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Employee Engagement: Who is Your People Artist?

People Artists draw out the best in others. It is our debt. The debt we owe to the people who drew out the best in us. In the 48 second video below an attendee at the HRPA conference in Toronto acknowledges her People Artist. Watch the video and imagine you are in front of the camera asked to answer the following question:

Who drew out the best in you and how specifically did they do this?

People Artists 5 from David Zinger on Vimeo.

Special offer

During the LEAP into People Artistry Campaign we will be selling 10 or more copies of People Artists: Drawing Out the Best in Others at Work for just $14.95 a copy plus shipping. If you order 100 or more copies the price is reduced to $9.95 plus shipping. People Artists makes a great gift or recognition tool to give to all your supervisors, managers, and leaders.  This is a phenomenal value for this beautiful hardcover book full of images and insights to bring the people you work with fully to life! You will learn lessons from 37 People Artists and how to apply the 5 tools of People Artistry in your work.

To preview the book sample, click hereTo order 10 or more copies of the book contact me directly and I will set this up for you: david@davidzinger.com

David Zinger is an employee engagement speaker and expert. He is working at becoming a better People Artist each and every day.

 

Crack Open Work With The Employee Engagement Six Pack

We are personally responsible for our own engagement.

TopTen_Six

Even if we accept, personal responsibility for engagement and we have the will to engage, we can benefit from the skills of engagement.

Learn the skills of:

  1. With
  2. Treasure
  3. Trigger
  4. Study
  5. Foster
  6. Play

Access my latest post on the Halogen TalentSpace blog, click here.

David Zinger is a global employee engagement speaker and expert.

Employee Engagement: People Artists See Behind Their Own Lenses

How to Leap into People Artistry

Please take 3 minutes to view this short video about six photographers being given six different stories about the man they are asked to photograph. Their story influences the shot they take.

Are you any different?

As People Artists we don’t really see people as they are, we see them as they are in relationship to us and the stories we have about them inside our head.

Tomorrow’s Action Plan: When you arrive at work tomorrow, do your best to either wipe your slate clean, challenge the negative stories you have about another, or simply assume the best about each person you meet and do your best to draw out the best you see.

I trust with this exercise you will recognize that being a good People Artist is as much an inside job as an outward expression.

Special offer

During the LEAP into People Artistry Campaign we will be selling 10 or more copies of People Artists: Drawing Out the Best in Others at Work for just $14.95 a copy plus shipping. Imagine starting a positive epidemic of People Artistry where you work for under $150 or a positive tsunami of artistry by purchasing 100 books for less than $1000, as 100 or more books is just $9.95 per book. This is less than the price you would pay to send just one person to one workshop!

People Artists is more than a book, it is a gift you give to others and a debt you repay to those who drew out the best in you.

This is a phenomenal value for this beautiful hardcover book full of images and insights to bring the people you work with fully to life! I think of this book as a powerful yet easy read for busy people — a picture book for adults, that helps you get the picture on engagement and recognition in your workplace.

You will learn lessons from 37 other People Artists and you will learn to apply the 5 tools of People Artistry in your own life and work.

People Artists makes a great gift or recognition tool to give to all your supervisors, managers, and leaders. Unleash art from gallery walls and infuse people artistry into your workplace to make work better for all.

To preview the book sample, click here.

To order 10 or more copies of the book contact me directly and I will set this up for you: david@davidzinger.com

David Zinger is an employee engagement speaker and expert. He is working at becoming a better People Artist each day.

Employee Engagement: Leap Into People Artistry

Are you ready to Leap Into People Artistry?

People Artists Cover

From Ground Hog Day on February 2nd (Punxsutawney Phil did not see his shadow – hopefully an early spring) until leap year day February 29 I am focusing 4 weeks on People Artistry.  I encourage you to get involved in drawing out the best in others at work and home.

Today I encourage you to stop seeing shadows at work and look closely and carefully at who you work with. Go out of your way to draw out the best from 3 people today. As you make their day you will find that you are also making yours.

Great offer: During the LEAP into People Artistry Campaign we will be selling 10 or more copies of People Artists: Drawing Out the Best in Others at Work for just $14.95 a copy plus shipping. This is a phenomenal value for this beautiful hardcover book full of images and insights to bring the people you work with fully to life! People Artists makes a great gift or recognition tool to give to all your supervisors, managers, and leaders. Unleash art from gallery walls and infuse people artistry into your workplace to make work better for all.

To preview the book sample, click here.

To order 10 or more copies of the book contact me directly and I will set this up for you: david@davidzinger.com

Employee Engagement Network Buzz – Our Eighth Anniversary Today!

What a buzz…

I started the Employee Engagement Network 8 years ago to gather 20 or 30 people to talk about employee engagement. We are now at 6941 members.

It was a very cold Saturday in Winnipeg, Canada and I did not want “to go outside and play!” It has been a joy, honor and pleasure to play with ideas and perspective on work, management, leadership and employee engagement with the network for the past 8 years.

I look forward to our next 8 years. Visit us now at: www.employeeengagement.ning.com.

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Employee Engagement and Gamification

Winnipeg Lunch and Learn, March 15, 2016 in conjunction with MCCA

Managers face serious tasks, problems, and challenges. They require a fully
engaged workforce, yet Gallup has revealed that engagement levels may be
as low as 30 percent around the globe. Gamification is rapidly being
integrated into our contemporary ways of working, along with employee
engagement and social media. Join David Zinger on March 15, 2016 at MCCA’s Lunch and Learn to find out how gamification plays into employee engagement!

