Employee Engagement Is Not That Simple

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Oversimplification Can Be Dangerous

I Can’t Believe They Tried This!

Reading an article in the Huffington Post recently, the author tried to simplify the definition of a popular buzzphrase used in the corporate world. The term was “Employee Engagement”. They said simply that it was the new way of saying “Internal Communications”.

Wrong! Wrong! Wrong!

Making it simple is not always helpful. In this case, it could be fatal!

The article was titled The Growing Importance of Managers in Employee Engagement by Gail S. Thornton. Now Gail is a communications professional, so I can understand her tendency to classify it as a communications issue.

illustration of a Boss talking with employees

Employee Engagement – More Than Communication

And to be sure, excellent communication is a critical part of fostering employee engagement. But it’s not the only thing. To focus just on that component of employee engagement is similar to just relying on your belt buckle to hold your pants up; without the belt it’s not going to be very effective at accomplishing the mission.

Communication is the promise ring of employee engagement, but caring is the diamond. Leaders must communicate, but the communication rings hollow if they don’t truly care for people on their team. I know lots of great communicators who don’t really care for the people in their organization; communication is just a tool for manipulation.

[snaptweet]Communication is the promise ring of employee engagement, but caring is the diamond. -Paul Simkins[/snaptweet]

When a leader cares and communicates with care, real meaning is brought to the communication. The communication involves listening a lot more than talking. It involves open pipelines where people are free to speak up and speak out. When that happens, people feel they count and are counted on. That’s when engagement is possible.

There are other factors as well; such as knowing when to empower and when not to, refusing to be a rescue boss, providing guidance, making expectations clear, and creating a safe place to fail.

[snaptweet]Saying that employee engagement is simple is to assume your employees are simple. They’re not. And neither are you by the way. -Paul Simkins[/snaptweet]

Communication is an important factor of employee engagement, but don’t go thinking that it IS employee engagement.

What factors do you consider when you look to create an engaged workplace? How do you decide what to communicate and when?

Why Leaders are Learners – Part IV

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Double-Dose of Leadership

We had the benefit at the 2014 L2:Learn-Lead simulcast to hear from John C. Maxwell twice. He opened the proceedings, which I documented in the post Why Leaders are Learners – Part I, and then closed it with another talk. This was an excellent close for many, who left raving about what they learned from this. I did too!

Leaders are Learners By What They Ask Themselves

John emphasized that the first place he looks to ask questions is to ask questions of himself. The questions we ask ourselves direct us — and sometimes re-direct us — to keep us focused on our vision and goals. They help us determine if we are improving, if we are making an impact, and if we are truly leading.

Asking yourself questions on a regular basis helps keep the main thing the main thing. It keeps us from majoring in the minors and getting lost in the details. It helps us maintain a big picture view.

Three Questions to Ask Yourself

1. Am I investing in myself?

When we take time, energy, and money to invest in our own growth, we prepare ourselves to lead more effectively, to be a more productive contributor, and primarily to unlock more of the potential in others.

[snaptweet]It doesn’t get any better for my people until it gets better for me.[/snaptweet]

This requires DAILY, INTENTIONAL growth. I call it being a 1%er.

[snaptweet]Focus on growing yourself by just 1% a day.[/snaptweet] That seemingly small 1% compounds quickly and soon you find yourself doing great things before you realize it.

Three Investment Indicators

MY SELF-IMAGE – How do I perceive myself? Do I truly believe in myself? Quickly gauge yourself on this on a scale of one to ten. Where are you?
MY DREAMS – Do I have BIG dreams of what I want to achieve? Are they scary and yet exciting? Quickly gauge yourself on this on a scale of one to ten. Where are you?
MY FRIENDS – The Law of Environment kicks in here. Are the people around you encouraging and uplifting? Do they challenge you? Do they add value to you? Are you able to encourage, uplift, challenge, and add value to them? Quickly gauge yourself on this on a scale of one to ten. Where are you?

