Enviar búsqueda
Cargar
FINAL Discover--embedded StMH format 11-24-14
•
Descargar como PPTX, PDF
•
0 recomendaciones
•
78 vistas
Margie Kensil
Seguir
Denunciar
Compartir
Denunciar
Compartir
1 de 48
Descargar ahora
Recomendados
Employee motivation and happiness webinar 9 16 13
Employee motivation and happiness webinar 9 16 13
Ray White
Employee Engagement to Execution
Employee Engagement to Execution
Work.com - A Salesforce Company
ADURO and Limeade Webinar: Power of Intrinsic Motivation
ADURO and Limeade Webinar: Power of Intrinsic Motivation
adurolife
Happiness in the work place webinar 5 10 13 pursuit-of-happiness.org
Happiness in the work place webinar 5 10 13 pursuit-of-happiness.org
Ray White
3 Ways Online Learning Boosts Employee Engagement
3 Ways Online Learning Boosts Employee Engagement
LinkedIn Learning Solutions
The top tens of employee engagement hundreds of brilliant engagement ideas
The top tens of employee engagement hundreds of brilliant engagement ideas
LuchoAlbertito
The 9 Circles of Employee Engagement Hell
The 9 Circles of Employee Engagement Hell
Globoforce
L 191 masiuk-creating an engaged workforce to sustain continuous improvement_ppt
L 191 masiuk-creating an engaged workforce to sustain continuous improvement_ppt
gmasiuk
Recomendados
Employee motivation and happiness webinar 9 16 13
Employee motivation and happiness webinar 9 16 13
Ray White
Employee Engagement to Execution
Employee Engagement to Execution
Work.com - A Salesforce Company
ADURO and Limeade Webinar: Power of Intrinsic Motivation
ADURO and Limeade Webinar: Power of Intrinsic Motivation
adurolife
Happiness in the work place webinar 5 10 13 pursuit-of-happiness.org
Happiness in the work place webinar 5 10 13 pursuit-of-happiness.org
Ray White
3 Ways Online Learning Boosts Employee Engagement
3 Ways Online Learning Boosts Employee Engagement
LinkedIn Learning Solutions
The top tens of employee engagement hundreds of brilliant engagement ideas
The top tens of employee engagement hundreds of brilliant engagement ideas
LuchoAlbertito
The 9 Circles of Employee Engagement Hell
The 9 Circles of Employee Engagement Hell
Globoforce
L 191 masiuk-creating an engaged workforce to sustain continuous improvement_ppt
L 191 masiuk-creating an engaged workforce to sustain continuous improvement_ppt
gmasiuk
Ibucm unleashing intrinsic_employee_loyalty_donna_callejon
Ibucm unleashing intrinsic_employee_loyalty_donna_callejon
vp1234
The Science of Gratitude
The Science of Gratitude
Globoforce
1/16 HRD Can You Spot the Burnout Deck? Final
1/16 HRD Can You Spot the Burnout Deck? Final
Limeade
Creating a Caring Culture to Attract and Retain Talent -12/2/2019
Creating a Caring Culture to Attract and Retain Talent -12/2/2019
Limeade
12 Eye-Opening Employee Engagement Stats
12 Eye-Opening Employee Engagement Stats
FaveRave
Aligning employee well-being with your culture
Aligning employee well-being with your culture
Limeade
How to Use Technology to Build Connections and Improve Engagement
How to Use Technology to Build Connections and Improve Engagement
Limeade
72 quotations that @HelenBevan posted with tweets during 2019
72 quotations that @HelenBevan posted with tweets during 2019
Helen Bevan
Webinar: 7 Employee Experience Trends That Will Dominate 2019
Webinar: 7 Employee Experience Trends That Will Dominate 2019
Limeade
People Centric Leadership
People Centric Leadership
Lokesh Bathija
Gallup Q12's Employee Engagement Findings
Gallup Q12's Employee Engagement Findings
Paul Sohn
How Inclusion Elevates Employee Experience
How Inclusion Elevates Employee Experience
Limeade
Motivatingemployees 090501022717-phpapp02
Motivatingemployees 090501022717-phpapp02
angevil66
Beyond the Metrics: Creating Meaningful Engagement through Communication
Beyond the Metrics: Creating Meaningful Engagement through Communication
Limeade
Best Practices for Developing Your Emerging Leaders
Best Practices for Developing Your Emerging Leaders
BizLibrary
The connection between intrinsic motivation and your employee engagement stra...