Registration Options:

On or before

January 31

      After

January 31

One Ticket Three Tickets One Ticket Three Tickets
   Member    $59    $125    $69    $155
Non Member    $89    $193    $99   

$223

 

To read David Zinger’s cover article for ASTD on gamification for managers click this link: A Primer on Gamification for Managers

David Zinger is an employee engagement expert and speaker who believes that gamification helps us a lot with the inevitable progress and setback experiences at work.

A Step Towards Infusing Employee Engagement Into Performance Management

I have been advocating for the infusion of the many silos of understanding work, from employee engagement and performance management to wellbeing and making progress. This week the US government advocated for putting employee engagement into performance management with the Plus. I think this is a step in the right direction when far too many of us have far too much to do and so little time to do it.  I have a concern with using the term plus as it makes it seem you are adding more but if it moves to infusion and synergy of work, I am all for it.

Below is a tweet connecting to the post I wrote about this on LinkedIn

David Zinger from Winnipeg, Canada, is a global employee engagement speaker and expert.

Are You Prepared for the End of Employee Engagement?

The End of Employee Engagement: David Zinger’s chapter in the ASTD Management Development Handbook

Creative Commons: https://www.flickr.com/photos/donabelandewen/3448225383/

Creative Commons: https://www.flickr.com/photos/donabelandewen/3448225383/

In 2012 I wrote a chapter on employee engagement for Lisa Haneberg’s (2012) The ASTD Management Development Handbook.

Here is the opening paragraph:

We need to put an end to employee engagement. I can imagine I hear a cadre of managers cheering at the suggested end of another task on their bulging to-do list while another group of managers look quizzically at the statement because they are just launching employee engagement efforts in their organization after receiving dismal survey results paired with the strong business case for engagement. Employee engagement needs to end by being woven into the fabric of work so that it does not fade away or be abandoned when managers are cajoled by management consultants to jump on the latest and greatest new bandwagon.

Some of my thinking has changed in the past 4 years and I use a different model of engagement based on the 10 elements of engagement but I encourage you to read this chapter as it can help you prepare for a happy ending!

Click on this link to Chapter 26 Engaging Management: Put an End to Employee Engagement or click on the cover below to read the chapter.

Employee Engagement ASTD Book Chapter Cover

Let’s ensure employee engagement ends well.  The term, employee engagement, was necessary as a focal point to move us towards more connected and integrated work but ultimately engagement is not an extra heaped on a manager’s long list of duties, rather management must be engaging and engagement is work.

David Zinger is an employee engagement speaker and expert.

Employee Engagement: What I Learned from Why We Work

Why We Work by Barry Schwartz

Suggested reading time = One minute and eleven seconds

Why We Work Barry Schwartz

Over the Christmas holidays I read Barry Schwartz’s book on Why We Work.  I have decided to tightly focus my next 4 years on teaching about work and employee engagement. Having taught Educational Psychology at the University of Manitoba for twenty-five years, I think a vital quality of a good teacher is to be a good learner. To this end, I am studying rather than just reading a variety of book and I am also taking a number of courses on Coursera. I believe a good teacher should always stay in touch with what it feels like to be a learner.

I have appreciated Barry’s writing since his book on The Paradox of Choice. His new book, Why We Work, is a pithy 90 page TEDBooks examining meaning and work. I appreciate how Schwartz debunked the role of pay and incentives as the only reason we work and how incentives can interfere with our why of work. He does a fine job of outlining Amy Wrzesniewski’s work on job, career, calling, and job crafting through the case of Luke, a hospital custodian. I liked the section about when we ask people what they do they don’t usually tell us their job description, they offer us a story.

I did not learn anything new from the book but I received a valuable reminder of the power of meaning, autonomy, choice, and engagement in making work meaningful.

Learning often entails relearning what we already knew but have lost sight of. Learning is often more about having good questions rather than ready made answers. So here is my question for you:

Why do you work?

David Zinger is an employee engagement educator, expert, and speaker.

Can you solve the employee engagement equation?

What’s your answer to employee engagement?

1Ball_QuestionMark

Many of us are puzzled trying to solve this engagement equation:

Work + ? = Employee Engagement

What variable must we add to work to increase engagement? The puzzle has offered a vast and confusing array of suggestions and solutions. I’d like to guide you through some of the proposed solutions, and encourage you at the end of this post to write your own equation to solve employee engagement.

To read my latest blog post at the Talent Space Blog click here

David Zinger is an employee engagement speaker, educator, and global expert.

EMPLOYEE ENGAGEMENT = 1460 + 1

What is your 2020 vision for employee engagement?

Buckets of Pearls

Buckets of Pearls (Istanbul, David Zinger, 2015)

On January 1, of 2016 we will have four years or 1460 + 1 days until the year 2020. What are you going to do during this period? I would love to offer you some pearls of wisdom but I am settling for sharing my intention for the next four years and trust it may spark your intention.

I encourage you to engage along with me, for the best is yet to be.

It is time to fulfill the perfect vision for employee engagement where engagement will benefit all. Rather than outline the perfect vision for you (as no doubt there will be many flavours, shades, and nuances), I challenge you to think:

What would you like to see for engagement in the next 4 years and what will you need to do every day to get you there?

At 61 years of age, I have decided to return to what I know and to work with it in new ways. To quote T. S. Eliot:

We shall not cease from exploration
And the end of all our exploring
Will be to arrive where we started
And know the place for the first time.

For 25 years I taught Educational Psychology and Counseling Psychology at the University of Manitoba in Canada. I loved teaching. Over the past few months I have awakened from a lengthy educational slumber or hibernation. My love of teaching is not in the past tense, I still love teaching and perhaps more now than ever after a lengthy hiatus. It is time to engage fully with the teacher I already am.

Creative Commons: https://www.flickr.com/photos/fdecomite/9152767284

Creative Commons: https://www.flickr.com/photos/fdecomite/9152767284

Here is what you can expect from me for the next 1461 days. Teaching and lots of it. In addition, good teachers are first and foremost voracious learners.

