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www.bluteaudevenney.com
The Performance Edge:
Leading for Engagement
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What does it take to engage employees for winning
performance?
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The Higher Law:
When you appeal to the highest level of thinking
you get the highest level of performance.
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The Key Objective:
Engage employees through a culture of ownership and
lose the employee mentality
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The value of employee engagement:
• 31% less turnover• 12% higher customer satisfaction
• 18% higher productivity• 12% higher profitability
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The value of employee engagement:
More money, more time and less stress
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The Solution:
Under your control
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Where to focus?
Invest time
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The Environmental Situation:
• Managerial Gap
• Rise of the Knowledge Worker
• The Impact of Demographics – Enter the Millennial
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The Managerial Gap:
Front-line confidence in manager’s ability declining steadily since 1999 to 25% in
2008.
• Source: DDI 2009
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The Rise of the Knowledge Worker:
• The fastest-growing talent pool – 35% of the workforce
• They are different because they create more profit than other employees – up to
3x more• They require minimal oversight
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Need to understand personality,
communication, and collaboration.
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The Impact of Demographics:
• The Millennials are now 12% of the workforce and will take over in the next 10 years – they are the largest cohort
since the Boomers and will change business and work.
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Millennials have been shaped by the Internet,
information overload, and overzealous parents.
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What are the elements of leading for engagement?
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The Central Issue:
Leading others is more about feelings and less about facts.
We need to ask the audience to understand the audience.
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The Goal: Empowerment
Act as an owner
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The Five Levels of Empowerment:
Level 5 – Wait to be toldLevel 4 – Ask for permissionLevel 3 – Make recommendationsLevel 2 – Take action & report back ASAPLevel 1 – Take action & responsibility
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The Investment:
1. Clarify role and contribution2. Focus on delegation3. Follow through with feedback
Invest in communication!
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The Contribution:
Show people the connection of their role to the big picture, how their
actions create value in the customer equation, and how their work is
important.
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The Delegation:
How work is transitioned is vital for success.
The number one challenge for most professionals and managers is how to
delegate effectively.
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The Ceiling of Complexity
Ceiling of Complexity
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Top feedback to leaders:
• Micro-managing or getting overly involved
• Engaged in tasks that could be done effectively by others
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The Feedback:
Regularly and candidly communicate with people how they are doing, what is
working and where improvement is needed.
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Hope is not the answer.Hope is not the
answer.
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“The leader of the past knew how to tell. The leader of the future will
know how to ask.”Peter Drucker
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Take a consultative approach to engage and
invest employees.
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As a leader, you need to determine:
• What are the challenges and blocks for people to change?
• What are the opportunities to the change?
• What are the capabilities needed for people to support the change?
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As a leader, you need to determine:
• What are the results and outcomes desired from the change?
• What are the feelings from the change?
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Personality and instincts affects how we
communicate and connect.
Leaders and employees are different.
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MBTI Type Indicator
56 44
55 45
79 21
64 36
49 51
73 27
40 60
54 46
E I
NS
T F
J P
E I
S N
T F
J P
Leaders * Population
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80% of leaders are thinkers – 60% of the population are feelers.
Leaders talk about possibilities – the population looks at practical reality.
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Kolbe: Instinctive StrengthsGlobal Perspective
FactFinder FollowThru QuickStart Implementor
Resist 13% 26% 27% 42%
Accommodate 53% 53% 33% 48%
Insist 34% 21% 40% 12%
Natural InstinctZone
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The foundation of engagement is the ability of leaders to communicate effectively and consultatively to coach the performance of others for success.
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The Higher Law:
When you appeal to the highest level of thinking
you get the highest level of performance.
www.bluteaudevenney.com
The solution to employee engagement is under the control
of the leader:
Invest time and communicate.
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