We will only invest in ourselves if we can honestly rate ourselves high in these areas.

2. Am I investing in the right people?

Do they influence others? Who do they influence? How many do they influence?
Do they have potential to grow?
What is their attitude and competence level?
Chemistry Factor – Do they fit into the formula? Do I like them? Do others like them?
Passion Factor – Do they have a genuine passion for what they do? Are they motivated?
Character Factor – Do their character traits fit in with the character traits I desire for my team? Are they grounded? Trustworthy?
Values Factor – Are their values compatible with the team or organization (or my) values? Critical to have this for the right culture within your team or organization.

[snaptweet]Culture eats vision for lunch![/snaptweet]

Team Work Factor – Are they able to fit in and perform well as part of the whole? Or are they a lone wolf?
Support Factor – Are they supportive of other team members and organization objectives? Can they support and complete me?
Creative Factor – Can I count on them to seek out creative solutions to challenges? Can they find possibilities out of impossibilities?
Options Factor – Can they give me options?
Ten Percent Factor – Can they give me the last 10%? All the fruit is in the last 10%. Can they stay for the harvest?

3. Am I genuinely interested in people?

Leaders see more than others see and see before others see. Do I really care for others? If so, I can use my advantage to add value to others. If not, I will only use it to add value to me.

Where did you find yourself on this? What questions do you ask yourself regularly? Do you set aside time to think?

Add your thoughts and comments below.

Why Leaders Are Learners – Part 3

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Rich Leaders and Learners

Tim Sanders was the third speaker at the L2:Learn-Lead event on October 10, 2014. Tim was the “Maverick CEO” of a company called NetMinds and is a former Yahoo executive and a noted author and speaker.

Tim’s emphasis was on People-Centric Tools for Leadership. Here are some notes from his talk at L2.

Talking about purpose, he remembered a book he read titled Working the Room by Nick Morgan. Nick said that the only reason for giving a speech was to change the world.

If you don’t want to change the world, then get off the stage. -Nick Morgan

Success is not a destination, it is a direction: FORWARD.

The Modern Leader Needs to be Able to Lead With

A Clear Mind

To Unclutter and Clear Your Mind

Reduce your sources of information. Own the first 45 minutes of your day and avoid email and social media. Spend the time in devotion and reflecting on someone who helped you in the past and think of someone who will help you.
Create a culture in the workplace that is upbeat and hopeful and action-oriented. Remember that culture is a conversation about how we do things around here.
A Clear Mind is an educated mind. READ DAILY books and periodicals of significance that help you grow.
Remember if you let your calendar get full you will be an ineffective leader. You need time to think; to be curious.

Curiosity didn’t kill the cat, it killed the competition. -Sam Walton

A Creative Tendency

Most issues in a company are design issues, not people issues and need creative solutions
He has found that highly successful salespeople have creative projects within their life.
- Creativity = Problem Solving
Make NEW mistakes
Trust people
Policy is the scar tissue of an organization.

If you have to rely on policy, you need a corporate cultural change.

A Compassionate Way

You can only effectively lead those you love.
Treat everyone like family

Mentorship is a program of highly effective leaders, not HR

Learn to listen without power – give empathy

What I like about Tim Sanders is that I believe he “gets it”. Tim has learned that motivating through fear, dismissal, and non-emotional focus just doesn’t work for any extended period of time. Either people burn out or they become totally disengaged.

Work is personal.

You can’t spend 1/3 or more of your day in one place and not have it be personal. As a result, the rest of our lives are influenced by what happens at work and what happens at work is influenced by what’s happening in the rest of our lives.

If you want to create sustainable productivity and empowering employee engagement, as a leader you must spend time learning about your people. Their hopes, their dreams, their fears. You don’t have to solve their problems, in fact if you do then you are doing them a disservice; but you do have to know where they are and what’s going through their minds.

That’s how a modern leader achieves success.

What do you think? Is there a “fine line” between relational leading and task-orientation? What would be your two-word theme for how you lead?