I will work stop consuming information and replace that as learning from information. I will participate in courses and take a variety of lessons to keep the feeling of what it is like to be a learner.

I will ensure that the people I encounter become my teachers. I wrote a number of posts about what Turkey taught me about employee engagement, I will learn from my environment and context.

I have always been uneasy with the term professional speaker unless it referred to JBL, Harmon Karden or BOSE speakers and their very professional sound. I see myself more as a professional listener! Yes, I will speak, and still use the designation speaker, but I trust my talking will be infused with conversations, facilitations, and in ways that create dialogue and sparks learning.

My teaching for 25 years, for the most part, was housed in a university system.  My focus was on education and counselling while my focus for the next 4 years will be more on engagement, work, management, and leadership. I enjoyed teaching at university but it is time to take more control of teaching and reach out to a broader global audience. I will move much of my teaching to online courses, global conferences, and in house education.

I will strive to bring People Artistry to my work.

People Artists Cover

I am inspired by John Steinbeck’s statement:

I have come to believe that a great teacher is a great artist and that there are as few as there are any other great artists. Teaching might even be the greatest of the arts since the medium is the human mind and spirit.

David Zinger is an employee engagement educator, speaker, and expert. He is devoting the next four years to improving employee, work, manager, and leader engagement through education!

Employee Engagement: What’s Your Moonshot?

What's Your Moon Shot?

David Zinger is an employee engagement speaker and global expert.

Employee Engagement: Can you make the mundane engaging?

Check out my short post today on LinkedIN by Duane Bray on how IDEO strives to make the mundane engaging. There is also a short slide show included on The Little Book of IDEO. To read the post click on the picture by Peter W. Hart or click here.

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Image by Peter W. Hart

 

David Zinger is an employee engagement speaker and expert.

Employee Engagement: Are You A Toasted Marshmallow?

Don’t get burnt at work by lacking the vital human skills of leadership.

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I hate the term soft skills. Here is my latest post on LinkedIn on why we should stop referring to the human skills at work as soft skillshttps://www.linkedin.com/pulse/employee-engagement-dont-marshmallow-david-zinger

David Zinger is an employee engagement speaker, educator, and consultant. He only enjoys toasted marshmallows when he is camping!

Employee Engagement: Gathering is Our Work

3 Men in a Boat

3 Men in a Boat

Do you gather before you start your work? Do you see gathering as part of work.

In Turkey, I watched these three men gather before they began to get their boat ready to cast off. They seemed so connected and joined being with each other.

I encourage you to gather before you work by taking time to check-in with each other or to huddle or to chat a bit over the phone or text a bit on the computer. We do not get work done through relationships, we get work done with relationships so remember that relationships, not just tasks, are your work.

David Zinger is an employee engagement expert and speaker who believes engagement can help us to make both relationships and results more robust.

Employee Engagement Lesson From Pamukkale, Turkey: Not Everything is as it Seems

As a Canadian I tend to believe that everything that is white is snow or ice.

Pamukkale

While in Turkey this November, my wife and I visited Pamukkale. Pamukkale means cotton castle. It seemed that we were back in Canada near a glacier. Yet, this was a deception caused by the white terraces composed of travertine,  a sedimentary rock deposited by water from the hot springs.  This was not the cold glacial water I have experienced in Canada — this was warm water from the hot springs.

To bring this back to the field of employee engagement, it is important to remember that not everything is as it seems. Sometimes surveys don’t just measure engagement they disengage employees and create cynicism. We sometimes create discouragement when we keep broadcasting that our workplace is a great place to work when we know even great workplaces are not great for everyone.

Sometimes we condone disengagement by not having conversations – disengagement should be a trigger for a conversation not a punishable offence. Sometimes we say we want engagement but we fail to devote any time, resources, or energy to improving engagement.

Leaders can be like kids in the candy store who want to eat everything, including the cotton candy, even though there is no more room to eat another bite of anything. In a world where we have gone from doing more with less to everything with nothing we must carefully consider what we can fully work on with our limited time.

The next time you look at employee engagement in your organization, or for yourself, take a second careful look because not everything is as it seems.

David Zinger is a global employee engagement expert and speaker who recently completed his fourth book, People Artists: Drawing Out the Best in Others.

Employee Engagement: The Revenge of the Management Jargon Slayer

John Junson is approaching his 500th cartoon on employee engagement.

He returns this week as the management jargon slayer. He even gave me a byline which makes me feel like Sancho Panza helping Don Quixote tilt against the windmills of useless management speak.

Today At Work 491

David Zinger is an employee engagement speaker and expert (yes, I know employee engagement is jargon but I simply define it as: good work, done well, with others, every day.) John Junson does good work day after day. He will approach 500 cartoons early in 2016.

People Artists See

I was so pleased during the last two weeks with the response to the launch of People Artists: Drawing Out the Best in Others at Work.

People Artists See. We see people. It is one of our 5 fundamental tools. I encourage you this week to really see others.

To learn more about the book visit www.peopleartistry.com.

Peter W. Hart, my co-author’s art is inspirational. During the launch at his gallery in Montreal I was captivated by the following image from one of his pictures. I encourage you to see the image as a springboard and be encouraged to be captivated by the people you work with.

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David Zinger is the co-author of People Artists and an international expert and speaker on employee engagement and People Artistry.

Employee Engagement: Be The Fish

An employee engagement lesson from Turkey

I sometimes think we do too much fishing (surveying) for engagement.

Fishing

Engagement requires immersion.

As Rumi suggested:

You’re just a small fish;

you can’t live without water.

Don’t think about it,

just throw yourself into this stream.

David Zinger is a global employee engagement speaker and expert.

