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Tip #759: Lindquist’s Model of Engagement- Part One

On February 11, 2019, Posted by , In management and leadership, By , , With Comments Off on Tip #759: Lindquist’s Model of Engagement- Part One

“Create caring and robust connections between every employee and their work, customers, leaders, managers, and the organization to achieve results that matter to everyone in this sentence.” –David Zinger

Rusty Lindquist is the founder and CEO of Life Engineering. A few years ago, he created a model of employee engagement that enumerated 16 essentials. The following list and explanations are drawn from “16 building blocks that bolster employee engagement,” by Lauren Stead. Here are the first eight essentials. The remaining eight essentials will be covered in Tip #760.

  1. Objective– knowing where you’re going and why you should care about it.
    People need to know where they’re going. Otherwise, they’ll be aimless and lack motivation to keep going forward,
Read the rest

Tip #758: Employee Engagement AND Satisfaction

On February 4, 2019, Posted by , In management and leadership, By , , With Comments Off on Tip #758: Employee Engagement AND Satisfaction

“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 #755: Manage Change with ADKAR

On January 14, 2019, Posted by , In management and leadership, By , , With Comments Off on Tip #755: Manage Change with ADKAR

“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:

  1. 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 #753: Abundance Denied

On December 24, 2018, Posted by , In management and leadership, By ,,, , With Comments Off on Tip #753: Abundance Denied

“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 #751: What Is Going On With Your Tribe?

On December 10, 2018, Posted by , In management and leadership, By , With Comments Off on Tip #751: What Is Going On With Your Tribe?

“Remember that Tribal Leadership is not about changing ideas or gaining knowledge; it is about changing language and relationships. It’s not about intellectualization; it’s about actions.” Dave Logan

According to Dave Logan, the author of Tribal Leadership, there are five stages of tribal culture that are indicated by the relationships between people and their behavior as reflected by the language they use.

His book is based on a 10-year research study with 24,000 people across 24 organizations worldwide. The research only looked at the factors that can be directly observed: language and behavior. It did not address cognitions, beliefs, attitudes or other intangible factors.

Logan defines a tribe as “a group of 20 to 150 people who know one Read the rest

Tip #750:  What Level Is Your Leader On?

On December 3, 2018, Posted by , In management and leadership, By ,,,,, , With Comments Off on Tip #750:  What Level Is Your Leader On?

“Leadership is much less about what you DO, and much more about who you ARE.” Frances Hesselbein

In his book, The 5 Levels of Leadership: Proven Steps to Maximize Your Potential, John C. Maxwell goes beyond naming the five leadership levels. He defines them, identifies the pros and cons of each level, and even explains how to achieve the higher levels.

An article by P. Mulder provides some information about the five levels:

In his hierarchy of leadership levels, the first level is the lowest and the fifth level is the ultimate target:

  1. Position: Rights. People follow because they have to.

By virtue of having the position, the leader has the right to lead. This doesn’t say anything about … Read the rest