Why Leaders Are Learners – Part II

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Inspired Leaders Have GRIT

On October 10, 2014 I was blessed to be a host for L2:Learn-Lead, the new annual leadership simulcast produced by the John Maxwell Company. In the last post, I shared the opening keynote by John C. Maxwell to initiate this series. Today, I want to share some of the thoughts from Linda Kaplan Thaler.

About Linda

Linda is the co-founder and head of Publicis Kaplan Thaler, a marketing and advertising firm. She is definitely a leader within her industry; creative and innovative. She knows how to get things done. Among the many claims to fame she has is the creation of the Kodak Moment, the AFLAC Duck, and the Toys R Us Kid jingle. She is also co-author of a few books, including The Power of Nice: How to Conquer the Business World with Kindness.

GRIT Creates Extraordinary

Linda spoke on GRIT: How Ordinary People Become Extraordinary. GRIT is an acronym for Guts, Resilience, Industriousness, and Tenacity. Here are some of Linda’s thoughts from her talk:

98% of highly successful people were considered average.
- Walt Disney was fired from his first job for being “uncreative”
- General Colin Powell was a C- student
- Michael Jordan wasn’t good enough to make his high school varsity basketball team
- What makes the difference is their GRIT.

[snaptweet]Anyone with perseverance and pluck can go from ordinary to extraordinary. -Linda Kaplan Thaler[/snaptweet]

If you are brave enough, stop dreaming and start doing!

[snaptweet]I never spent one minute dreaming about success. I worked for it. -Estee Lauder[/snaptweet]

Overprepare and outwork everyone else
We get easily distracted and need to refocus on where we are going.

Four Keys to Help Stay on Track

SOLVE SMALL PROBLEMS – when you resolve the small problems that pop up regularly, it prepares you to solve the big problems.
MAKE YOUR BED – Military recruits are taught early on how to make their bed first thing every morning and to make it neat and precise. Part of the reason is discipline but a good deal of it is that you accomplished something immediately. If you accomplish nothing else that day, you made your bed.
FINISH WHAT YOU START – With busy schedules and competing priorities, it’s easy to jump from one thing to another and not really finish anything. Successful people finish.
FORGET WILLPOWER – No one has enough willpower to stay the course consistently simply based on their will. Develop habits and create situations that take willpower out of the equation.

Next post will cover Tim Sanders thoughts from L2:Learn-Lead.

Action Items:

How will you apply this to your life?
What do you need to change?
What should you share or teach to others?

Why Leaders Are Learners – Part I

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Leaders Open Doors

This past Friday, Oct. 10, was the inaugural L2:Learn-Lead event that was simulcast around the world. I had the privilege as a Founding Partner in the John Maxwell Team to be a host for the one of the simulcast locations. While many were in attendance, many could not make it or did not make it. I wanted to share with you some of the great content and knowledge shared with us at this fantastic event.

John C. Maxwell was the first (and last) speaker. In his first talk, he shared ideas from his new book Good Leaders Ask Great Questions. Here are some bullet points I gleaned:

Leaders make great connections through questions
Leaders open doors through questions, sometimes doors that would not have opened any other way.

You are only a few questions away from achieving your dream!

Questions let you direct the conversation.

John Maxwell encouraged everyone to find great people who do what they want to do or are what they want to be. He mentioned getting his start the same way and listed some questions for you to ask great people to truly learn from them.

What is your greatest lesson?
What are you learning now?
What has been your greatest failure?
Who do you know that I should know?
What have you read lately?
What have you done that I should do?
How can I add value to you?

Learning to ask questions helps leaders get answers. They help us to DISCOVER! We discover the concerns others have, we discover what things they care about, what their dreams are. When we know these things, we can help them grow and from that our influence grows. Then we can lead them more effectively.

In the next post, I will outline some points from Linda Kaplan Thaler. In part 3 it will be from Tim Sanders talk, and then finally in part 4 the second teaching by John Maxwell.