The connection between intrinsic motivation and your employee engagement stra...
Limeade
Inclusion Confusion
Inclusion Confusion
Limeade
How to be a more inspiring leader
How to be a more inspiring leader
KevinIanMurray
4 Reasons Leadership Development Fails
4 Reasons Leadership Development Fails
O.C. Tanner
Sally Cross, Engage for Growth - engagement on a shoestring
Sally Cross, Engage for Growth - engagement on a shoestring
Rose Adderley
Empower your employees to become social champions
Empower your employees to become social champions
Siobhan Ward
Empower your employees to become social champions
Empower your employees to become social champions
LinkedIn Europe
Más contenido relacionado
La actualidad más candente
Ibucm unleashing intrinsic_employee_loyalty_donna_callejon
Ibucm unleashing intrinsic_employee_loyalty_donna_callejon
vp1234
The Science of Gratitude
The Science of Gratitude
Globoforce
1/16 HRD Can You Spot the Burnout Deck? Final
1/16 HRD Can You Spot the Burnout Deck? Final
Limeade
Creating a Caring Culture to Attract and Retain Talent -12/2/2019
Creating a Caring Culture to Attract and Retain Talent -12/2/2019
Limeade
12 Eye-Opening Employee Engagement Stats
12 Eye-Opening Employee Engagement Stats
FaveRave
Aligning employee well-being with your culture
Aligning employee well-being with your culture
Limeade
How to Use Technology to Build Connections and Improve Engagement
How to Use Technology to Build Connections and Improve Engagement
Limeade
72 quotations that @HelenBevan posted with tweets during 2019
72 quotations that @HelenBevan posted with tweets during 2019
Helen Bevan
Webinar: 7 Employee Experience Trends That Will Dominate 2019
Webinar: 7 Employee Experience Trends That Will Dominate 2019
Limeade
People Centric Leadership
People Centric Leadership
Lokesh Bathija
Gallup Q12's Employee Engagement Findings
Gallup Q12's Employee Engagement Findings
Paul Sohn
How Inclusion Elevates Employee Experience
How Inclusion Elevates Employee Experience
Limeade
Motivatingemployees 090501022717-phpapp02
Motivatingemployees 090501022717-phpapp02
angevil66
Beyond the Metrics: Creating Meaningful Engagement through Communication
Beyond the Metrics: Creating Meaningful Engagement through Communication
Limeade
Best Practices for Developing Your Emerging Leaders
Best Practices for Developing Your Emerging Leaders
BizLibrary
The connection between intrinsic motivation and your employee engagement stra...
The connection between intrinsic motivation and your employee engagement stra...
