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Five things you can do to improve employee #engagement on your team: 1. Treat people like adults. 2. Treat people with #dignity and #respect. 3. Be polite and helpful — it's your job to help them perform well. 4. Be transparent about your agenda and plan (no hidden agendas). 5. Stay connected. Check in regularly. Be there for your team. Ask your employees how they are doing and what they need from you. Ask them what's going best and where they might feel stuck or need help. Ask them what they like most and do best in their jobs. If you have never asked any of these questions before, you might not get anything back at first. I can feel like pulling teeth. It takes a while to build trust. But it's worth the effort. If your employees feel comfortable enough to speak up when they have problems, you then have opportunities to help resolve their problems, or coach them on resolving the problems for themselves. You can't fix problems you don't know about. The great thing about this work is that improving engagement also enhances employee #morale, #motivation, #trust, #performance, and #retention. Advanture Consulting launches value by helping SMEs improve employee engagement for better performance. We offer full service packages and walk you through the process with as much care and attention as you want and need. #people #culture #HR #OD #highperformance

Having trouble with employee #motivation, #morale, and #retention? Or poor employee-management relations? Low #trust in the workplace? Those are very expensive problems. There are two kinds of solutions: 1. Systemic (HR/OD): improve the way you are hiring, orienting, #training, managing performance, communicating internally, and so on. Align these systems with #strategy and desired #culture. And improve these systems or programs to make them more human, actionable, and value-adding. 2. #Leadership: Your middle #managers are basically leading your entire employee base. And they are responsible for frontline (team level) delivery of many of the HR/OD programs anyway. Train them to be: - employee champions - company champions: ambassadors for your vision, strategy, and brand - change agents for HR - drivers of strategic focus on the frontline Let's work on this together in your organization. Advanture Consulting

Love this concept by Dave Ulrich! So grateful to have attended his 2-week HR Strategy program at Michigan. I am passionate about adding layers of additional meaning and value onto corporate training: - Enhancing employee engagement and retention - Enhancing communication, teamwork, and community at work - Supporting job and career success - Helping employees maintain their employability - Developing human potential - Bringing clarity for all to performance and talent management All of these enhance the value of training (i) for the participants, (ii) their employees, and (iii) the organization as a whole. Advanture can help you build all of this into your program objectives and outcomes. Advanture Consulting #LeadershipDevelopment #LeadershipCoaching #ProfessionalDevelopment #LeadershipTraining #TalentDevelopment #LeadershipSkills #ExecutiveCoaching #TalentManagement #CoachingAndMentoring #GreatLeaders #LeadershipExcellence #InspiringLeaders #EffectiveLeadership #LeadByExample #LeadershipJourney #TransformationalLeadership #AuthenticLeadership #LeadWithPurpose #LeadershipSuccess #LeadershipChallenges #TeamBuilding #EmployeeEngagement #EmployeeExperience #TalentRetention #EmployeeRetention #EmployeeDevelopment #LearningOrganization

Wonderful article. Very practical and generous. Thanks Kandi Wiens.

LEVERAGING TALENT & DIVERSITY Lots of Ways to Contribute   Improvement and innovation requires many different kinds of contributions. This opens to the door to robust and meaningful employee #engagement. E.g., get people involved in:   ·       Identifying and assessing gaps, needs, and new ideas ·       Planning and execution: lending a hand on improvement projects ·       Questioning the status quo and playing devil’s advocate ·       Creating solutions and inventing new ways to do things ·       Leveraging team talent ·       Facilitating great, productive discussion (collaboration) ·       Maintaining relationships across boundaries (with project stakeholders)   Remember:   ·       Strategists can analyze changing trends in the marketplace ·       Idea junkies can look for good ideas from other businesses & industries ·       Process lovers can help improve process on your improvement projects ·       Collaborators can bring out the best in people in collaborative projects ·       Change agents can drive continuous improvement and help execution All complex projects (and many small ones) require a combination of these skills and inputs anyway. So make engagement part of the way things get done, and learn to work well with people who have skills you don’t! And pay attention to what people like most and do best. Advanture Consulting #LeadershipDevelopment #LeadershipCoaching #ProfessionalDevelopment #LeadershipTraining #TalentDevelopment #LeadershipSkills #ExecutiveCoaching #TalentManagement #CoachingAndMentoring #GreatLeaders #LeadershipExcellence #InspiringLeaders #EffectiveLeadership #LeadByExample #LeadershipJourney #TransformationalLeadership #AuthenticLeadership #LeadWithPurpose #LeadershipSuccess #LeadershipChallenges #TeamBuilding #EmployeeEngagement #EmployeeExperience #TalentRetention #EmployeeRetention #EmployeeDevelopment #LearningOrganization

Brilliant way to think about #leadership.

