My friend and co-author, Peter W. Hart, and I are offering a free 90 minute workshop on Tuesday December 1 from 8AM to 9:30 at the Winnipeg Winter Club. Space is limited, if you are interested contact me at: email@example.com.
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My friend and co-author, Peter W. Hart, and I are offering a free 90 minute workshop on Tuesday December 1 from 8AM to 9:30 at the Winnipeg Winter Club. Space is limited, if you are interested contact me at: firstname.lastname@example.org.
Turkey has taught me much about employee engagement. I will be writing more about this over the next few months. I wrote a short post on LinkedIn today on what we can learn about employee engagement by ballooning over Cappadocia. Go there now to learn about the power of wind and lift in our work.
— David Zinger (@davidzinger) November 18, 2015
David Zinger is a global employee engagement expert and speaker who teaches individuals and organizations the powerful behavioral elements they can apply immediately to make a difference with engagement. He spoke to 2000 people in Istanbul at a People Management conference. The audience was both beautiful and amazing.
Written Saturday November 14th in Istanbul the morning after the Paris Massacre
We desperately need People Artists. We need people who bring out the best in others. We hear too much about the worst and fail to find, celebrate, and draw out the best. Please join me as a People Artist. Add color to your world to wash away the greyness of disengaged passivity and to obliterate the blackness of hate and terrorism. Be a person who brings out the best in others at work and everywhere else in life rather than a person who destroys, injures, and hurts. Life is too short – draw out the best.
Everyone is an artist. Don’t wither. Don’t go negative. Lay claim to the artist you already are. It is time to use your senses. It is time to move beyond yourself and make work matter by ensuring people know that they matter.
Artistry is a gift you give rather than a gift you have. People Artistry is a gift you give to others. It may even go beyond them and touch others you never see or never know. People Artistry is more than a pebble in a pond creating shallow ripples it is a positive explosion of recognition, gratitude, appreciation and engagement. It is connection that destroys mediocrity, passivity, and disengagement. And here’s the ironic thing, when you give the gift you receive the gift of moving beyond yourself and drawing out the best.
Accept the invitation. You don’t have to do this but why would you decline? Why would you ignore what brings out the best. This is your daily hero’s journey. Your dragons are ignorance, busyness, and fear. Your light sabre is to see beyond yourself and to connect like there is no tomorrow. Be like all the people who race to get on every flight at the airport, they can’t seem to wait to store their excess baggage and to claim their seat. Get rid of your excess baggage of fear and disconnection and race into a flight of People Artistry.
You owe a debt. Your debt is to the people who brought out the best in you. Perhaps your grandpa, your mother, your teacher, your brother, your friend, your co-worker, your boss. Don’t fail to pass the torch of drawing out the best from those who drew out the best in you.
You already have the tools. Your tools are not in a box or cabinet. They are you. You have a heart to care. You have ears to listen. You have eyes to see. You have lips to express. You have hands to give.
The time is now. Go ahead. Dwell deeply in the art of being human. Share your work. Enliven the blank canvas at work. Banish invisibility of others. Open your heart. Listen deeply. See beyond. Express fully. Reach far.
. . .
David Zinger is an employee engagement expert and speaker from Canada who is in Istanbul to speak on employee engagement. He is also a practicing People Artist engaged in drawing out the best in others. People Artists: How to Draw Out the Best in Others launches in Montreal and Winnipeg at the end of November.
A lesson from Istanbul Turkey on Employee Engagement
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On a Bhosporous ferry ride in Istanbul I saw the Yavuz Sultan Selim Bridge near the Black Sea. I believe this is an iconic image for work on employee engagement. Employee engagement is connection. We connect employee and employees connect themselves with results, performance, progress, relationships, recognition, moments, strengths, meaning, wellbeing, and energy.
I love how the bridge is being built from both sides. In employee engagement, engagement must be built by both the employee and the organization.
The construction project has much controversy You can read about it here. There is always more than meets the eye in both building real bridges and building bridges between work and engagement.