Limeade
Inclusion Confusion
Inclusion Confusion
Limeade
How to be a more inspiring leader
How to be a more inspiring leader
KevinIanMurray
4 Reasons Leadership Development Fails
4 Reasons Leadership Development Fails
O.C. Tanner
Sally Cross, Engage for Growth - engagement on a shoestring
Sally Cross, Engage for Growth - engagement on a shoestring
Rose Adderley
La actualidad más candente
(20)
Ibucm unleashing intrinsic_employee_loyalty_donna_callejon
Ibucm unleashing intrinsic_employee_loyalty_donna_callejon
The Science of Gratitude
The Science of Gratitude
1/16 HRD Can You Spot the Burnout Deck? Final
1/16 HRD Can You Spot the Burnout Deck? Final
Creating a Caring Culture to Attract and Retain Talent -12/2/2019
Creating a Caring Culture to Attract and Retain Talent -12/2/2019
12 Eye-Opening Employee Engagement Stats
12 Eye-Opening Employee Engagement Stats
Aligning employee well-being with your culture
Aligning employee well-being with your culture
How to Use Technology to Build Connections and Improve Engagement
How to Use Technology to Build Connections and Improve Engagement
72 quotations that @HelenBevan posted with tweets during 2019
72 quotations that @HelenBevan posted with tweets during 2019
Webinar: 7 Employee Experience Trends That Will Dominate 2019
Webinar: 7 Employee Experience Trends That Will Dominate 2019
People Centric Leadership
People Centric Leadership
Gallup Q12's Employee Engagement Findings
Gallup Q12's Employee Engagement Findings
How Inclusion Elevates Employee Experience
How Inclusion Elevates Employee Experience
Motivatingemployees 090501022717-phpapp02
Motivatingemployees 090501022717-phpapp02
Beyond the Metrics: Creating Meaningful Engagement through Communication
Beyond the Metrics: Creating Meaningful Engagement through Communication
Best Practices for Developing Your Emerging Leaders
Best Practices for Developing Your Emerging Leaders
The connection between intrinsic motivation and your employee engagement stra...
The connection between intrinsic motivation and your employee engagement stra...
Inclusion Confusion
Inclusion Confusion
How to be a more inspiring leader
How to be a more inspiring leader
4 Reasons Leadership Development Fails
4 Reasons Leadership Development Fails
Sally Cross, Engage for Growth - engagement on a shoestring
Sally Cross, Engage for Growth - engagement on a shoestring
Similar a FINAL Discover--embedded StMH format 11-24-14
Empower your employees to become social champions
Empower your employees to become social champions
Siobhan Ward
Empower your employees to become social champions
Empower your employees to become social champions
LinkedIn Europe
Building culture through employee engagement
Building culture through employee engagement
plugHR
How to build a culture of motivation
How to build a culture of motivation
Pam Holloway
How Senior Leadership Engage/Disengage in Nonprofits
How Senior Leadership Engage/Disengage in Nonprofits
TalentMap
[Slideshare] Cracking the Employee Engagement Code - Workforce Group
[Slideshare] Cracking the Employee Engagement Code - Workforce Group
Workforce Group
Slideshare effective growth
Slideshare effective growth
Effective Growth
march5FIRMSOLUTIONSSummitOutline
march5FIRMSOLUTIONSSummitOutline
Christina Echevarria
Motivating Employees
Motivating Employees
M R Jhalawad
Getting employee recognition right
Getting employee recognition right
Xoxoday
Engagement..... HPWS..... Culture... HR Branding.......
Engagement..... HPWS..... Culture... HR Branding.......
dr m m bagali, phd in hr
Accelerate Your Leadership Performance - for Sales & Marketing Leaders
Accelerate Your Leadership Performance - for Sales & Marketing Leaders
IdeaShape Coaching & Consulting
vaACCSES Presentation-Creating Passion
vaACCSES Presentation-Creating Passion
Missy (Grubbs, Blankenship) Schmidt
How to Create a Happy Workforce in Today’s Ugly Social Climate
How to Create a Happy Workforce in Today’s Ugly Social Climate
Xenium HR
Leadership & People-Are you the Problem or Solution
Leadership & People-Are you the Problem or Solution
Jamie Balkin
Driving Right Strategy for Engaging Employees - Manish Arneja (Talent & Devel...
Driving Right Strategy for Engaging Employees - Manish Arneja (Talent & Devel...