Thinking about how to make our deepest principles and values both practical and sustainable. Advanture Consulting

TALENT MANAGEMENT (for beginners) Even if your company does not have formal and fancy talent management systems, or if they don’t offer them to people at your level, you can still practice your talent management almost every day. If you look at every situation from the perspective of performance, you will get to be good at performance management. If you also—in those very same conversations and meetings—keep an eye on talent, you can become very competent in talent management as well, and at the same time. Advanture Consulting #LeadershipDevelopment #LeadershipCoaching #ProfessionalDevelopment #LeadershipTraining #TalentDevelopment #LeadershipSkills #ExecutiveCoaching #TalentManagement #CoachingAndMentoring #GreatLeaders #LeadershipExcellence #InspiringLeaders #EffectiveLeadership #LeadByExample #LeadershipJourney #TransformationalLeadership #AuthenticLeadership #LeadWithPurpose #LeadershipSuccess #LeadershipChallenges #TeamBuilding #EmployeeEngagement #EmployeeExperience #TalentRetention #EmployeeRetention #EmployeeDevelopment #LearningOrganization

Just retiring this from a workshop. I did summaries like this for 6 major change mgt. approaches. EXECUTIVE SUMMARY #Engagement as a Change Mgt. Approach   Employee and stakeholder #participation is one of the most powerful #leadership and #changemanagement practices. Participation enhances understanding, buy-in, and commitment, and contributes to employee #development, work quality, and #trust. ·       The Idea: The earlier and deeper the participation, the deeper the buy-in and commitment. Rather than simply commanding or selling the vision from the top down, present it as a challenge and problem to be solved; make people part of the solution by enrolling their input and collaboration. ·       Unique Tactic: Joint diagnosis of the problem or opportunity, i.e., involve employees in assessing the problem so they will have a better understanding of the need for change and be more committed to finding and implementing a solution. This is also a great way to benefit from everyone's experience and expertise. ·       Tagline: People are not in the market for solutions to problems they cannot see or understand. This approach helps employees become part of the solution and take some #ownership of the #initiative. ·       The Challenge: (1) Keeping a mass movement focused and on track. (2) Takes time up front; but research shows that the time invested up front more than pays in terms of time saved later on—fewer errors, less rework...   “Bottom-Up” Approach to Change [M. Beer et al.]:   1.    Mobilize commitment to change through joint diagnosis of business problems: include employees at all/many levels 2.    Develop a shared vision of how to organize and manage for competitiveness 3.    Foster consensus for the new vision, competence to enact it, and cohesion to move it along 4.    Spread revitalization to all departments without pushing it from the top: encourage other departments to find their own way to the new organization 5.    Institutionalize (embed) the revitalization through formal policies, systems, and structures 6.    Monitor and adjust strategies to stay on track; monitoring must be a shared activity   Sources: Bottom-Up and Collaborative Approach to Change Mgt.:   Michael Beer, R.A. Eisenstat, and B. Spector, “Why #Change Programs Don’t Produce Change,” HBR (Nov.-Dec. 1990): 158-166.   Michael Beer and Nitin Nohria, “Cracking the Code of Change,” HBR (May-June 2000): 133-141.   S.J. Palmisano, “The HBR Interview: Leading Change When Business Is Good,” HBR (Dec. 2004): 60-70.   R. Heifetz, Leadership without Easy Answers (Belknap Press, Harvard 1994). James O’Toole’s Leading Change (Jossey-Bass 1996).  P. Block, Community (Berrett-Koehler, 2008).   HR Mgt.: A big proponents of high participation practices:   Edward E. Lawler, The Ultimate Advantage: Creating the High Involvement Organization (Jossey-Bass 1992). Treat People Right (J-B 2003). Talent: Making People Your Competitive Advantage (J-B 2008). Advanture Consulting  

Updating my #Delegation, #Engagement, and #Empowerment workshop for Chartered Professional Accountants of British Columbia. Here is a snippet. Advanture Consulting #leadershipdevelopment #coaching #leadership #training #leadershiptraining #leadershipcoaching #CPA Chartered Professional Accountants of Canada (CPA Canada)