 

Book Launch of People Artists in Winnipeg Tonight (November 30th 7PM)

People Artists: Drawing Out the Best in Others at Work by Peter W. Hart and myself is launching at 7PM tonight in Winnipeg at McNally Robinson bookstore in Grant Park.

If you are in Winnipeg join with us for the launch and celebration.

Bookstore Image

David Zinger co-authored People Artists with Peter W. Hart. This is David’s fourth book on work.

Free People Artists and Employee Engagement Workshop in Winnipeg on Tuesday December 1

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: david@davidzinger.com.

Winnipeg Workshop invitation

A New Lesson in Employee Engagement with Gratitude to Cappadocia Turkey

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 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.

J’aime Paris: A Heartfelt Plea for People Artistry

Written Saturday November 14th in Istanbul the morning after the Paris Massacre

People Artists Cover

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.

Here is my plea…

 

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.

People Artistry is in your hands

start now,

embark on the journey,

don’t settle for anything less.

J’aime Paris

. . .

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.

Employee Engagement: Building Bridges

A lesson from Istanbul Turkey on Employee Engagement

Reading time = 57 seconds

Split Bridge Istanbul

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.

Employee Engagement: Invisibility is Not an Option

Banish anonymity and invisibility at work

Invisible Man

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!

People Artists Cover

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.

Employee Engagement Is Not A Problem

Employee Engagement: Problem or Experience?

Pyramid_Compass_Purple1

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.

Employee Engagement: People Artists Are Not Weary Travellers!

People Artists Use Their Eyes to See

People Artists Cover

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:

Thank You Note

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.

Employee Engagement: 11 Years in Social Media and 11 Gifts For You

11 Years of Social Media Work – And 11 Gifts For You!

zinger-engage-button

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!

  1. The Power of Employee Engagement: Booklet on the Pyramid of Employee Engagement.
  2. Engage for Success: Enhancing Performance Through Employee Engagement.
  3. The Top Tens of Employee Engagement.
  4. Zengage: How to Get More Into Your Work to Get More Out of Your Work.
  5. Waggle: 39 Ways to Improve Human Organizations, Work and Engagement
  6. Employee Engagement: 72 Small Actions for Big Results
  7. Assorted Zingers: Poems and Cartoon to Take a Bite Out of Work.
  8. Engaging Questions: The Question is the Answer
  9. Primers for Engaging Conversations
  10. 22 Tools to Overcome Grumpiness: How Not to be Grumpy at Work (or in the rest of your life)
  11. Game On

David Zinger Deed Image

David Zinger is an employee engagement speaker and expert celebrating 11 years of social media involvement.

Help Yourself to The 10 Best Free and Fantastic Employee Engagement Resources

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.

1Ball_Engage

 

  1. The Power of Employee Engagement: Booklet on the Pyramid of Employee Engagement.
  2. Engage for Success: Enhancing Performance Through Employee Engagement.
  3. The Top Tens of Employee Engagement.
  4. Zengage: How to Get More Into Your Work to Get More Out of Your Work.
  5. Waggle: 39 Ways to Improve Human Organizations, Work and Engagement
  6. Employee Engagement: 72 Small Actions for Big Results
  7. Assorted Zingers: Poems and Cartoon to Take a Bite Out of Work.
  8. Engaging Questions: The Question is the Answer
  9. Primers for Engaging Conversations
  10. 22 Tools to Overcome Grumpiness: How Not to be Grumpy at Work (or in the rest of your life)
  11. Bonus: 15 Cartoons for 2015

Here is a bonus bonus resource for anyone interested in using gamification for managers: Game On

David Zinger Deed Image

David Zinger is an employee engagement speaker and expert.

Employee Engagement and Working with Halogen Software

I am in Ottawa right now at the Halogen Software Conference.

Halogen Software Logo

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!

An Ode to Distraction: The Lighter Side of Employee Engagement

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.

Click here to read the post and forget what you were supposed to be doing.

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).

Employee Engagement: Engage the Year Ahead with 2-Simple Rules

Are 2 simple rules powerful enough to guide a year of work and interaction?

Reading time = 2 minutes and 50 seconds

2 Simple Engagement Rules

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.

Get Small and Simple for Employee Engagement

In employee engagement — SMALL IS THE NEW SIGNIFICANT!

Reading time = 54 seconds

Small2Simple2

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.

Pyramid of Employee Engagement and Engaged Well-Being

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

Employee Engagement: Embrace Your Jagged Experience of Work and Wellbeing

The New Balance in Employee Engagement is Jagged and Precarious

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.

Zengage Red

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.

Balance Rock Crayon 2015

 

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:

  • Leaders who are frayed and flawed
  • Projects without enough time or budget
  • Fluctuating states of health
  • Energy that peaks, dips, and twirls
  • High degrees of uncertainty about future work.
  • Co-workers who can be just plain difficult

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.

Employee Engagement: Get Respect

My post on employee engagement and respect was just published on Halogen’s TalentSpace. Click here to go read it.

Screen Shot 2015-08-17 at 10.56.48 AM

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.

Does Your Employee Engagement Survey Serve You? Really?

Let’s bring employee engagement into the year 2015.

Reading time = 34 seconds

Zings

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.

Turn People Artistry into Your Healthy Routine

Do you have a recognition routine to draw out the best from the people you lead and manage?

People Artists

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.

Employee Engagement at Halogen Software Conference in Ottawa (September)

Join me September 9 to September 11, 2015 in Ottawa to learn more about employee engagement.


David Zinger is an employee engagement speaker and expert who is deriving simple rules of engagement from his pyramid of employee engagement model.

Employee Engagement: Nobody Wants an F

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.

 

Pyramid of Employee Engagement Model

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.

