For VCC Participants
It was a honor and a pleasure to speak at the VCC 2019 Spring Conference.
Many have asked for more information concerning our presentation on Elevating Engagement so we put together some additional materials and resources from our experience working with HR organizations as a start to impacting your overall engagement.
Tools and Resources to Assist in Enabling Engagement
Please feel free to download and use the resources to the right to help as you begin to elevate the employee engagement within each of your organizations. These are provided to help kickstart the process and give you insights and ideas that have helped many of our clients.
If you have any questions, would like to discuss anything from Ken’s presentation, or have any unique engagement opportunities within your organization you would like some insights on, don’t hesitate to contact us!
Enabling engagement success is our passion and we hope to be able to share that passion with you.
Let’s face it, most managers are not good coaches. The leaders that are good coaches partner in developing their people to a new level of performance success, tapping into and maximizing an individuals talent potential.
Employee engagement is complex and far reaching. So many variables can impact the engagement of an employee on a daily basis.
Like organizational and individual performance, learning continues to evolve. Today, even more so than in the past, it is crucial to continue developing our individual skills and talents both inside and outside the workplace.
The responsibility for owning performance and changing performance is with each one of us, not our manager. If we don’t want to be managed then we must proactively lead our personal performance and set our leader up to support us, not manage us.
Change and disruption are the new normal and we must move from embracing change to leading it, and from letting things happen to making things happen.
I am accountable. Just saying the words “I am accountable” sets a tone, an expectation that action and results can and will happen. You then add the words “no matter what” and a whole new level of commitment and expectation is set.
Over the last 25-30 years change management has emerged and grown from concepts and studies about the impact of change, to thousands of books, articles and seminars created to help people and organizations manage change. But change is, well, changing, and people and organizations must evolve from managing change to leading change.
There was a day and age when business cycles were predictable. You could plan for a certain annualized growth, keep expenses in line, and while competition existed, you could plan for it and global disruption was never a factor. Now business cycles and windows of opportunity are often hours and weeks, not years.
As a child, how many of us heard the response “Because I told you so!” when you asked why you had to do something? Nearly all of us have, at one time or another, heard those dreaded words growing up. That response has its origins from a bygone era when performance either at home or in the workplace was administered through command and control.