Blog: Leading & Living Courageously

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Appreciation and Employee Engagement

Managers often think that the source of employee engagement is providing staff with material rewards and privileges such as more money, bonuses, stock incentives, promotions, titles, etc… While these things are important, their impact tends to be overestimated. A huge dimension in employee engagement is the quality of relationship that exists between management and staff. Employees feeling they are known, accepted, appreciated, valued and trusted goes a long way toward getting employees on board with a company’s vision and strategy. Many of the leaders we encounter seem either blind to this point — or worse —simply don’t care. By not listening to and recognizing employees which is a critical part of their job, managers are […]

Commitment Officer

From Human Resource Manager to Chief Commitment Officer

In our work, we often hear HR executives lament about not having a seat at the table when it comes to being part of the strategic decision-making process. They frequently speak of the desire to be true strategic partners with their peers, rather than merely comp and benefits administrators or purveyors of training programs that may or may not contribute to the bottom line of the business. The good news is that the time has never been better for HR execs to reconstitute their role — by shifting from Human Resource Managers to Chief Commitment Officers. What CEOs and business leaders want and need more than ever is employees who are 100% engaged and committed […]

Six Steps To Make Your Meetings More Effective

Six Steps To Make Your Meetings More Effective

In this week’s post, I offer six approaches you should consider in making your meetings more commitment driven. 1. Before planning an agenda, ask yourself the key questions that will allow you to make your meeting meaningful. What do we want to accomplish? Who should attend the meeting in order to accomplish what we intend? What do we want people to leave the meeting with? What could we do during the meeting to achieve the desired objectives? How much time do we need in order to achieve the objectives? 2. If appropriate, include a cross-section of individuals who will be attending the meeting in the agenda-planning phase. Getting these folks involved from the start will […]

Agenda

Why Agenda Driven Meetings Don’t Work

A key principle of generating total alignment and engagement is ensuring that you are always working backward from a deliberate, desired future — rather than merely extrapolating or perpetrating business as usual. When it comes to meetings — which consume enormous amounts of most managers’ time — this principle can make the difference between meetings that make a big impact, and those that waste valuable time. To begin with, most meetings are designed backwards. The agenda planning starts with the questions: How much time do we have? and What do people think we should talk about? The reason we say these meetings are designed backwards is because the time allocated for the meeting should be […]

What Can Executives Do To Drive Employee Engagement?

What Can Executives Do To Drive Employee Engagement?

In the last three posts on the topic of organizational commitment we looked at evaluating your companies level of commitment, the way two different CEO’s handle commitment and examined the warning signs for lack of employee engagement and commitment. In this final post of the series we asked a few other authors to give us their take on the topic: WHAT CAN EXECUTIVES DO TO DRIVE EMPLOYEE ENGAGEMENT? Here’s what they had to say. “Manage your inner control freak.  You can’t — and won’t — inspire employee engagement and commitment unless you loosen the reins and let go of control.  As a leader, you are there to champion the vision and keep people focused on […]

Six Warning Signs You Lack Employee Engagement and Commitment

Six Warning Signs You Lack Employee Engagement and Commitment

In the past two blog posts regarding this topic I explored the problem of lack of commitment and looked at two case studies. In this post I examine what to do if you want to tackle your commitment problem. Where do you begin? What are the most effective ways to assess if and where there are commitment problems? Here’s a list of some observable indicators: 1. People don’t speak up even when they know things aren’t being dealt with honestly and directly. This is relatively easy to spot, especially in meetings. Everyone knows important issues are not being addressed. Yet they fail to speak up because of fear or cynicism. 2. Missed commitments met with […]