The gap in the middle of the bridge under construction symbolizes the work that is still needed to achieve full engagement. We will remove the gap as we focus more on both employees and the organization, when we focus on small, simple, structural. significant and sustainable actions and when we refuse to move forward unless employee engagement is for the benefit of all.
Banish anonymity and invisibility at work
Don’t let employees be or believe they are invisible. Be a People Artist and draw out the best from the people you work with. This is accomplished by seeing everyone you work with and letting them know they are seen. We cannot rely on an anonymous survey as our GPS guide to greater employee engagement!
My friend, Don MacPherson, from Modern Survey offered today’s stat of the day: 6% of US employees say they see or talk with their manager once a month or less. This puts micromanaging on its head by suggesting we need a microscope to find the manager.
Managers and all employees: see, connect, converse, engage. Enough said!
David Zinger is an employee engagement expert and speaker. He recently wrote People Artists: Drawing Out the Best in Others at Work with Peter W. Hart.
Ultimately to me, engagement is not a problem to be solved. It is an experience to be lived, a result to be achieved, a relationship to be built, and a work-based pathway to well-being. ~ David Zinger
Keep that in mind as you work today. If you want a little more about this read my Linkedin post: Employee Engagement: What’s Your Problem?
David Zinger is an employee engagement expert and global speaker. David will be giving the morning keynote on the pyramid of employee engagement in Istanbul, Turkey this November.
People Artists Use Their Eyes to See
On Friday I was returning to Winnipeg from Montreal. I had an hour before my flight and went to the Air Canada Maple Leaf lounge. As I scanned the lounge the travellers looked so weary and seemed impervious to the hard work of the catering and cleaning staff’s constant work to replenish food and beverages and to keep everything fresh and tidy.
No one in any workplace should ever be invisible!
I always thank the staff as I move around the lounge but I took it upon myself to offer a little extra gestures of appreciation. I grabbed a business card and wrote a sincere note of appreciation for their work and how they made my journey easier and more enjoyable. As I left the lounge I said thank you to the last cleaning person I encountered and handed them my little note.
When I landed in Toronto to catch my transfer flight here is an email I received on my phone:
Be a People Artist: As you travel through your workplace don’t be weary. Care, Listen, See, Talk, and Give.
David Zinger is an employee engagement speaker and expert and the co-author with Peter W. Hart of People Artists: Drawing Out The Best In Others At Work.
11 Years of Social Media Work – And 11 Gifts For You!
Today, October 4, 2015, marks my eleventh anniversary of writing, contributing and interacting on social media. It has been an awesome opportunity and privilege to make so many friends and acquaintances over the 11 years through social media. I would not be who I am today without my interactions with you.
I have been involved in social media during every year in my fifties and now I am into my second year in my sixties. I have progressed a lot from writing my first blog post eleven years ago about going to the dentist to thousands of blog posts on employee engagement.
I celebrated my sixty-first birthday ten days ago and in celebration of being 61 and 11 years in social media I offer you 11 fantastic free resources on employee engagement. Enjoy – and look for even better contributions and resources in the next 11 years!
David Zinger is an employee engagement speaker and expert celebrating 11 years of social media involvement.
Fantastic Free Employee Engagement Resources (plus a bonus resource).
I am celebrating my 61st birthday today. At my age, I don’t need any presents but I’d like to give some, so here are 11 employee engagement presents for you.
Here is a bonus bonus resource for anyone interested in using gamification for managers: Game On
David Zinger is an employee engagement speaker and expert.
I am in Ottawa right now at the Halogen Software Conference.
It was a pleasure yesterday to facilitate a session on employee engagement. Halogen Software was welcoming, supportive, fun, and well-organized. My session went very well as I outlined the pyramid of employee engagement and even had the opportunity to have about 25 participants purchase an advance copy of the new book on People Artists by Peter Hart and myself.
It was an honour to give 3 People Artists awards to Connie Costigan, Melany Gallant, and Zoryana Cherwick for their ability to draw out the best in people through their work on the prolific, helpful and informative Talentspace blog. I think this site is worth a visit at least once a week.
For two and a half years I have written a monthly blog on employee engagement for Halogen. This was my first opportunity to meet them in person and I was impressed about who they are and how they work. Thank you Halogen for making my day!