Manish Arneja
CNHRP Quarterly Session: ENGAGE: Employee Engagement
CNHRP Quarterly Session: ENGAGE: Employee Engagement
Nakia Okafor Roundtree
Cultivating success through appreciative inquiry (awhe)
Cultivating success through appreciative inquiry (awhe)
Wendy Bruun
presentation on employee motivation
presentation on employee motivation
FarazAli126
WON 4 14 GU NMI Energize Engage-- Building Inclusive Organizations(1).pptx
WON 4 14 GU NMI Energize Engage-- Building Inclusive Organizations(1).pptx
SWATISINGH686555
Similar a FINAL Discover--embedded StMH format 11-24-14
(20)
Empower your employees to become social champions
Empower your employees to become social champions
Empower your employees to become social champions
Empower your employees to become social champions
Building culture through employee engagement
Building culture through employee engagement
How to build a culture of motivation
How to build a culture of motivation
How Senior Leadership Engage/Disengage in Nonprofits
How Senior Leadership Engage/Disengage in Nonprofits
[Slideshare] Cracking the Employee Engagement Code - Workforce Group
[Slideshare] Cracking the Employee Engagement Code - Workforce Group
Slideshare effective growth
Slideshare effective growth
march5FIRMSOLUTIONSSummitOutline
march5FIRMSOLUTIONSSummitOutline
Motivating Employees
Motivating Employees
Getting employee recognition right
Getting employee recognition right
Engagement..... HPWS..... Culture... HR Branding.......
Engagement..... HPWS..... Culture... HR Branding.......
Accelerate Your Leadership Performance - for Sales & Marketing Leaders
Accelerate Your Leadership Performance - for Sales & Marketing Leaders
vaACCSES Presentation-Creating Passion
vaACCSES Presentation-Creating Passion
How to Create a Happy Workforce in Today’s Ugly Social Climate
How to Create a Happy Workforce in Today’s Ugly Social Climate
Leadership & People-Are you the Problem or Solution
Leadership & People-Are you the Problem or Solution
Driving Right Strategy for Engaging Employees - Manish Arneja (Talent & Devel...
Driving Right Strategy for Engaging Employees - Manish Arneja (Talent & Devel...
CNHRP Quarterly Session: ENGAGE: Employee Engagement
CNHRP Quarterly Session: ENGAGE: Employee Engagement
Cultivating success through appreciative inquiry (awhe)
Cultivating success through appreciative inquiry (awhe)
presentation on employee motivation
presentation on employee motivation
WON 4 14 GU NMI Energize Engage-- Building Inclusive Organizations(1).pptx
WON 4 14 GU NMI Energize Engage-- Building Inclusive Organizations(1).pptx
FINAL Discover--embedded StMH format 11-24-14
1.
1 © 2014
St. Meyer & Hubbard, Inc. Unleashing The Untapped 30% Engagement – The Secret Sauce for Ultimate Organizational Success Margie H Kensil Senior Consultant St. Meyer & Hubbard
2.
2 © 2014
St. Meyer & Hubbard, Inc. Pleased to Meet You! Senior Consultant with St. Meyer & Hubbard, Elgin, IL Native of Dallas, TX Currently lives in Concord, NC Passionate about helping people be their best, Dan Kensil, and South Africa
3.
3 © 2014
St. Meyer & Hubbard, Inc. Today We Will Discuss… The What and the Why of Engagement Motivation and Engagement Drivers for an Engaged Workforce The “Big Five” of Engagement Creating Trust - Your Roles The “So What”
4.
4 © 2014
St. Meyer & Hubbard, Inc. My Hope for You Today: Take away one idea or action that: • You can apply immediately • Will lead to higher engagement and move you, your team members/department/organization forward in the achievement of high performance
5.
5 © 2014
St. Meyer & Hubbard, Inc.
6.
6 © 2014
St. Meyer & Hubbard, Inc.
7.
7 © 2014
St. Meyer & Hubbard, Inc. What is Engagement? Engagement = Simplicity + Connection Simplicity: Level of knowledge and understanding people have with the goals, plan, strategy – How much they know Connection: Level of emotional connection people have with the business – How much they care
8.