Employee Engagement: Give me an inch

Dan Cook on the Employee Benefits Network wrote a piece: Employee engagement inching higher.

Reading time = 49 seconds

Iatrogenic Disengagement

I’ll take an inch of progress in this field any day. But Dan goes on to talk about the Tempkin Group study with this statement:

engagement remains a science in its infancy. Even employers that measure engagement often don’t see acting on the results as an imperative.

I don’t mind scientific infancy in engagement but I think it is disheartening and disengaging to have employers measure engagement but fail to act on the result. This is what causes iatrogenic disengagement. Our efforts in working on engagement may inadvertently be causing a decrease in engagement. Employees were asked about their engagement, nothing is done, so obviously it is not very important. Engage is a hearty verb signifying action and connection not disconnection and disinterest.

Engage along with me, the best is yet to be!

David Zinger is an employee engagement expert and speaker who encourage an action approach to engagement based on power and simple rules derived from the pyramid of employee engagement.

People Artists: The Little Human Guidebook for Leadership and Management

People Artists Draw Out the Best at Work

Reading time = 55 seconds

Slide1

People Artists: Drawing Out the Best in Others at Work will be released this October. I encourage you to think about what it would mean for you to be a People Artist. By this, I mean someone who brings an artistic sense to how they lead, manage, and work with others. Henry Mintzberg demonstrated the importance of art, science, and craft in management. In our time of unbounded enthusiasm for analytics and the science of work, let’s not ignore the art of managing.

And don’t tell me you are not an artist.

Everyone can be, and already is, an artist. Perhaps you need some encouragement, inspiration, and education to be a better People Artist. Peter and I would love to show you the way and in the interim we encourage you to take initial steps to bring out the best in others at work.

Just start. Once you embark down this path, People Artists can act as a guidebook and toolkit to take you further on the journey. If you want to know more before the October launch, I invite you to get in touch with me.

David Zinger is an employee engagement speaker and expert who believes in the power of People Artistry to enhance and enliven our employee engagement and employee recognition work.

No Time for Employee Engagement? Really?

Reading time: 54 seconds

Here is a headline from an engagement article from last week.

Who’s Got Time to Manage Employee Engagement?

I liked the post and the argument. I appreciated Johnathan Bright’s conclusion:

It is, as ever, a question of trust. The other question is of time. So, managers, get the results of your survey, find out the needs, set your KPIs, and then get the help of someone with the time and know how to implement the right strategy. After all, you’ve got other stuff to be getting on with.

To me, we need to weave engage into “the other stuff.” I fully concur with the lack of time available so rather than an extra lets ensure engagement is woven into the fabric of work with small, simple, strategic, structural, and sustainable actions.

I am currently working on 11 simple rules of employee engagement based on the 5 S’s stated above and derived from the 10-block pyramid of employee engagement.

Pyramid of Employee Engagement and Engaged Well-Being

David Zinger is an employee engagement speaker and expert who uses the pyramid of employee engagement to derive simple rules for leaders, managers, and employees to improve engagement for the benefit of all.

Employee Engagement: Take One Small People Artist Step Right Now

Draw out the best in someone before we reach August.

Peter W. Hart

People Artists Draw Out the Best in Others

People Artists draw out the best in others. I think sometimes we can make this too big, too complex, and too unwieldy. I am writing this at 8:47 AM on the last day of July. If you read this before August hits I encourage you to engage in one small action to bring out the best in another person at work.

Be an ARTIST. Don’t follow a script. Don’t paint by numbers. Just say something or do something that you think can bring out the best in another person and see what happens.

For my friends and readers in London, Singapore, Pune, and other great locations around the world, you might not read this until August but I won’t let you off of the hook, I challenge you to do this in the first hour you get back to work in August (By the way, I would love to hear what you did and what the impact was on both the other person at work and yourself).

If you are interested in purchasing People Artists as soon as it is published (before the official launch) email me (david@davidzinger.com) and I will put you on the growing list.

David Zinger is an employee engagement expert and speaker. Peter W. Hart and David Zinger wrote People Artists: Bringing Out the Best In Others at Work. The book will be launched in October but you can start now and learn a whole lot in October when the book is formally released.

People Artists Coming in October: Catch the Fire

People Artists: Drawing Out the Best in Others at Work will be released this October.

Fire

Peter W. Hart and I will be releasing our new book on People Artists in October. The picture in this post, painted by Peter, was used for our cover. Watch for updates, ideas you can use, and other material as we approach the launch in a couple of months.

David Zinger is an employee engagement speaker and expert from Winnipeg, Canada.

Employee Engagement: Just Another Brick in the … Pyramid

Here are 10 “bricks” I use for employee engagement.

Pyramid of Employee Engagement and Engaged Well-Being

The bricks from top to bottom and left to right are: results, performance, progress, relationships, recognition, moments, strengths, meaning, wellbeing, and energy.

They were unstructured bricks until one day I played with them and they rearranged themselves into a pyramid.

I like the 10 bricks and the pyramid but you can use your own bricks or another structure for employee engagement. Perhaps you can use my bricks or structure as a foundation or a launching pad. Or maybe in rejecting my bricks and structure you make a stronger declaration of your own approach. They key is that it has to work for you and who you work with.

What are your “bricks” and how are they structured for engagement?

Here is a short video made by m ss ng p eces (love their name) in conjunction with MIT Media Lab Knotty Objects to inspire you to think differently about your bricks for engagement:

MIT Media Lab Knotty Objects: Brick from m ss ng p eces on Vimeo.

This video is one of a series of videos in collaboration between m ss ng p eces and MIT Media Lab for the Knotty Objects Summit, the first MIT Media Lab Summit devoted to design.

David Zinger is a Canadian employee engagement speaker and expert who believes we need to be more playful in how we approach engagement.

