Blog: Leading & Living Courageously

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 […]

A Tale Of Two CEO’s And Employee Commitment

A Tale of Two CEOs and Employee Commitment

In a previous blog post on this topic, I outlined the problem of CEOs mistaking compliance for commitment. In this next post, I show the profound difference that owning the commitment problem makes, by comparing two CEOs of $1+ billion-plus organizations, leaders in their respective industries, one a manufacturer and the other a services firm. Both had significant commitment issues to deal with – weak trust and alignment between levels and functions that were undermining ambitious growth plans. The CEO of the services firm, who rose to his position after having been one of its best salespeople, was a proud but arrogant leader. Despite repeated attempts by senior managers, including his direct reports, to convey […]

Does Your Organization Have a Commitment Problem?

Does Your Organization Have a Commitment Problem?

Organizational commitment to a CEO’s strategy is a key factor in how successful that strategy will be. How far employees at all levels will go to execute the strategy — what we call their “strategic commitment” – doesn’t just make the difference between stellar and mediocre results – it can be the deciding factor in producing any results at all. But in many organizations, such commitment is often lacking, and executives don’t even know it. When revenue and profits are suffering, these managers rarely look to a deficiency in commitment as the culprit. As a result, many CEOs avoid dealing with commitment problems simply because they assume they don’t have one. They believe that if […]

Satifaction

Can’t Get No Satisfaction

Last week, the Conference Board research group released its latest report on job satisfaction. The results are pretty grim; only 45% of Americans are satisfied with their work, the lowest level ever recorded in more than 22 years of studying the issue. Experts say the drop in workers’ happiness can be partly blamed on the worst recession since the 1930s, which made it difficult for some people to find challenging and suitable jobs. But worker dissatisfaction has been on the rise for more than two decades. Quoting Linda Barrington, managing director of human capital at the Conference Board, who helped write the report, “It says something troubling about work in America. It is not about the […]

Big Bang

Start the New Year with a Bang!

What will it take for 2010 to be an extraordinary year for you and your organization? One where you position yourself for success? As we discussed in our previous post, “Complete Your Year Powerfully,” step one is taking stock of your successes and shortfalls from 2009 so you are free of the regrets, resentments, guilt or denial that could drain you of energy as you enter the New Year. Once you’re at peace with 2009, the opportunity before you is to generate a deep alignment around a bold, ambitious future for 2010. Rather than merely reacting to 2009 by extrapolating 2010 objectives and opportunities from spreadsheets of best case/worst case scenarios, we recommend a generative […]