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Clarity on engagement accountability is first needed before one can even try improving employee engagement inside an enterprise. But, accountability is different for every level in an organization, including individuals, managers and executives. Chris Rice, author and head of BlessingWhite, a division of GP Strategies, shares perspectives from the consulting work done by BlessingWhite (specific to the role of senior leaders in engagement). Most employees are exposed to these executives only in corporate statements, town hall meetings or other one-to-many communications. So how does an executive set the tone and inspire others when their opportunities to do so are few and they are seen as being so remote? Join us for this TrainingIndustry.com webinar sponsored by GP Strategies, as Rice discusses the important role senior executives must play in building a culture where employee engagement is a way of delivering superior business results. This webinar explores easy-to-understand insights on: •Distinguishing an executive’s role from that of a manager when it comes to building engagement •Pitfalls executives face when trying to deal with employee engagement •Practical tools executives can use to keep their efforts, and themselves, on track Follow the conversation on Twitter: #EmployeeEngagement
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Knowledge. Performance. Impact.
ENGAGING FROM THE TOP:
A LEADER’S ROLE IN ENGAGEMENT
#EmployeeEngagement
& @gpcorp
June 12, 2014
(800) 263-6317 or (805) 690-5753
Tweeting? Please use this tag:
#EmployeeEngagement & @gpcorp
For More Info / To Register / To Access Archive:
Search “Webinars” or “On Demand” at TrainingIndustry.com
(800) 263-6317 or (805) 690-5753
4
ABOUT THE PRESENTER
Christopher RiceHead of BlessingWhite, A Division of GP
Strategies
5
Strong correlation with
business performance
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“We no longer worry about calculating ROI for this. We simply accept the premise that an engaged workforce is essential for the success of the company.”
- Pat Hasbrook, SVP HR, Experian
7
• Strong correlation with
business performance
• Greater leverage as
organizations adopt more
fluid, ambiguous
reporting structures
• Part of a larger societal
trend
8
THE EXECUTIVE’S CHALLENGE
Drive the direction and
engagement of a large
team without the benefit
of a direct one-on-one
reporting relationship
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WHERE DO WE START?
10
• Start with an actionable,
practical definition
• Senior leader commitment
• Clear accountabilities at the
Individual, Manager, and
Executive levels
• Use the survey to support, not
drive, your engagement efforts
HOLISTIC VIEW
11
WWW.BLESSINGWHITE.COM/RESEARCH
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INDIVIDUALS…
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AN INDIVIDUALIZED EQUATION
JKL LJ
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INDIVIDUALS, MANAGERS, EXECUTIVES
HOW INSPIRING IS THE COMMUNICATION OF YOUR
SENIOR LEADERS AT YOUR COMPANY RIGHT
NOW?
A. Very effective
B. Somewhat effective
C. Not too effective
D. Not at all effective
E. Unsure
Check one only
HOW INSPIRING IS YOUR COMMUNICATION?
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Executive Middle/Front Line
Very effective 47% 8%
Somewhat effective 46% 18%
Not too effective 5% 35%
Not at all effective 1% 34%
Unsure 1% 5%
Communicating for
commitmentvs.
compliance
To inspire others to willingly
take action to effect change
Source: Joanne Martin and Melanie Powers, Credibility.
A.Story Only
B.Statistics
C.Statistics and
Story
D.Policy
Statement
Which was the most convincing evidence for MBA students?
Which was the most convincing evidence for MBA students?
Source: Joanne Martin and Melanie Powers, Credibility.
A.Story Only
B.Statistics
C.Statistics and
Story
D.Policy
Statement
20
WHAT ARE LEADERS GOOD AT?
Source: BlessingWhite
Competence
Business Aptitude
Internal Attunement
Clarity
Responsibility
Connection
Trustworthiness
External Attunement
Depth
Empathy
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WHAT ARE LEADERS GOOD AT?
Business Aptitude
Responsibility
Clarity
Internal Attunement
Trustworthiness
Empathy
External Attunement
Depth
High
Low
BUSINESS
COMPETENCE
PERSONAL
CONNECTION
Source: BlessingWhite
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WHAT REALLY MATTERS?
(6) Empathy
(5) Trustworthiness
(1) Business Aptitude
(8) Depth
(7) External Attunement
(3) Clarity
(2) Responsibility
(4) Internal Attunement
PERSONAL
CONNECTION
Source: BlessingWhite
High
Low
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LEADERS YOU’VE FOLLOWED
• Think of a leader that you willingly
followed
• Think about one specific behavior you
observed that made you want to follow
Image Source: Wikipedia.com
24
AUTHENTIC, INSPIRING LEADER
“One who inspires others to commit fully to a cause through words and actions that are entirely consistent with our internal experience of who that leader is.”