Employee Engagement Calling in Winnipeg

If you are in Winnipeg on September 24th (my 61st. birthday). I invite you to join me for an employee engagement session for Manitoba Customer Contact Association.

—–

Employee Engagement Calling

How You Can Change Engagement from a Busy Signal into a Vital Way of Working?

with David Zinger

At times, employee engagement seems to be a bunch of noise and management jargon. Yet employee engagement makes significant contributions to both individuals and organizations. Engagement improves customer service, performance, and profits while increasing employee retention, happiness, and well-being.

David Zinger removes the jargon of employee engagement with a simple eight-word definition of employee engagement: good work done well with others every day.

Join with David for an engaging morning that will improve work for both you and your organization. Learn how work can make you well and how you can improve your own engagement while influencing other people’s engagement. David will have us focus on the small, simple, significant, strategic, and sustainable behaviors that make a difference in our work so that our work makes a difference for us. David will also help participants look at the principles and practices of work gamification.

David applies the 10 building blocks from the pyramid of engagement to improve: results, performance, progress, relationships, recognition, moments, strengths, meaning, wellbeing, and energy.

His approach is engaging, evidence-based, current, informative, interactive, and practical. The morning offers an inspiring and informative mix of the latest information on engagement, fused with interaction to examine and improve engagement, finishing with practical and tactical behaviors you can start using during the workshop and on your next shift.

As an added bonus David will be looking at gamification. The application of gaming principles and practices to work and organizations, has been gathering momentum over the past 5 years. Game designers know how to keep players engaged and we have much to learn from them. During the workshop we will look at four key principles for games and how simple gamification can be used to make work more engaging. For example, David has gamified his work and wellbeing actions for the past 3 years and it has improved work productivity, overall wellbeing, and social contribution.

David Zinger is an employee engagement speaker and expert who works around the world on employee engagement and resides in Winnipeg, Manitoba, Canada.

Employee Engagement Survey: Black Hole or Portal?

Does your survey shed new light on work and the organization?

Employee Engagement Black Hole

Employee engagement surveys are instruments to penetrate the blackness of our knowledge about our employees’ attitudes and perspectives about work. They should offer insight leading to action leading to increased employee engagement leading to real improvement in other key metrics we want for our organization and for our employees.  Yet often the results seem to get sucked into a black hole, employees are poorly informed about the survey results, and even employee comments made on the survey are kept secret. I encourage you during July and August to determine how you can ensure your survey is a portal to better engagement rather than a black hole that in the process of measuring engagement actually disengages employees.

David Zinger is an Employee Engagement Speaker/Expert from Winnipeg, Canada.

Employee Engagement Micro Lesson: Put Your Heart into Stopping

Employee Engagement Micro Lesson: Stop before you Start

I loved the heart shaped stop signal traffic lights in Akureyri, Iceland. I believe we can all benefit by putting our heart into what we can stop before we launch our next employee engagement survey, program, or initiative.

Stop for Employee Engagement

David Zinger, from Winnipeg, Canada, is an employee engagement expert and speaker striving to make engagement simple, small, strategic, and sustainable by engaging with daily behaviors that build engagement.

If You Are Stuck in Employee Engagement, Get Sticky.

Are your employee engagement ideas sticky?

David Zinger - Employee Engagement Speaker

Is 15 Minutes of Employee Engagement Sufficient?

What is your engagement time zone?

Reading time = 2 minutes and 15 seconds

Block_Non3D_Moments_Time

Why should you read this post? We often ask too much of engagement and find that there are many times we postpone, procrastinate, and struggle to get going with a specific element of work or well-being (right now, I am writing this rather than completing some tax work). The solution is to find and dwell in your unique engagement time zone.

Our work occurs in moments and our well being is also to be found in moments. Yet how well do you show up to, and use your moments? How long can you stay engaged with your work or a given task? I think it is vital to know our engagement time zone. The way to do this is to start working with a timer and to set a specific time period for work. This work can be project work, writing, exercise, cleaning, or another task. Perhaps start with 15 minutes and see if you can both engage and sustain work in that zone. If you can’t stay engaged – lessen the time. If it is simple to lengthen your time zone if you find the current duration too easy.

You may also find your time zone varies for different tasks or because of external events in your life. I often catch myself drifting away from my 15-minute time zone into a flurry of non-productive activity. Rather than looking for some underlying psychological reason or trying to sort out the neurology of work, I simply set my timer for the next 15-minute period and begin. Starting my watch timer for 15 minutes triggers engagement.

Last year, I conducted personal experimentation with the gamification of work and well-being. I worked in 24-minute time zones. Two of the most significant lessons from that year long experiment was to make my engagement periods briefer and simpler. It is easier for me to start and maintain engagement for 15 minutes versus 24 minutes and I had an elaborate game mechanism that I reduced to using a notebook and simply recording each 15 minute period I completed. My 15-minute periods focus on both work and well-being. In addition, each 15-minute period completed results in a 15 cent social donation. The amount is deliberately small yet adds up as frequent engaged time zones are completed.  My last donation was for $600 based on 15 cents for each 15 minute period of engagement. This went to the Red Cross for the victims of the Nepal earthquake.

I encourage you to enter and keep re-entering your engagement time zone and I believe you will find 15 minutes, repeated many times in any given day, is more than sufficient for achieving engaged results.

David Zinger is an employee engagement speaker and expert who uses the pyramid of engagement to increase engagement for organizations, departments, teams, and individuals. This post was based on the sixth block of the pyramid of engagement: mastering moments.

Employee Engagement Speaker - David Zinger

Employee Engagement: 10 Ways You Can Flourish with Nourishing Work

Work can make you well – Really!