I invite you to enjoy my Linked In post on distraction today. It includes a selfie taken with the Rosetta stone when I was in the British Museum. It also includes a picture of a tricycle that is too small for me to ride.
The post on Linked In begins:
What are the keys to employee engagement when we are distracted? Fox News ( I often see a fox in the St. Vital park which is just a block away, and they have some lovely flowers) published an informative post on August 31st …
We should all know our keys. I just lost mine. I know they are around here somewhere. I also wish I could find my to-do list so I could remember what I was supposed to work on this afternoon. I just can’t remember my password for Google Calendar, hey that’s a cool new logo they are using for Google. I know I put my passwords in a file somewhere (read the full post by clicking here – or did I already say that, I just forgot).
Are 2 simple rules powerful enough to guide a year of work and interaction?
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Simple rules. I have become enamoured with simple rules to guide and govern behavior and actions. It is a bit ironic as I always stated that rules were not engaging but somehow simple rules feels more inviting and not commandment-like at all.
A New Year’s Guide. This post outlines 2 simple rules I am using to guide my work and wellbeing from September 1, 2015 to August 31, 2016. Even at 60 years of age, September 1st. always feels like the first day of the New Year. In my mind and experience, September marks the beginning of the school year in Canada.
Moving on from a 3 word theme. For the past 7 years I have used a 3-word theme to govern the year ahead. I loved the focus and simplicity of it. I was reluctant to give it up but I was looking for a more active approach to the year ahead wedded with specificity. The three word theme was a nice beacon or personal north star while 2-simple rules is a detailed daily road map through work and wellbeing. I am craving a more behavioral action guide for 2015/16. I was planning to write 3 simple rules but in drafting the rules, and my love of small and simple, I decided I only required two rules.
My two daily rules are:
Rule 1: Action – 15
Start and record fifteen 15-minute periods of engaged work or wellbeing sustained with resilient grit.
Rule 2: People Artistry – 5
Draw out the best in others or myself 5 times through connection and expression of appreciation, curiosity, or recognition.
Rule 1 is focused on using short engaged time zones to maximize productivity and well-being. The key moment for me with this simple rule is to just start. I start each period of work or wellbeing by pushing the button on my watch timer already preset for 15 minutes. A second challenge is to sustain engagement for the full 15 minutes. To do this I added resilient grit into the rule. I want to bounce back after inevitable setbacks and I want the grit and gumption to stick with this rule for the year. I know that a big factor in success for me is to keep recording the periods. I don’t need to conduct detailed assessment and analysis but I know that I often become derailed when I stop recording.
Rule 2 is inspired by the new book I wrote with Peter W. Hart on People Artists: Drawing Out the Best in Others at Work. This book will be released in October of 2015. The image on the one page guide at the start of this post is taken from the cover of the book and was painted by Peter Hart. I did not want to just write the book and offer the book to others, I plan to make it a personal daily practice. This rule will bring the concepts and practices of the book to life while also offering a trigger for 5 daily acts of people artistry. Most of those acts will take the form of appreciation, curiosity, or recognition.
Background. Some of the background for this change in approach from a 3-word theme to 2-simple rules came from the literature on Kaizen and a recent book by Donald Sull and Kathleeen M. Eisenhardt on, Simple Rules: How to Thrive in a Complex World.
Rule your own world of work, wellbeing and engagement. The primary purpose of this post is to encourage you to develop a few simple rules to improve your work and wellbeing. My rules are not your rules. You are welcome to use mine as a starting point or a launching pad to design your own rules. Later this year and in 2016 I will be writing more about behavioral employee engagement and simple rules. You will learn guidance on how to formulate and apply the concepts of simple rules. I encourage you to read Sull and Eisenhardt’s book to develop a deeper understanding of how simple rules have been used in a variety of setting and how you can use simple rules.
Your next action. I encourage you, for now, to think about what rules would help you engage more fully with your work and wellbeing. As you think this through I encourage you to take a few notes and to write down some early drafts of the rules.
