“It all came down to employee engagement. It all came down to recognition. It all came down to leadership, which led to every sailor feeling ownership and accountability for the results. You can ask a team to accomplish a mission, but you can’t order excellence.”–Mike Abrashoff, Commander USS Benfold (retired)
Did you know that employee engagement and employee satisfaction are two different things? An employee can be satisfied but not engaged, as well as engaged but not satisfied.
Engagement versus Satisfaction
This is a new concept for me, but it rings true. As a workaholic, I have aways been engaged with my work, often dedicated and passionate about it. But only rarely have I been satisfied … Read the rest “Tip #758: Employee Engagement AND Satisfaction”
“The key to breakthrough problem solving isn’t getting along well. It’s not getting along-well.” Shane Snow
According to Shane Snow in “How to Debate Ideas Productively at Work,” conflict and arguments can be very healthy for an organization. Diverse thinking and disagreements, though uncomfortable, often lead to innovation and breakthrough solutions. This is because cognitive diversity makes a group smarter when everyone is willing to share their expertise and opinions.
However, when conflict occurs, there is a right and a wrong way to debate an issue. He identifies three categories of debates: “The kind where the goal is to persuade people you’re right; the kind where the goal is to look better than your opponent; and the kind where … Read the rest “Tip #757: Conflict as Debate or Debacle”
“He has a right to criticize who has a heart to help.” Abraham Lincoln
In the past, I have not eagerly awaited critical feedback from training participants. Instead, I’ve learned to, mostly, suspend judgment and read less than admiring evaluations with as little defensiveness as possible. Of course, a lot of participant feedback is constructive and welcome. Other feedback is somewhat less so- and more difficult to receive and address, if any address is possible or warranted.
This week, I had the opportunity to get kind but candid evaluations in real time as a pilot training session progressed. The participants provided astute insight into what was working and what needed to work better. It was a relief to know both.… Read the rest “Tip #756: Eager for Critique”
“All personal breakthroughs begin with a change in beliefs.” Tony Robbins
I just became aware of a change management tool that focuses, first and foremost, on the individual level, since that is where change happens. It is called ADKAR, an acronym that represents the five milestones an individual must achieve for change to be successful: Awareness, Desire, Knowledge, Ability and Reinforcement. The model can be used to implement change as well as to diagnose where obstacles occur so they can be addressed.
Here is a brief description of each milestone and the actions that can initiate and support it:
- Awareness of the need for change. I understand why the change is necessary.
Awareness is built through effective communication, effective sponsorship, … Read the rest “Tip #755: Manage Change with ADKAR”
“At the end of the day we are accountable to ourselves-our success is a result of what we do.” Catherine Pulsifer
There is a lot of information these days about how to measure the impact of a training program, including Kirkpatrick’s model, return on investment and return on expectations. All of this is well and good. But they all depend on the learners’ commitment to using what has been learned- and changing their behavior for better performance. Other than getting the learners’ supervisors to reinforce and monitor the application of new learning, there is little advice regarding how to instill in the learners themselves a commitment to change.
I’ve written about the Peer Learning Group model that involves two 90-minute … Read the rest “Tip #754: Holding Learners Accountable”
“I have an abundance mentality: When people are genuinely happy at the successes of others, the pie gets larger.” Stephen Covey
Today, the theory of abundance and the reality of business came head to head. I suppose that I shouldn’t have been surprised, the competitive spirit being what it is.
I had just requested an opportunity to discuss the possibility that CEOs involved with Vistage might want to offer their managers a similar, if more structured and less costly, peer learning experience. My respondent refused to even discuss the matter.
If you’re not familiar with Vistage, it is a peer mentoring membership organization for CEOs, business owners and executives of small- to mid-size businesses. They meet monthly in groups of … Read the rest “Tip #753: Abundance Denied”