1. Schedule appropriate time with their direct reports. 2. Share their consistent aspirations and plans with their people. 3. Encourage and listen to honest feedback from all their people. 4. Acknowledge the work and value of their people. What’s your top four list that engaged leaders do regularly?
That it’s about employee engagement. It’s really about leadership engagement, without which there is no employee engagement. That’s where the focus needs to be first and foremost. Too many leaders are too busy to be engaged with their employees, so they outsource or delegate to HR professionals etc. Damn shame isn’t it? Proof of how […]
Driven by technology and economic volatility, the focus on data collection and interpretation is immense – and oppressive. Capable leaders are being forced to spend time generating reports on the implications of historical data. They are being turned into internal analysts and managers at best. Leaders of public listed companies are being shanghaied into spending […]
There are a plethora of labels depicting leadership styles, mainly emanating from book and program marketers. You’ve heard them - laissez faire; consultative; democratic; authoritarian; transformational etc. It seems that rarely are the people being led asked what their leader is like and rarely do we ask the leader themselves – with the exception of […]
Hierarchy of Enterprise Success© Within each of the above “bricks” of success there are related and inter-related requirements that ensure the integrity of each brick and the model as a whole. For instance the brick of Continuous Learning and Improvement includes the setting of key performance indicators or results areas, their measurement, performance mastery, innovation […]
I was bemused then disappointed to see that a British manufacturing company is seeking to appoint an Employee Engagement Manager! The function is within HR, requires the usual survey and data collection and processing and includes supporting leaders in monitoring and improving employee engagement. The salary offered is circa GBP 50,000. With on costs and […]
We live in times of uncertainty, volatility, ambiguity, even chaos. Disruptive change is upon us all. We are emerging from leading and managing focussed only on spreadsheets and fiscal data. That’s because it’s not delivering the results we seek. We must embrace an additional formula not used by accountants and economists. Not their fault. We […]
Senior leaders tend to require their people to be trained without attending themselves. There are various stated reasons for this: They are too busy. They’ve already been trained in those areas (albeit some time ago). They are not the ones who need development. They aren’t sufficiently connected with the people being trained. They don’t want […]
Employee engagement is high on the business agenda these days as we seek to overcome the challenges of volatility, uncertainty, complexity and ambiguity. Every week we see brilliant tips to improve employee engagement. When we look closely at them all we see they resemble Frederick Herzberg’s Dual Theory of 1959, sometimes called the Two-Factor Theory. […]
I know you are very busy. I bet most of your meetings are either spot fire-fighting (dealing with urgent issues) or habitual time wasting sessions. I bet you blow too much time on emails. I bet you spend too much time on bureaucratic stuff that doesn’t deliver value. I bet you’d like to spend more […]