8 © 2014
St. Meyer & Hubbard, Inc. What Makes Up Engagement? Engagement is comprised of two parts: Commitment – an affective attachment to, and intention to remain with, an organization, a group, or with a specific person (manager) Discretionary Effort – the willingness to go above and beyond formal job requirements Adapted from The Hay Group
9.
9 © 2014
St. Meyer & Hubbard, Inc. The Untapped 30% According to data collected by the Job Resources Inventory (JRI), the average manager’s team brings 70% of their discretionary effort to the table every day. What would goal achievement/ productivity/team satisfaction look like if everyone unleashed that missing 30%?
10.
10 © 2014
St. Meyer & Hubbard, Inc. Remember When? Column A Column B Column C Confident Apathetic Satisfied Perfectly matched Trusting of others Unsatisfied Over-skilled Untrusting of others Needs met Under-skilled Deceived Wanting Fearful of failure Fully informed Balanced Prepared Same old, same old Emotionally drained (bad) Unprepared Underpaid Appreciated Equipped Victim Unappreciated Ill-equipped Inspired Adequately paid
11.
11 © 2014
St. Meyer & Hubbard, Inc. Why Engagement? What kind of words would a third party use to describe an engaged workforce when they see one? • Energized • Satisfied and happy • Connected and committed • Persistent • Adaptable • Involved and absorbed • Highly productive • Collaborative
12.
12 © 2014
St. Meyer & Hubbard, Inc. Why Engagement? Contrast with an unengaged description: • 8-5’ers (“clock punchers”) • Lots of people missing (absent) • Managers are babysitters (average outcomes for managerial extreme effort) • Few smiles (low morale) • No passion and energy (low confidence / employees are slow) • Lots of turmoil (collaboration? What collaboration?) • Employees talk about their supervisors behind their backs a lot (Us vs. Them) • Fair output and lucky in spite of themselves (lower productivity and lower yield for effort)
13.
13 © 2014
St. Meyer & Hubbard, Inc. Four Levels of Engagement Engaged – giving full discretionary effort, high emotional and rational connection with high motivation Enrolled – partly engaged, they know what to do and tend to get the work done, but they do not have a high emotional connection and typically won’t go the extra mile Disenfranchised – partly disengaged (low emotional connection) Disengaged – completely disconnected rationally, motivationally and emotionally (likely angry) Source: Towers Watson Global Workforce Engagement Study
14.
14 © 2014
St. Meyer & Hubbard, Inc. The Results of the Study 21% 41% 30% 8% 21% Engaged 41% Enrolled 30% Disenfranchised 8% Disengaged
15.
15 © 2014
St. Meyer & Hubbard, Inc. According to Gallup: Over 50% of employees are not engaged Almost 20% are actively disengaged The cost of disengagement – over $300 billion/year The State of the American Workplace, 2013
16.
16 © 2014
St. Meyer & Hubbard, Inc. The Linkage Employee Behavior Customer Behavior Revenue Growth & Profitability
17.
17 © 2014
St. Meyer & Hubbard, Inc. The Proof is in the Pudding! Towers’ Study Showed: Companies with high engagement had 19% increase in operating income and 28% growth in EPS Companies with low engagement had 32% drop in operating income and 11% drop in EPS
18.
18 © 2014
St. Meyer & Hubbard, Inc. Who’s Getting it Right?
19.
19 © 2014
St. Meyer & Hubbard, Inc. Drivers of an Engaged Workforce Satisfaction with coworkers Fairness (perceived) Job enrichment and meaningfulness Linkage between home and work Relationship with supervisor or leadership Relational Equity Overall positive organizational climate as set by senior management AND immediate manager
20.
