers, and employees. David founded and moderates the 2150 member Employee Engagement Network. His website offers 1000 posts/articles relating to employee engagement and strength based leadership. David is involved in the application of Enterprise 2.0 approaches to engagement and the precursor, creating engaging approaches to communication, collaboration, and community within Enterprise 2.0.
Book David for education, speaking, and coaching on engagement today for 2010.
12 Employee Engagement Eclectic Resource to Improve Your Work and Your Life.
David Zinger offers you informative links and resources to enhance and improve your work and life engagement. This edition of 12 Eclectic Resource Zingers range from employee engagement and community to stop the busywork.
Can you pass this The 2-Minute Opportunity Checklist for Entrepreneurs. http://bit.ly/duuv51
Employee Engagement: 8 things your employees want from you. http://bit.ly/9pnbgG
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David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. He offers exceptional contributions on employee engagement for leaders, managers, and employees. David founded and moderates the 2125 member Employee Engagement Network. His website offers 1000 posts/articles relating to employee engagement and strength based leadership. David is involved in the application of Enterprise 2.0 approaches to engagement and the precursor, creating engaging approaches to communication, collaboration, and community within Enterprise 2.0.
Book David for education, speaking, and coaching on engagement today for 2010.
Zaana Howard offers an engaging, concise, and well designed 26 slide presentation on connective leadership.
Create space. Connective leaders participate, facilitate, and enable through conversation, collaboration and community. View the slides and determine as a leader how you can create space within your organization.
David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. He offers exceptional contributions on employee engagement for leaders, managers, and employees. David founded and moderates the 2100 member Employee Engagement Network. His website offers 1000 posts/articles relating to employee engagement and strength based leadership. David is also very involved in the application of Enterprise 2.0 approaches to engagement and the precursor, engagement approaches to Enterprise 2.0.
Book David for education, speaking, and coaching on engagement today for 2010.
knots tangles fankles impasses disjunctions whirligogs and binds.
We have pulled employee engagement
into frayed thinking
creating and contributing to being stuck with a problem we actually never had.
Flashback to 1969 and R. D. Laing’s Knots
to determine what can be tugged at
to loosen the employee engagement noose
chocking off real inspiration for connected engagement
He does not think there is anything the matter with him
because
one of the things that is
the matter with him
is that he does not think that there is anything
the matter with him
therefore
we have to help him realize that,
the fact that he does not think there is anything
the matter with him
is one of the things that is
the matter with him.
Belonging is a key in employee engagement. How well does your work and your organization set up the conditions for you to experience these 4 longings.
1. Be long. When you break belong into two you have be-long. When we are engaged we can work for long periods of time and have those periods seem short. We take a long view of our work, our peers, our organization, and ourselves. We don’t race to get things done but we demonstrate tenacious persistence to achieve results that matter to all. Our time frame extends beyond the next text message or trying to improve every quarter even if it means sacrificing the long term.
2. To belong is to be a part of the organization. Do you experience yourself as a part of the organization or do you feel apart from the organization? Strong organizations ensure that employees not only feel and know they are part of the organization —- employees experience and engage in being a part of something greater then themselves.
One of my favorite bloggers, Chris Bailey, expressed it so well with his image of the holographic organization:
Within a holographic image, each section contains a complete image of the original object. So the real beauty of the holographic perspective is acknowledging that the organization is a vibrant collection of all the individuals within it. It recognizes that each individual is fully reflected in the whole. The organization is the individual and the individual is the organization. The interests of each individual and the organization are interconnected and interdependent.This approach offers a more human organization. ~ Chris Bailey
In addition, Peter Block in Community: The Structure of Belonging stated: to belong is to be related to and a part of something…it is the opposite of thinking that wherever I am, I would be better off somewhere else. The grass is not greener elsewhere and in engaged workplaces we can give, grow and contribute right where we are.
3. When something belongs to us we “own” it. To belong also means to be an owner. Are employees owners of their own engagement and work? This could be economic – owning shares or being a part of an open book organization. It also refers to the psychological and emotional ownership of our work. Again from Peter Block, to belong to a community is to act as a creator and co-owner of that community. What I consider mine I will build and nurture. As the pithy expression states: nobody washes a rented car. Don’t put employees on the bus — help them to own their work and their results.
