Engaging Leader Sirota - A&D Resources | A&D Resources · Inspires achievement, promotes...
Transcript of Engaging Leader Sirota - A&D Resources | A&D Resources · Inspires achievement, promotes...
1EMPLOYEE ENGAGEMENT:
WHAT IS IT?
Employee engagement is the extent to which employees think, feel, and act in ways that represent high levels of commitment to their organization.
2EMPLOYEE ENGAGEMENT:
WHAT IS IT?
Engaged employees are motivated to contribute 100% of their knowledge, skills, and abilities to help their organization succeed.
3EMPLOYEE ENGAGEMENT:
WHAT IS IT?
Engagement is not merely about making employees happier at work; it is about bringing out the best in people and tapping their full potential on a day-‐to-‐day basis.
Organizations know they have an engagement problem• Bad engagement surveys• High turnover• Decreased productivity• Poor business unit performance• Heavily political environments• Lack of employee ownership over problems• Higher absenteeism• Increased shrinkage• More safety accidents• Decreased profitability• Diminished quality• Decline in KPIs
THE PROBLEM
• Engagement is the best single diagnostic measure of an organization’s wellbeing and potential.
• Engagement is linked to important business outcomes:• higher levels of customer service and customer satisfaction• an environment of better collaboration and creativity• fewer workplace accidents
UNDERSTANDING ENGAGEMENT
• Unfortunately, engagement is far from the work place norm.
• No less than 70% of the global workforce is either not engaged or actively disengaged.
• Most employees cite their direct manager as the #1 reason for their disengagement.
UNDERSTANDING ENGAGEMENT
A leader’s personality and values impact an individual’s ability to meet three basic psychological needs:
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ENGAGEMENT: BEGINS & ENDS WITH LEADERSHIP
The need to have good relationships with others • Good leaders foster teamwork, friendship, and
collaboration• Bad leaders divide and isolate employees through
manipulation, micromanaging, or command-and-control leadership
A leader’s personality and values impact an individual’s ability to meet three basic psychological needs:
The desire to be successful• Good leaders promote employee contributions and
champion their successes • Bad leaders blame their employees for their own failures
and compete with them, often by taking credit for others’ accomplishments
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ENGAGEMENT: BEGINS & ENDS WITH LEADERSHIP
A leader’s personality and values impact an individual’s ability to meet three basic psychological needs:
The desire to find meaning, both in work and life • Good leaders provide their subordinates with a clear
sense of purpose and a meaningful mission • Bad leaders alienate employees by depriving them from
meaning
ENGAGEMENT: BEGINS & ENDS WITH LEADERSHIP
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PERSONALITY
VALUESBEHAVIOR JUDGMENT
ENGAGEMENT
BUSINESS UNIT PERFORMANCE
STRUCTURE &CONSIDERATION
REWARDS &SANCTIONS
STAFFING &STRATEGY
TRUST CULTURE DECISIONS
LEADERSHIP VALUE CHAIN
THE PARTNERSHIP
• Hogan and Sirota: two like-minded companies in talent management
• Hogan = experts in personality
• Sirota = experts in engagement
• Years of joint research have revealed certain personality characteristics which are more or less engaging
• Measure a manager’s personality and values• Measure their team’s engagement and effectiveness• Help the manager understand how their personality drives
engagement and disengagement in their team• By combining personality assessment and 180 feedback, help the
manager take ownership of their own behavior• Help manager prioritize and focus behavioral change
THE SOLUTION
THE ENGAGING LEADER REPORT
Leader Personality
Decisions and
Behaviors
Climate and Culture
Employee Engagement Performance
How You Behave
How You Affect Your Team
Who You Are
Bright and Dark side
Personality
Values and Motivations
Manager Effectiveness
Team Effectiveness
and Engagement
Assess the manager
Ask the immediate team members
THE ENGAGING LEADER REPORT
THE ENGAGING LEADER REPORT
Strengths (HPI):
Characteristics you possess to create it
Risks (HDS):
Performance risks that could get in the way
Values (MVPI):
The work environment you will strive to create
Hogan assess managers on:
Sirota assesses manager effectiveness and employee attitudes:
THE ENGAGING LEADER REPORT
Enable (Effective Processes):
Drives performance, empowers others, builds bridges
Unlock (Positive Team Climate):
Inspires achievement, promotes camaraderie, ensures equity and fairness
Architect (Clear Goals/Vision):
Brings people along, inspires vision, sets effective plans
Elevate (Agile/Open Culture):
Inspires innovation, lives the values, raises the bar
THE ENGAGING LEADER REPORT
Performance
Strategy
Employees
Managers
Leadership
THE ENGAGING LEADER REPORT
THE ENGAGING LEADER REPORT
THE ENGAGING LEADER REPORT
THE ENGAGING LEADER REPORT
THE ENGAGING LEADER REPORT
THE ENGAGING LEADER REPORT
THE ENGAGING LEADER REPORT
THE ENGAGING LEADER REPORT
THE ENGAGING LEADER REPORT
• When people are engaged, they find meaning at work and are proud of what they do; they are willing to go the extra mile and work beyond their formal roles or responsibilities.
• The bottom line is that leadership creates engagement, higher employee engagement equals better organizational performance, and lower employee engagement equals worse organizational performance.
Engagement is the ultimate metric for evaluating leadership effectiveness.
ENGAGEMENT: GO THE EXTRA MILE
THEENGAGINGLEADER.COM