10 Ways to Flourish with Nourishing Work

(The reading time for this post is 5 minutes and 30 seconds)

Here are 3 reasons why you should read this post :

  1. You will build your wellbeing toolkit by developing familiarity with 10 ways to flourish at work.
  2. You will be given helpful links and resources to go further into learning about wellbeing.
  3. You are one of the first people to gain access to the free illustrated e-book on 22 Tools to Overcome Grumpiness.

Introduction. Here are 10 ways you can flourish by creating nourishing work. Embrace these ways as invitations to flourish. They are not rules or tips you must follow. You are the expert on your own wellbeing. I trust these ways will give you a nudge in the right direction. The 10 ways offer a pathway to wellbeing through well-doing because specific actions are strong triggers to install and sustain wellbeing at work. This post was created in conjunction with a one hour session I facilitated for Nurses Week at Winnipeg’s Heath Sciences Centre on May 11th.

Start your day off right. Establish a solid morning routine that gets you out of bed on the right foot. Perhaps you go for a jog first thing in the morning. Or you sit by the fireplace and hug a cup of coffee. Maybe you write for 20 minutes. Or you help your children pack their lunches for school. The specifics of your routine matter less than having a routine that effectively and efficiently triggers engaged wellbeing for you. I encourage you to read a post on my morning routine and follow this up by reading a new morning routine from someone each week at My Morning Routine.  Other people’s routines give clues and cues on how to construct a morning routine that works for us.

Begin each day at work with the double endings in mind. Stephen Covey said, “begin with the end in mind” while William Bridges said that all transitions begin with an end. Know the results you want from your work and also determine what must end for those results to be achieved. Take one or two minutes every day to determine the results you are working towards that week while also attending to what must end for wellbeing at work to begin. Perhaps you want to finish a project this week and you must stop focusing on a nonproductive task. Perhaps you want to improve patient safety and what must end is a strained relationship with your manager. Know your end (result) and your endings (what must stop).

Install PERMAnent wellbeing. I don’t care for the term positive psychology, it sounds too much like saccharine and pop psychology. I know that is not the case but I know many people are dismissive of positive psychology because of this. I appreciate the research behind this discipline, especially the work of Martin Seligman. Work offers opportunities for both happiness and wellbeing right inside the very work itself. Focus your work on building and sustaining PERMAnent flourishng with:  Positive emotions, Engagement, Relationships, Meaning and Accomplishment.

Create meaning and purpose for your work. Know why you work. Perhaps you work because you love your hospital. Perhaps you work because you care about patients. Perhaps you work to give your family the best life possible. Perhaps you work because work enriches you with relationships and achievement. We do not necessarily share the same why of working. I encourage you to determine your meaning. Here is my response to the meaning of life and here is the response of so many others. Use these sources to create a strong scaffold of meaning to support you and your work. As the Dalai Lama declared, “The question is not to know what is the meaning of life, but what meaning I can give to my life.”

Don’t forget to wear your SCARF at work. David Rock knows about your brain at work. When we align our work with SCARF (Status, Consistency, Autonomy, Relatedness and Fairness) our work – works better. Here is a brief article outlining the SCARF model at work. Rock’s book on Your Brain at Work is an insightful book on how to improve your day with your brain in mind by following one couple as they proceed through their day and how they could improve their day if they made better use of their brains.

Pair Mindfulness-East with Mindfulness-West. Mindfulness has been sweeping through workplaces around the globe. Did you know there are two types of mindfulness? Mindfulness-East is the perspective of being aware in each moment of what you are doing without judgement. Mindfulness-West, developed by Harvard psychologist Ellen Langer teaches how to engage by actively noticing novelty and distinctions. Noticing novelty and distinction engages you and brings new life to your day.

Eliminate the negative. Baumeister and others have shown that bad is stronger than good. Before you get busy trying to add additional things in your day as the pathway to wellbeing ensure you address your challenges and bad events. Some researchers suggest that bad is 2 or 3 times stronger than good. When something bad happens do not be surprised at how it can knock you off kilter and how it begins to feel so permanent, pervasive, and personal. Remember to eliminate the negative before accentuating the positive.

Take the 90 second pause. Jill Bolte Taylor a neuroscience researcher, who also suffered a stroke, suggested that the shelf life of an emotion is 90-seconds. This would mean that upset or negative emotions last only about 90 seconds, yet for many of us they seem to last a lifetime. Give yourself 90 seconds from the moment you feel a negative emotion before you act on that emotion. Also know that you must feed negative emotions every 90 seconds to keep them alive. We feed it with fragments of tragic stories, feelings of being wronged, and a multitude of tiny, almost unconscious mechanisms, to keep being upset. If you remain upset ninety seconds after the initial emotion it is essential to ask yourself: “How am I feeding my upset to keep it alive?”

Sharpen progress while making setbacks dull. Most of us fail to maximize the benefits of progress and minimize the impact of setbacks. Progress and setbacks are so pervasive at work and daily life that we often fail to fully notice their impact. End each day by taking a minute to notice what stood out for you that day. When progress stands out ensure you let it soak in, celebrate it, and determine ways to extend it. When setbacks stand out ensure you determine what you can do next, how you might learn from it, or what you can do to let it go. Know that work and life often resemble a real-life game of snakes and ladders and our job is to climb ladders and squish snakes.

Use 22 tools to exit from grumpiness. Does work make you grumpy or do you find yourself surrounded by grumpy people?. I just completed an e-book, illustrated by John Junson, on 22 Tools to Overcome Grumpiness. Click on the cover below to enjoy this short, yet engaging, book.