David Zinger is an employee engagement speaker and expert who is pairing the behaviors from the pyramid of employee engagement with simple rules to make a difference to engagement in 2016.
If you want to get more out of your work, you need to put more into your work.
We must stop the employee engagement candy floss now before it gets so gooey and makes such a mess that we toss it in the management and leadership bandwagon trash bin.
Here is a sample of “employee engagement” published last week from the Comprehensive List of Employee Engagement Activities:
Do not think I am a curmudgeon. I am not opposed to these activities and if you are having a bar night, I’m in.
I am just saying that I don’t see this as employee engagement. This is the icing on the cake not the cake itself. We need to focus and enhance work and results.
My definition of employee engagement is quite simple but directly tied to our work: Good work done well with others every day. The above list are things done more outside of work than in the very work itself. I prefer to focus on results, performance, progress, relationships, recognition, moments, strengths, meaning, wellbeing, and energy that is found in the day to day of our work. If I want candy floss I will go to a carnival not my office.
David Zinger is an employee engagement speaker and expert who uses the pyramid of employee engagement to help organizations and individuals apply simple rules and key behaviors to get the most out of work.
In employee engagement — SMALL IS THE NEW SIGNIFICANT!
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How has that big employee engagement program been doing? Is your large employee engagement initiative making a difference? I have no doubt that employee engagement can make a big difference but that does not mean employee engagement approaches have to be big to matter. Small is the new significant.
We need to determine and act on small and simple behavioral practices that can be practiced daily by leaders, managers, and employees themselves. I am currently at work on taking the 10 block pyramid of employee engagement – making it action-oriented – articulating the actions as simple rules – and helping leaders, managers, and employees reduce the 10-block pyramid to a personalized 3-block pyramid embracing simple rules to govern their engagement work.
Here is a perspective from the School of Life that inspires me to keep on this path:
Rikyū reminds us that there is a latent sympathy between big ideas about life and the little everyday things, such as certain drinks, cups, implements and smells. These are not cut off from the big themes; they can make those themes more alive for us. It is the task of philosophy not just to formulate ideas, but also to work out mechanisms by which they may stick more firmly and viscerally in our minds.
David Zinger is an employee engagement speaker and expert from Winnipeg, Canada
I know you have seen them. The stack of smooth stones that offer a visual of calm and tranquility. I confess that I have always been attracted to them and even used them on the cover of my first book, Zengage: How to Get More Into Your Work to Get More Out of Your Work.
I trust you are also aware of the the increasing abandonment of the term work/life balance. Many say we can’t achieve balance because of how we work today and the influences of technology and the expectation to always be “on.” It is problematic that we would use a balanced and smooth ideal image when jagged and precarious captures more of the lived experience of work, wellbeing and engagement for most of us.
Let’s embrace a new balance for work and life in 2016. This balance has rough edges symbolized by the third stone in this stack and balance is fleeting, temporary, and precarious as symbolized by the almost tipping top stone on the top of the stack. I believe 2015 asks us to get more comfortable with things being jagged. We need to find our equanimity in edges and crevices and cracks.
I placed some crayons beside the stones to symbolize our need to work and play with what we’ve got and not dream of everything being smooth. Zen perspectives embrace impermanence and ask us to stop being so smooth and rather to be mindful and accepting of what actually is.
I encourage you to embrace jagged work, such as:
The new balance of life and work as we move towards 2016 is jagged, resilient, real, imperfect, and impermanent.
Learn to live it rather than trying to live up to some ideal.
David Zinger is an employee engagement expert and speaker who believes are best work can come when things are not smooth and balanced but rather jagged and precarious.
My post on employee engagement and respect was just published on Halogen’s TalentSpace. Click here to go read it.
I look forward to an action-packed and insightful presentation at the Halogen conference in Ottawa in September.
David Zinger is an employee engagement expert and speaker.
Let’s bring employee engagement into the year 2015.
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Here is the headline from a recent article: Is it time to sack the annual employee engagement survey? Click on the title to read it. Short answer: YES, sack it. We need to get more relevant, more timely, and make use the current technology available. Also we need to be aware of the cost of the survey and what could be done with the money we spend. I like data, I just want it more timely, more relevant, and more actionable. Our data should serve employee engagement work not have us be servants to a survey of dubious value.