4. Belonging also means a longing to be. Do you long for your work or do you feel you have just been working for far too long? To belong is a longing to be. Does our work give us the opportunity to be fully who we are? Is our organization infused with authenticity and genuine connection. Employee engagement can be a powerful pathway to our deeper purpose in all that we do. When engagement functions at the highest levels employee have gone beyond making their mark to making their work be a signature expression of who they are.
Let’s ensure that employee engagement belongs to all of us!
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David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. He offers exceptional contributions on employee engagement for leaders, managers, and employees. David founded and moderates the 2125 member Employee Engagement Network. His website offers 1000 posts/articles relating to employee engagement and strength based leadership. David is involved in the application of Enterprise 2.0 approaches to engagement and the precursor, creating engaging approaches to communication, collaboration, and community within Enterprise 2.0.
Book David for education, speaking, and coaching on engagement today for 2010.
15 Employee Engagement Eclectic Resource to Improve Your Work and Your Life.
David Zinger offers you informative links and resources to enhance and improve your work and life engagement. This edition of 15 Eclectic Resource Zingers range from engagement adding shareholder value to how to keep employees in a bad economy.
Score without focusing on scoring. Value of low employee engagement scores. http://bit.ly/aujQHP
Employee turnover costs the US economy an estimated $5 trillion annually. University of Seattle case study. http://bit.ly/9lXJAF
Solid Goldsmith on HBR: How to Keep Good Employees in a Bad Economy http://bit.ly/9emhHG
Employee Engagement Karōshi -> @junson nails it with latest cartoon for Today at Work. http://bit.ly/aX6K0F
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David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. He offers exceptional contributions on employee engagement for leaders, managers, and employees. David founded and moderates the 2100 member Employee Engagement Network. His website offers 1000 posts/articles relating to employee engagement and strength based leadership. David is also very involved in the application of Enterprise 2.0 approaches to engagement and the precursor, engagement approaches to Enterprise 2.0.
Book David for education, speaking, and coaching on engagement today for 2010.
Employee Engagement: The Walden 2.010 Project – Week 8.
Daily employee engagement. This is a weekly reporting of a one year project monitoring, measuring, and assessing daily employee engagement. You can see the original project plan, intention, measures and tools by clicking here.
Week 8:Baseline Data and Goal Setting
Week 8. This was an average engaged week. I am now 8 weeks into the project. I will make a shift to moving from baseline data and mindful engagement monitoring to more specific goals and active interventions.
Once again teaching is the biggest engagement activity for investing and getting a return on energy. Click on the image below to have a better look at the numbers:
Assessment and Review. This project is keeping my engagement on track.
Conclusions and Recommendations. I will make two changes moving into the third month. I will report only every 2 to 4 weeks while continuing to do this on a daily basis. I will set specific measures to achieve by the end of week 12. This has been a good collection of baseline data.
Employee Engagement Overall Take-away. Gather good baseline data and be more intentional about engagement.
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David Zinger, M.Ed., is an employee engagement writer, educator, speaker, coach, and consultant. He offers exceptional contributions on employee engagement for leaders, managers, and employees. David founded and moderates the 2085 member Employee Engagement Network. His website offers 1000 articles relating to employee engagement and strength based leadership.
Book David for education, speaking, and coaching on engagement today for 2010.
Focused and engaged? How is your leadership team doing at setting direction as they strive for world domination. Do they have the drive to meaning? Enjoy this short Python video on the very big corporation leadership team meeting on domination and hat sales. Thanks to Johnnie Moore for posting this video.
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David Zinger, M.Ed., is a leading expert on employee engagement. He offers education, consulting, and coaching to achieve results woven with authentic and beneficial employee engagement for all.
Engagement Defined. Employee engagement is the art and science of engaging people in authentic and recognized connections to strategy, roles, performance, organization, community, relationship, customers, development, energy, and happiness to leverage, sustain, and transform work into results. ~ David Zinger
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