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engagement Tagged Articles



10 Organisational predictions for 2010
Working with the trends we have observed in 2009 and the continuing harsh reality in the business world, we have predicted the top 10 key issues for organisations in 2010
Five Myths about Knowledge Management
Knowledge Management is a common business phrase that is often misunderstood. Here is a short article that dispels the myths around it and demonstrates what it really is.
How To Control Your Bottom Line By Showing You Care
It's all too easy to overlook the obvious! To be a good business leader, you need to understand and practise a few basic 'relational skills'. Be a good operator, yes. But if you ignore the 'soft' skills like listening and acknowledging, your bottom line will suffer significantly! The best business leadership includes building the very best relationships with your teams. Here's a few ideas.
Please Please Listen to Us
Leaders need to tap into the ideas of the people closest to the work. Unfortunately, due to hubris and a number of other factors, the ideas of shop floor people are given less attention than the ideas of higher level managers. This is a crime, as is discussed in this article.

Third Generation Leadership and Accountability
The bottom line in any organisation is performance. And performance demands accountability. The issue as we move from First Generation Leadership or Second Generation Leadership approaches to a Third Generation Leadership approach is not one of being accountable versus being unaccountable. This article looks at how it is possible to maintain personal accountability in a Third Generation Leadership organisation
Third Generation Leadership = Increased Profit
Improved profitability can be obtained through a very simple – yet very comprehensive 9 step process that is capable of harnessing the energies of everyone in the organisation.
Selection and Leadership Development for Emotionally Intelligent Leaders
The ability to select, motivate, develop, engage and retain top people is critical to a company's success. If you want to build a company where people love to work you have to know how to hire and keep great people. Unfortunately, a poor hire can cost a company a great deal of money and cause undue distress and wasted time for everyone involved. Great companies and managers start with optimistic, change-resilient, and committed people whose values fit the workplace culture. Keeping great people involves creating a healthy work environment where people can use all their knowledge, creativity, and skills. Self-managed organizations create work environments where people can continuously learn and make decisions.

Engaged Employees Increase Bottom Line Performance
New research shows close to half of today's employees are not happy at work, and the cost to employers is substantial.
IT Employees―Least Engaged…Again
New report finds many organizations view IT workers, especially those at the helpdesk and maintenance levels, as necessary commodities that are not critical to the organization’s mission or strategy.
The Critical Skill of Delegation
When we lead and manage teams, we cannot stand alone and do it all by ourselves on our own. Our role is to get the best from the many...
Is Your Brand ‘APP’-licable?
The evolution of brand engagement is mobile! How can your brand reach your customers 24/7? How can your brand engage your customers beyond their belief? This article exposes the creativity of how some brands are leveraging mobile apps to keep top-of-mind with their customers, enlist them, and engage them in powerful ways.
Peak Performance for Full Engagement
According to research, only 29 percent of employees are motivated and energized. What, then, is happening to the other two-thirds of the people working in organizations?

Stop trying to manage people
“I hate managing people” was my client’s opening comment, before we had greeted one another in our usual friendly manner. “Great. Time to stop trying.” was my reply. My client gave me an out of character blank look. “People cannot be managed.” I said. Another blank look. I meet so many people negatively stressed by their perceived inability to solve so called people problems. After many years of observing and interacting with people I am led to several conclusions.

Engage: The Word of the Year
One can't talk about social media marketing without using the word "engage." Everybody knows that the objective of social media is to "engage" your community. Experts warn against a hard sell or just putting information out there with the hope that people will respond. But what does "engage" really mean and how do you do it?

Engage my emotions and I'll follow your lead
Creating engagement and change in people requires the ability to tap into their emotions, rather than presenting facts and figures. This article explains why this is an essential skill for todays leaders and how they can go about it.

Working Across Borders
Have you worked overseas before? What as that like? Have you considered how you would enhance your conversations with your colleagues, customers and consumers? What would it be like to engage in conversation with somebody who leads with a different life, culture, mindset and attitude?
Employee Engagement - Does Your Organization Employ Zombies?
Does your organization have zombies? A frequent character of science fiction novels and movies is the zombie – a soulless being with vacant eyes who wanders around purposelessly.
Empowering Managers to Implement Workplace Flexibility
During the past decade, a significant portion of work-life research has been dedicated to identifying and measuring the bottom-line benefits of workplace flexibility on an organization and its employees. Unfortunately, there has been little attention paid to the challenges managers face when working to integrate flexibility into their work groups. This article outlines the importance of equipping managers with the tools and training needed to successfully prepare for the mobile workforce and provides examples and resources your organization can begin using today.
World at Work Trends - The Impact of Charisma
According to a detailed analysis of the world’s shifting trends and dynamics, Manpower Inc has identified a critical mega trend that is vital to sustainable growth during these tough economic times; Demographic and economic shifts are accelerating the talent mismatch. In an economic environment where organisations are pressured to do more with less, businesses and governments will continue to demand more specific skills and behaviours. The pressure to find the right skills in the right place at the right time will increase as working age populations decline, economies rebound, emerging markets rise, and the nature of work shifts. This will intensify the skills mismatch.
Authentic Leadership develops Engagement
In turbulent times with the gloomy term ‘economic recession’ hovering like a grey cloud overhead, there is a glimmer of light that is providing a ray of hope for organisations wanting to thrive rather than survive in 2012. Did you know that the authenticity of the leadership team determines whether employees either do their job or whether they work with their heart and soul, continually striving to make a positive impact. Authentic leadership builds trust and automatically stimulates the flow of energy that breeds confidence and safety so that employees feel fully engaged with their organisation’s vision.