David Zinger is an employee engagement speaker and expert from Canada. He is also founder and host of the 6700 member Employee Engagement Network.
Do you have a recognition routine to draw out the best from the people you lead and manage?
People Artistry is anything but routine yet paradoxically a routine is what can get you into People Artistry and sustain your work at bringing out the best in others for many years. In our time of energy depletion of having far too much to do and too little time to do it, intentional structure and routine operate as strong guides of behavior.
Watch for People Artists: Drawing Out the Best in Others at Work coming in October 2015.
David Zinger is an employee engagement speaker and expert who joined forces with Peter W. Hart, an expert on recognition, to create People Artistry – an approach to making workplaces better for all.
Join me September 9 to September 11, 2015 in Ottawa to learn more about employee engagement.
— Halogen Software (@HalogenSoftware) July 30, 2015
David Zinger is an employee engagement speaker and expert who is deriving simple rules of engagement from his pyramid of employee engagement model.
HRE Daily recently published an article entitled: Companies Surveyed Flunk Employee Engagement.
Here was the conclusion in the article:
“HR should be leading the charge to raise the firm’s employee engagement maturity level,” says Bruce Temkin, customer experience transformist and managing partner at the Temkin Group. “Employee engagement is one of the most strategic opportunities for HR professionals.” Meanwhile, survey participants point to three common obstacles that prevent them from turning this situation around: the lack of a clear employee engagement strategy, inconsistent buy-in from middle managers, and limited funding along with inconsistent buy-in across the leadership team.
I think the article points to some serious challenges in engagement. I personally, don’t care for the term “buy-in” for engagement as I am not sure that fits with what it means to be engaged. I wonder if the “buy-in” challenge for managers stems from being overloaded with so many things and perceiving employee engagement as something extra they need to do. I don’t want to be sold on engagement or sell it. Having said that I realize what a challenge it is to invite, converse, question, and co-create engagement. Yet this approach costs very little and alleviates the limited funding obstacle.
My focus is on small, simple, strategic, structural, and sustainable actions that can move the dial on engagement. If you want to seize the strategic opportunity of employee engagement I encourage you to focus on the big impact while using small actions.
In the second half of 2015 I am creating 11 simple rules that all employees can follow to increase their own engagement and supplementing the simple rules with how managers and leaders can foster that in the people they lead and manage.
This is based on my pyramid of employee engagement and enhances: results, performance, progress, relationships, recognition, moments, strengths, meaning, well-being, and energy.
David Zinger uses the pyramid of employee engagement as a speaker and consultant to show an inexpensive and behavioral pathway to improving employee engagement for the benefit of all.
David Zinger, M.Ed.
Zinger 8-word definition of engagement: Good work, done well, with others, every day.
Zinger Purpose Statement. To transform information, questions, and conversation into thoughtful action, thereby assisting organizations and individuals to fully engage in achieving meaningful results while building robust relationships.
Seize Small. The success of employee engagement is based on small, simple, strong, significant, and sustainable evidence based actions.
Go with Gumption. Engagement is built with the grit, gumption, and caring of good work done well, with others, every day.
A Pyramid of elements, not people. The Zinger 10 Block Pyramid of Employee Engagement will guide you through the 10 elements in overcoming the stumbling blocks and enlivening the building blocks of full engagement. Pyramids are made to house elements not people!
Strength and Power. Learn how to fuse the strength of one with the power of many to increase engagement. David Zinger built the Employee Engagement Network one member at a time into a force of 6400 global members focused on engagement.
Around the world. Mr. Zinger is one of the world's leading independent employee engagement experts. He has spent over 14,000 hours on the topic of engagement. Referred to as a Guru by the UK's Engage for Success movement, David has taught engagement in New York, Mumbai, Berlin, London, Singapore, Delhi, Prague, Barcelona, Wales, South Africa, Chicago and Warsaw.
Engage with David today Email him at: email@example.com