20 © 2014
St. Meyer & Hubbard, Inc. How do engaged employees describe what they feel about their work? Vision: “I know what I’m supposed to do – and I feel good about it” Knowledge: “I feel like I can use all of my skills and abilities (fully utilized) and my manager and/or company are appreciative” Simplicity: “There is a link between what I do and the objectives of the company and I can see it” Innovation: “I feel like I have the ability to innovate or make things better (people listen to me)” Trust: “I trust my manager and my company (they do what they say they will do and walk their talk)” Collaboration: My co-workers and I are a team (collaboration)
21.
21 © 2014
St. Meyer & Hubbard, Inc. What Can Vision, Collaboration, and Innovation Do? The Fun Theory: Piano Stairs | KarmaTube
22.
22 © 2014
St. Meyer & Hubbard, Inc. The Big Five of Engagement 1. Set today’s drivers in place – autonomy, purpose, mastery 2. Find out what people believe - motivation 3. Have meaningful conversations at all levels - coach 4. Recognize people in meaningful ways 5. Create an atmosphere of trust
23.
23 © 2014
St. Meyer & Hubbard, Inc. Autonomy The desire to direct our own lives Control leads to compliance - autonomy leads to engagement Work together for self-discovery and self-direction “Some skeptics insist that innovation is expensive. In the long run, innovation is cheap. Mediocrity is expensive – and autonomy can be the antidote.” Tom Kelley General Manager, IDEO
24.
24 © 2014
St. Meyer & Hubbard, Inc. Mastery The desire to become better at something that matters Only engagement can produce mastery Look for “Goldilocks Experiences” “The improvement was the goal. The medal was simply the ultimate reward for achieving that goal.” Sebastian Coe
25.
25 © 2014
St. Meyer & Hubbard, Inc. The Last Time I Was in Flow… Describe the experience Isolate 5 key words that describe the feeling
26.
26 © 2014
St. Meyer & Hubbard, Inc. Purpose The yearning to do what we do for something that matters Today’s generational workforce is demanding it Help people see the greater purpose of goals, policies, and words “One cannot lead a life that is truly excellent without feeling that one belongs to something greater and more permanent than oneself.” Mihaly Csikszentmihalyi
27.
27 © 2014
St. Meyer & Hubbard, Inc. "We spend so much time listening to the things people are saying that we rarely pay attention to the things they don’t.” Clint Smith Teacher and Poet
28.
28 © 2014
St. Meyer & Hubbard, Inc. Getting Beyond Motivation with The Belief SystemTM Three Principles: What we believe is more important than what is The motivation to perform is influenced by what we believe People have a set of beliefs that determine their motivation to perform
29.
29 © 2014
St. Meyer & Hubbard, Inc. “The Offering is Never Enough” Effort SatisfactionOutcomePerformance Belief 1 Belief 2 Belief 3 Clear Expectations Can I Perform As Expected? Will Outcomes Be Tied to My Performance? Will Outcomes Be Satisfying To Me? The Green-Hayes Motivation Model
30.
30 © 2014
St. Meyer & Hubbard, Inc. Three Beliefs for Motivation, High Performance, Engagement: Can I do it? (accomplish the task, the goal) – CONFIDENCE Will I get it (the outcome)? – TRUST Do I want it? – SATISFACTION Belief 1 Belief 2 Belief 3 Effort SatisfactionOutcomePerformance
31.
31 © 2014
St. Meyer & Hubbard, Inc. What Motivates and Engages You? In 30 seconds or less, describe the 3 most critical things that you must accomplish this year. When was the last time you learned something really wonderful at work? Describe it. When was the last time work felt like play? Who inspires you? Why and in what way? When you think about 2015 and what we have on our plates, what gets you jazzed up and excited?
32.
32 © 2014
St. Meyer & Hubbard, Inc. The Big Five of Effective Coaching Be sure I know what good looks like Build on my strengths Find out what puts me in flow Help me self-discover - ask before you tell Let’s get on the same page with an action plan – always
33.
33 © 2014
St. Meyer & Hubbard, Inc. Inquiring Minds Want to Know… What do you want me to do? How do you want me to do it? Why should I? How will you let me know where I stand? How will you help me improve?
