Leading For Engagement -Part 3- Oct 22.09

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The Performance Edge:

Leading for Engagement


What does it take to engage employees for winning

performance?


The Higher Law:

When you appeal to the highest level of thinking

you get the highest level of performance.


The Key Objective:

Engage employees through a culture of ownership and

lose the employee mentality


The value of employee engagement:

• 31% less turnover• 12% higher customer satisfaction

• 18% higher productivity• 12% higher profitability


The value of employee engagement:

More money, more time and less stress


The Solution:

Under your control


Where to focus?

Invest time


The Environmental Situation:

• Managerial Gap

• Rise of the Knowledge Worker

• The Impact of Demographics – Enter the Millennial


The Managerial Gap:

Front-line confidence in manager’s ability declining steadily since 1999 to 25% in

2008.

• Source: DDI 2009


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


Need to understand personality,

communication, and collaboration.


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.


Millennials have been shaped by the Internet,

information overload, and overzealous parents.


What are the elements of leading for engagement?


The Central Issue:

Leading others is more about feelings and less about facts.

We need to ask the audience to understand the audience.


The Goal: Empowerment

Act as an owner


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


The Investment:

1. Clarify role and contribution2. Focus on delegation3. Follow through with feedback

Invest in communication!


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.


The Delegation:

How work is transitioned is vital for success.

The number one challenge for most professionals and managers is how to

delegate effectively.


The Ceiling of Complexity

Ceiling of Complexity


Top feedback to leaders:

• Micro-managing or getting overly involved

• Engaged in tasks that could be done effectively by others


The Feedback:

Regularly and candidly communicate with people how they are doing, what is

working and where improvement is needed.


Hope is not the answer.Hope is not the

answer.


“The leader of the past knew how to tell. The leader of the future will

know how to ask.”Peter Drucker


Take a consultative approach to engage and

invest employees.


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?


As a leader, you need to determine:

• What are the results and outcomes desired from the change?

• What are the feelings from the change?


Personality and instincts affects how we

communicate and connect.

Leaders and employees are different.


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


80% of leaders are thinkers – 60% of the population are feelers.

Leaders talk about possibilities – the population looks at practical reality.


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


The foundation of engagement is the ability of leaders to communicate effectively and consultatively to coach the performance of others for success.


The Higher Law:

When you appeal to the highest level of thinking

you get the highest level of performance.


The solution to employee engagement is under the control

of the leader:

Invest time and communicate.

Business

Leading For Engagement -Part 3- Oct 22.09