Make transformation for employee engagement.

I appreciated this beautiful and informative slide presentation by Tony Ryan on Transformational Teaching.

I encourage you to view the slides and think of them in the context of employee engagement and how we may transform views of engagement in learning and work.

Pay special attention to slides 14 to 18 on energy. Energy is the vital raw material of engagement.

If the slide show does not appear in this window, click here.

Another Today at Work Cartoon from John Junson:

I teach a two day course on The Influencer – The Power to Change Anything. I love how the course focuses on vital behaviors and stacking the deck to create change.

How do you influence people to be more engaged? Hyrum Grenny, one of the author’s sons, created this wonderful video demonstrating some of the challenges and methods of influence.

If the video does not load in this window, click here.

What are the vital behaviors to create richer employee engagement where you work?

How many sources of influence are you using?

And don’t forget to wash you hands….

Modern Survey has once again indicated in their survey work that employee engagement has returned to the level it was 2 years ago and fully engaged employees have risen from 12% to 15%.

Here is a quick snapshot of a few of their measures.

I encourage you to read more by clicking here.

What trends are you seeing in employee engagement where you work?

We only have moments to engage.

What are you doing with your moments?

Do you have a moment to engage in your work?

Do you have a moment to engage fully with your organization?

Take a moment to engage with your customers, clients, students, or family.

Drop the program for a moment, forget about the strategy or tactics of employee engagement, lose the reason for employee engagement, and take a moment, just one moment to engage.

I encourage you to watch this very powerful 4 minute video on moments by Will Hoffman and think about your moments. How can you not engage? I have placed this video on my home page as it is such a powerful reminder to take a moment to engage.

If the video fails to open in this window, click here.

There is a geometric swelling of interest and action in employee engagement. I am proud to be a part of this with this site and founding the Employee Engagement Network.

The Employee Engagement Network is now over 1500 members.

We have over 400 forums and 400 blog posts.

There are over 50 videos relating to employee engagement.

But the best part by far, is a community of 1500 passionate members gathered around this topic.

It would be swell and it would be a swell if you join us by clicking here.

Close the form.

Avert your eyes from the screen.

Take a chance on me.

Take a glance at me.

What you see is what you get.

But do you see.

Do you get seeing?

Do you really get it.

No need to stare.

Deep into data sets.

Just take one glance and let me know that you see me.

Take a chance on a glance to initiate the employee engagement dance.

One of the forum’s at the Employee Engagement Network got my juices flowing. The title was:

Want Engagement? Hold Your Managers Responsible!

I have taken the comment I wrote and repeated it here. I thank Derek Irvine for starting the forum and Terrence Seamon for making a contribution.

My response seemed strong and I was genuinely surprised by it. I would love to hear your comment.

It has been said that meaning is in people not words so this is the meaning I carry. I believe each person is responsible for their own engagement.

Anything else potentially diminishes our personal power, can lead to helplessness while creating disengaging victim and villain stories in the workplace.

Of course, there are toxic cultures and companies that don’t contribute to engagement and we need to decide if that is the place for us to work and how much energy we are willing to engage a disengaged organization. Viktor Frankl’s living in a death camp example is extreme but demonstrates that we can engage in any circumstances!

I would slightly rephrase his statement: those who have a why to work can bear almost any how.

Even though I just wrote this, I hate how this may sound like some kind of motivational pep talk and hope that it is seen as an invitation not some kind of injunction or imposition by someone (me) who does not fully know your unique circumstances.

Having focused on the individual we need to move from me to we. We are not alone. we are in this together. That means that I may be responsible for my own engagement while I am accountable for the other people I work with.

My approach to accountability is not about checking up on you, it is about checking in with you.

Who knew writing this little comment would lead to a bit of an engagement rant but I guess this is what happens as I turn 55 in 2 weeks!

Employee engagement for all begins with the self but it certainly does not end with the self. Our employee engagement network demonstrates this perfectly.

Thanks for posting this forum Derek, it got my juices flowing.

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

David

Click here to contribute to the forum.

What do you think? I welcome all voices as I strive to understand engagement and contribute to authentic employee engagement for all.

Here is a revised copy of the Zinger Employee Engagement Model. I will be writing more about this model in September.

Thank You

Yesterday this site achieved one million pages views in 2009.

I am so thankful to all of you who scan, read, comment, and pass this on.

You are living testimony to the growing force that employee engagement is becoming in the workplace and I am so proud to be a part of it.

I know I would not be me without you and you encourage and inspire me to strive to:

Create and enhance genuine and authentic employee engagement for the benefit of all!

Once again, thank you one million times.

Engage along with me, the best it yet to be.

David