34.
34 © 2014
St. Meyer & Hubbard, Inc. Coachee Before: Identify strengths and improvement opportunities Observe activity or review documents Schedule the coaching session Prepare the environment During: 1. Agree on agenda 2. Ask then tell what was done well and why 3. Ask then tell what could be done differently next time and why 4. Create an action plan After: Schedule the next coaching session Follow-up The Coaching Process St. Meyer & Hubbard
35.
35 © 2014
St. Meyer & Hubbard, Inc. Great Coaching Questions What is the most important thing on your plate right now? What progress has been made? What are you most proud of? What about your current work makes you feel most alive and passionate about being here? What do you appreciate about the team? In what areas do you feel you could develop and build your skills? What can you do differently to be even more effective?
36.
36 © 2014
St. Meyer & Hubbard, Inc. Talk about your Big Five What are 5 questions that you could use to enhance your conversations with your manager and/or your team members?
37.
37 © 2014
St. Meyer & Hubbard, Inc. Why Recognize People? It’s the #1 reason people leave their jobs
38.
38 © 2014
St. Meyer & Hubbard, Inc. What Makes for an Effective Recognition Program? Sincere, honest, frequent feedback that includes recognition of strengths Multi-faceted – leadership at all levels and peer-to-peer Different methods – one size doesn’t fit all
39.
39 © 2014
St. Meyer & Hubbard, Inc. “Thanks…”
40.
40 © 2014
St. Meyer & Hubbard, Inc. Remember When? Column A Column B Column C Confident Apathetic Satisfied Perfectly matched Trusting of others Unsatisfied Over-skilled Untrusting of others Needs met Under-skilled Deceived Wanting Fearful of failure Fully informed Balanced Prepared Same old, same old Emotionally drained (bad) Unprepared Underpaid Appreciated Equipped Victim Unappreciated Ill-equipped Inspired Adequately paid
41.
41 © 2014
St. Meyer & Hubbard, Inc. Creating Trust - Your Role as a Manager Manage the work and performance • Reveal the vision - Be clear about what good looks like • Connect - Have regular “conversations” with your employees • Inspire - Be positive, build confidence • Build continuous learning - Be the question, not the answer Manage the relationship with the company • Simplicity, commitment - Broadcast the good, filter the bad • Foster simplicity - Show the connection between the strategy, goals, and tactics - WIIFM • Create the right culture • Be a match maker – provide those “Goldilocks Experiences” • Be committed to developing others’ skills and gifts
42.
42 © 2014
St. Meyer & Hubbard, Inc. What do you pay attention to? What do your employees hear from you? What do your employees see? Who are your employees?
43.
43 © 2014
St. Meyer & Hubbard, Inc. Creating Trust - Your Role as a Team Member “There is no ‘I’ in team” Participate in your development Ask - and answer - the right questions Bring your “ness” each and every day 70% isn’t good enough – make it 100%, each and every day
44.
44 © 2014
St. Meyer & Hubbard, Inc. It’s RELATIONSHIP(s) that make or break the engagement level of any specific employee and any specific organization
45.
45 © 2014
St. Meyer & Hubbard, Inc. The “So What” What does your emotional wake look like? ABL – Always Be Learning Surround yourself with great people – make it about them – not you! Rediscover your “ness” Everyone is a leader - Be the change you want to see – commit to the journey
46.
46 © 2014
St. Meyer & Hubbard, Inc. Resources for You
47.
47 © 2014
St. Meyer & Hubbard, Inc. My Hope for You Today: Take away one idea or action that: • You can apply immediately • Will lead to higher engagement and move you, your team members/department/organization forward in the achievement of high performance
48.
48 © 2014
St. Meyer & Hubbard, Inc. You must be the Superhero! There isn’t anyone else…there is YOU. There is only time enough to iron your cape and then it’s back to the skies for you! Thank you and Good Luck! Margie Kensil mkensil@smandh.com
Descargar ahora