1.
June 2012
Developing Leaders: Strategies for Increasing
Staff Engagement and Commitment

2.
Our Agenda
• Staff Engagement – Why Do We Care
• Methods for Developing Leaders
• Strategies for Engagement & Commitment

3.
Staff Engagement – Why Do We Care

4.
Whether we realize it or not, workers have been
under constant duress. Because of scarce
resources, few opportunities for development
and promotions– not to mention the fact that
people often have been required to do the work
of more than one person – a lot of our work
forces is burnt out. Employees across the
country feel overworked, under-rewarded and
greatly unappreciated.
-- John Gibbons, VP of Research and
Development at the Institute for Corporate
Productivity
Impact of the Great Recession

5.
Impact of Low Engagement
• Dissatisfaction
• Attrition
• Inconsistency
• Lack of Goodwill

6.
How do you know?
• Annual Staff
Climate Survey
• Employee Feedback
• Retention Rates
I would be happy to be employed here:
Answer Options Response Response
Percent Count
for the next year 16.7% 21
for the next two to three years 21.4% 27
for the next four to six years 19.0% 24
for more than the next six years 37.3% 47
I am looking for a job elsewhere over the next 12 months. 5.6% 7

7.
What
makes you
happy?

8.
A FEW DIFFERENT
FRAMEWORKS OF
HAPPINESS
Source: Zappos.com

9.
A FEW DIFFERENT FRAMEWORKS ON
HAPPINESS
Perceived Control
Perceived Progress
Connectedness
Vision / Meaning
(Being part of something bigger than yourself)
Source: Zappos.com

10.
Maslow’s Hierarchy
Source: Zappos.com

11.
3 TYPES OF HAPPINESS
Rock Star
time
(Pleasure – chasing the next high)
Flow
time
(Engagement – time flies)
Meaning / Higher Purpose
time
(Being part of something bigger than yourself)
Source: Zappos.com

12.
If the research shows that
vision / meaning / higher purpose
leads to HAPPINESS…
What is your organization’s higher
purpose?
What is your higher purpose?
Source: Zappos.com

13.
What is your nonprofit’s Strategic Plan? Annual Goals?
Future Vision?

14.
As a leader in your
organization, what is
your higher purpose?

15.
Methods for Developing Leaders

16.
“Leaders are not born,
they are grown.”
-- Peter Drucker

17.
What experiences
contributed to your
development as a
leader?

18.
Coaching Action Learning
Job Assignments
Mentoring 360-Feedback
Classroom Training
Methods to Support Leadership Development

19.
Strategies for Engagement & Commitment

20.
Strategy #1: Link annual goals for staff to the
mission and/or the strategic plan

21.
Strategy #2: Design a “leadership
development” program for your
organization

22.
Strategy #3: Expose Staff to New Knowledge
(Extraordinary content!)

23.
Strategy #4: Chart a Clear Path for Staff
How do you chart progress for staff?
For organization?

24.
Strategy #5: Re-engage the disengaged!

25.
A few more ideas…
• Perceived Control:
• Priorities Driven by Staff – Power of Choice!
• Perceived Progress:
• A Pathway for Advancement
• Connectedness:
• Teambuilding, Increase Connection to Customers/Clients
• Vision / Meaning:
• Clarify mission/vision /values for all, keep visible and
present – revisit often!

26.
Closing Thought
Humans have “four basic needs or motivations:
to live (survival); to love (relationships); to
learn (growth and development), and to leave
a legacy (meaning and contribution).”
Leadership of the future then creates
environments in which individuals can self
actualize, in his view, “pay me fairly, treat me
kindly, use me creatively, and in principled
ways that serve mankind.” – Steven
Covey, “Leading in the Knowledge Worker Age”

27.
Questions?

28.
Find Me!
• Facebook: Fio Partners, LLC
• Twitter: @annefio, @fiopartners
• Our Blog: www.fiopartners.com/blog
• Email: anne@fiopartners.com