9 Steps to Improve Performance
Sooner or later almost every leader faces the issue of a declining organisation. Things that once worked seem to be less effective and, invariably, the task of achieving desired performance becomes increasingly more difficult. Failure to satisfactorily address this issue leads to declining revenues and/or increased costs and/or reduced profits. Unless corrected this problem of a declining organisation can prove very career limiting for those involved.
Don't Do A Survey
Many leaders turn to an employee satisfaction survey to identify improvement opportunities. I believe there are more accurate and direct ways to gather the needed information. This article explores the dynamin and offers a soultion.
Attaining Engagement by Developing Individual Charisma
According to the 2007 – 2008 Global Workforce Survey by Towers Perrin (now Towers Watson), just one-fifth of employees surveyed were truly engaged in their work. Given the scale of this research that polled over 90,000 employees in 18 countries, this survey is a scandalous indictment of today’s callous and indifferent corporate culture.

The Problems with Change Projects
It was recently reported by HR Magazine, that “Barely a tenth of change projects seen as fully successful, according to Moorhouse study” In as much as change as for quite some time been very much a part of corporate live, the findings of the report are sadly unsurprising. The real surprise is that it is reported as news. From a Machiavellian viewport, “There is nothing more difficult to plan, more doubtful of success, nor more dangerous to manage than the creation of a new system. For the initiator has the enmity of all who would profit by the preservation of the old institutions, and merely lukewarm defenders in those who should gain by the new one”.

Other engagement Related Articles

Five Questions to Evaluate Employee Engagement
When I think of employee engagement, I think about organizational commitment, empowerment, communication, and results! I think about employees who strive to "be the brand!" The following is a list of five questions to evaluate employee engagement.
Toward a better understanding and application of engagement
The improved model of the link between staff behaviour and strategy leads to a sharper and different view of engagement based on engagement as visualization. That is people guided to ‘see’ themselves acting out the ideals needed in the role to succeed and achieve the goals and KPIs. This is exactly the same notion as understood and sued in sports.

Third Generation Leadership – Engaging People
Third Generation Leadership is based on engagement. And engagement requires that people do things - that they follow the leader - because they want to rather than because they have to. Engagement requires that the leader has developed sufficient levels of trust and respect with the followers that the followers are committed to the same course of action as is the leader.
Global Employee Engagement Declining
Most recent study of employee engagement levels by Hewitt Associates found that engagement levels at the end of the June 2010 quarter represented the largest decline Hewitt has seen in 15 years.
Understanding Sales Purpose and Foundational Structure
Executive Summary: Every interaction with a buyer has a common purpose and structure. Even though no two sales processes are the same, they share fundamental steps and sales engagement methods. These set the stage for a rep’s buyer engagement process.
Employee Engagement From The Start = Production
Don¡¦t Assume It¡¦s About Money; keeping employees engaged is important in this economy, but I believe employee engagement matters, regardless of the economy. Most companies are not changing the way they hire or engage current employees, although they should by implementing these 3 components to effective employee engagement.
Third Generation Leadership – a different way of listening
Authentic and strong attention on another and for them is the underlying social mechanism that triggers engagement – and engagement with both the work to be done and with the people involved is what Third Generation Leadership is all about.

CAN TECHNOLOGY IMPROVE EMPLOYEE ENGAGEMENT?
Studies around the world have revealed that engagement levels have a direct impact on employee's performance and consequently on the bottom line. A well established co-relation exists between employee engagement and business results.

Employee Engagement - A Silver Bullet
Employee Engagement is much discussed by HR Executives and Organisational Development professionals alike. The question we are most asked is "How do we improve engagement?", followed closely by "Do we use a performance development system, leadership training, incentives, work-life balance or something else ?" This White Paper outlines a systematic way to increase engagement across the entire workforce and then maintain high engagement.
Th Case for Charismatic Leadership
Research shows that Charismatic Leaders and Charismatic Managers have more impact and influence, and are better able to transform workforce attitudes, beliefs and behaviours. Global research by Hewitt Associates who pioneered the measurement of employee engagement in the early 1990s found that employee engagement is higher at double-digit growth companies. The quickest and most cost-effective way to build high levels of engagement is by developing the charismatic potential of the leadership teams.

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