Comments on: New Wisdom for Employee Engagement http://www.davidzinger.com/new-wisdom-for-employee-engagement-485/ David Zinger on Engagement, Leadership & Results - Over 400 Free Articles. Tue, 07 Oct 2008 03:27:01 +0000 http://wordpress.org/?v=2.6 By: Patricia Ryan Madson http://www.davidzinger.com/new-wisdom-for-employee-engagement-485/#comment-916 Patricia Ryan Madson Wed, 06 Feb 2008 23:50:22 +0000 http://www.davidzinger.com/new-wisdom-for-employee-engagement-485/#comment-916 Of course, Michael Stallard is right that "changing ones attitude" is no magic pill to create engagement. And, no one would disagree that a "Connection Culture" is what is desired. But the culture in which one works is a in fact composite of what individuals do and say, bosses and employees. An individual may have little power to "change the culture" per se, but they can change themselves. Thanks for the discussion. Patricia Of course, Michael Stallard is right that “changing ones attitude” is no magic pill to create engagement. And, no one would disagree that a “Connection Culture” is what is desired. But the culture in which one works is a in fact composite of what individuals do and say, bosses and employees. An individual may have little power to “change the culture” per se, but they can change themselves.
Thanks for the discussion.
Patricia

]]> By: Michael Lee Stallard http://www.davidzinger.com/new-wisdom-for-employee-engagement-485/#comment-914 Michael Lee Stallard Wed, 06 Feb 2008 13:12:38 +0000 http://www.davidzinger.com/new-wisdom-for-employee-engagement-485/#comment-914 David, Thank you for sharing this interview. I was glad to see Patricia recognize the need to connect to our purpose at work. It's also important to connect with our colleagues and everyday tasks(because they fit your strengths and provide the right degree of challenge). When a bond of shared identity, empathy and understanding exists, we feel fully connected which makes us more creative and productive. I disagree with Patricia that disengaged individuals merely need to change their attitudes to become engaged. That will certainly help, and it may help a great deal in certain circumstances, but not in most. The predominant beliefs and behaviors accepted by a group, its culture, contribute to the degree of engagement. An individual living in a culture of fear or control will on average be less engaged that an individual living in a "Connection Culture" where people feel connected to their work, their colleagues and their organization. Cultures that meet universal human needs for respect, recognition, belonging, autonomy, personal growth and meaning unlock human productivity, creativity and happiness. David,

Thank you for sharing this interview. I was glad to see Patricia recognize the need to connect to our purpose at work. It’s also important to connect with our colleagues and everyday tasks(because they fit your strengths and provide the right degree of challenge). When a bond of shared identity, empathy and understanding exists, we feel fully connected which makes us more creative and productive.

I disagree with Patricia that disengaged individuals merely need to change their attitudes to become engaged. That will certainly help, and it may help a great deal in certain circumstances, but not in most. The predominant beliefs and behaviors accepted by a group, its culture, contribute to the degree of engagement.
An individual living in a culture of fear or control will on average be less engaged that an individual living in a “Connection Culture” where people feel connected to their work, their colleagues and their organization. Cultures that meet universal human needs for respect, recognition, belonging, autonomy, personal growth and meaning unlock human productivity, creativity and happiness.

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