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CONNECTING WITH OTHERS
Understand
MIND
See
IMAGINATION
Feel
HEART
Data/Statistics
Authority
Case Study
Imagery
Metaphor
Story
Personal Experience
Values
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THE EXECUTIVE BRAIN?
Balanced Mindshare Actual Mindshare
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DO WHAT I SAY…
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DO ONE THING – EXPECT ANOTHER
Sure, engagement is important, but
don’t let it get in the way of
delivering results.
So what were
those survey
action lists
about?
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MODEL THE BEHAVIOR
• Builds executive
commitment
• Provides
guidance to the
managers
• Builds trust
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ENGAGEMENT BY ORGANIZATIONAL LEVEL
N=2526
North American Data
2013
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A DEAD BATTERY…
32
TRUST IS UP
2012:
57% trust senior leaders
vs. 52% in 2010
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TRUST IS UP, BUT MANAGERS ARE STILL AHEAD
2013:
57% trust senior leaders
vs. 52% in 2010
2013:
74% trust their managers
vs. 72% in 2010
34
One of the most
important things
to those around
you is knowing
who you are.
THE IMPORTANCE OF BEING KNOWN
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ALIGN, ALIGN, ALIGN
Take every
opportunity to
keep people
focused and
aligned on
the end goal.
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“I am no different than the average
employee. If I had an understanding of what
the organization needed, why the
organization was doing what it was doing,
and how my role and actions fit in, then I was
super engaged.”- David Norton, former Group Chairman, Global
Pharmaceuticals, Johnson & Johnson
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NOT AN EITHER/OR
Satisfaction and
contribution are mutually
reinforcing.
People are more engaged
when they are clear on
direction, goals, and
required outcomes.
38
CONCLUSION
• Executives must articulate the actual impact
engagement will have on the business.
• Connect personally to engagement. Are they
engaged themselves? What fuels their fire?
• Bring this personal passion into their
communication efforts to build trust and inspire
others to higher levels of engagement and
performance.
• Develop stronger connection skills and
communication skills.
• Align, align, align.
Inspiration & Commitment,
Not Information & Compliance
39
WHOSE JOB IS IT?
Dimension Accountability
Ultimately accountable for their own engagement. Only they
know what truly motivates them on the job. They need to
ACT. (Assess motivators; Communicate with manager; Take
action)
Are accountable to create an environment where
engagement can thrive. They need to CARE about
engagement. (Coach around career, development, and engagement; Align
interests and priorities; Recognize and be Engaged themselves)
Leaders have to play all three roles. They need to be
engaged. They need to CARE about their team’s
engagement, and they need to make their CASE for
engagement. (build a sense of Community; be Authentic in what they say and do;
help employees find Significance in their work; Excite followers to
exceptional performance)
© 2014 GP Strategies Corporation. All rights reserved. GP Strategies, GP Strategies and logo design, BlessingWhite, Rovsing Dynamics, Asentus, Information Horizons, PMC, Sandy, Bath Consultancy Group,
Academy of Training, Martonhouse, Via Training, Beneast Training, Ultra, RWD, Communication Consulting, Option Six, Milsom, Clutterbuck Associates, PerformTech, Future Perfect, Smallpeice Enterprises,
Prospero Learning Solutions, Lorien Engineering Solutions, GPiLEARN, GPCALCS, GPSteam, EtaPRO, and VirtualPlant are trademarks or registered trademarks of GP Strategies Corporation in the U.S. and
other countries. All other trademarks are trademarks or registered trademarks of their respective owners.
Proprietary to GP Strategies Corporation
gpstrategies.com
Christopher RiceHead of BlessingWhite,
A Division of GP Strategies
Email: [email protected]
Phone 908.431.2148
www.blessingwhite.com
For More Info / To Register / To Access Archive:
Search “Webinars” or “On Demand” at TrainingIndustry.com
• Jun 17: Aligning Training & Development to the Revenue Engine
• Jun 24: Should HR Care About Big Data?
• Jun 26: Overcoming the Hurdles of Online Training
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THANK YOU!
On behalf of TrainingIndustry.com, thanks to:
Today’s Speakers: Christopher Rice
Today’s Sponsor: GP Strategies
All of you for attending!
Questions or Comments? Please contact Amanda Longo:
Knowledge. Performance. Impact.