22 Tools to Overcome Grumpiness Cover

A Short Reading List. Here are 9 books that can improve your motivation and skills to flourish with nourishing work:

  • Teresa Amabile and Steven Kramer, The Progress Principle.
  • Ellen Langer, Mindfulness.
  • David Rock, Your Brain at Work.
  • Steven Covey, The 7 Habits of Highly Effective People.
  • Tom Rath, Are You Fully Charged?
  • William Bridges, Transitions: Making Sense of Life’s Changes.
  • Viktor Frankl, Man’s Search for Meaning
  • Martin Seligman, Flourish: A Visionary New Understanding of Happiness and Well-Being
  • Jon Kabat-Zinn, Wherever You Go There You Are: Mindfulness Meditation is Everyday Life.

David Zinger is an employee engagement speaker and expert from Winnipeg, Manitoba, Canada who works around the globe helping organizations and individuals improve work engagement and engaged wellbeing.

Employee Engagement Speaker - David Zinger

Employee Engagement: Start Your Day with an Engaging Morning Routine

Can you say “good morning” and really mean it?

CIMG3508

A few years ago, the morning I spent at the Taj Mahal, with my wife, was completely engaging. The picture I took above was just one of many that reflected my wakeful and blissful awe inspiring morning. It was an incredible way to start the day and the beauty was even better than described or anticipated. Unfortunately, this was just one of 365 mornings that year – I can’t start each day with a trip to the Taj Mahal (although I wouldn’t mind).

I focus on starting my day in a way that sets the stage for meaning, progress and relationships for the rest of the day.

My routine involves getting up around 5:00 or 5:30. I put the coffee on right away. I do a very quick scan of emails and then move into 15-minute periods of focused and engaging work. I work at completing fifteen 15-minute periods as early as possible in the day. After that batch of very focus work I often feel the rest of the day is bonus time. The vital key, for me, is to START. Once I click my timer to start a 15-minute period I am away at the races.

How do you start you day? Do you have a routine or ritual? Do you know the keys to setting the stage for an engaging day or what can happen in the first few hours that derails you into disengagement for the rest of the day?

Learn how others start their day. I encourage you to visit My Morning Routine and read each week how one person starts their day. Use their stories as a stimulus to create your personalized morning routine that fosters engagement for the rest of your day. Develop a routine that awakens you, engages you and enlivens you.

After you develop a good morning routine, you will be able to say, “Good morning” and really mean it.

Employee Engagement Speaker - David Zinger

Employee Engagement: Get Connected

Michael Lee Stallard released the book, Connection Culture, today. Congratulations to Michael, Jason, and Katharine on this wonderful book. Below is an image and quotation I created based on the book. I encourage you to get connected by reading Connection Culture.

Connection Culture

21 Tools and Concepts for Employee Engagement

One of my most popular posts was on 21 tools to improve employee engagement. I have create a slide presentation on the subject.

David Zinger
Winnipeg, Manitoba, Canada

Employee Engagement Speaker - David Zinger

Employee Engagement Flavors: Find Your True Vanilla

Find Your True Vanilla

Vanilla Ice Cream

I think employee engagement is simple. Please notice that I did not say that employee engagement is easy. We seem to keep expanding employee engagement with hundreds of survey questions and more approaches than you see in a desperate single’s bar on a Friday night. If you are not successful with employee engagement your approach might be part of the cause for a the lack of success.

In my ideal world employee engagement is good work done well with others every day. We don’t have a million statistics and accompanying pie charts — pies should be for eating not representing employee engagement levels. We work with the verb of engage and place the passive noun of engagement into the deep freeze of inertia-laden words.

We are each responsible for our own engagement while being fully cognizant of how what we do impacts other people’s engagement.

We can transform disengagement into engagement in about 12 seconds when we immerse ourselves in the work in front of us and connect to the people around us.

Don’t get me wrong, I love the 10,000 flavors of engagement but it you are stuck and not producing the engagement you would like to see, abandon all the flavors, find your true vanilla, and work with that every day. And if you are successful you can add some sprinkles or branch out into other flavors.

David Zinger employee engagement speaker, consultant, and coach.

Employee Engagement Speaker - David Zinger

Employee Engagement in Winnipeg Manitoba Canada

I have lived in Winnipeg for 48 years or 80% of my life. I love the community and the terrific people I have become friends with.

For the past 10 years I have been focusing on employee engagement and seem more likely to work in Singapore, Doha, or London than Winnipeg. It is always a pleasure to work at home and I look forward to conducting an employee engagement session this month.

I feel honored to work with the Canadian Institute of Management, that has been around since 1942 (that’s 12 years older than me!). I plan to bring the best I have learned about employee engagement from around the world centered by being in my home city in the center of Canada. If you are in Winnipeg on April 23rd I would love to engage with you at the session.
 

Employee Engagement Speaker - David Zinger

We invite your contributions to a second book on People Artistry

We want your help with the next book on People Artistry at Work

People Artistry Cover

We need your help. As part of the project, I am creating portraits of People Artists in one week. I am requesting 11 minutes of your time this week to either interview you by phone or have you respond to the 5 questions below by email for a book about People Artistry.

Peter Hart, the co-author, and I are very interested in the human artistry of drawing out the best in other people at work. To understand People Artistry better, here is a link to a copy of the first book on People Artistry.

We invite your responses to the following 5 questions:

  1. How would you define a People Artist at Work in your own words?
  2. What makes you or the person you are thinking of a People Artist?
  3. Can you offer one or two specific examples of where and how People Artistry was demonstrated?
  4. What did you see as the results of the demonstration of People Artistry?
  5. Is there anything you would like to add about the topic?
  • Include your name and work position or title.

If you are willing to contribute, email me david@davidzinger.com with answers to the questions above or let me know your willingness for a phone interview this week.

We welcome your thoughts, stories or examples for possible inclusion in the book. Thank you in advance for your assistance on this project.

David Zinger