Leadership – Engage your Team – Create a Culture of Engagement

engagement is all about feelings as Carl Buckner said people will forget what you say they'll forget what you do but they'll never forget how you made them feel engagement is a measure of the team's emotional commitment to their leader and it's critically important for the bottom line in America disengagement costs business over three hundred and fifty billion a year and in Australia 45 billion Gallup studies show only 30% of people are actively engaged despite all the attention on engagement do you really know how engaged your people are in the engagement surveys I conduct the average business has about 50 percent engaged and disengaged in total this is a leaders first great opportunity the remaining 50 percent sitting on the fence waiting for a leader to engage them I call this the leader sweet spot an actively engaged team member is around 30 percent more productive than a fence sitter and retention is dramatically improved so it's essential that leaders work this sweet spot a leaders second opportunity is to disengaged people or bad apples target them as well help them adjust their attitudes or help them find another job great leaders have emotional intelligence but to really drive results and be exceptional leaders need what I call EQ to engagement intelligence EQ – involves really understanding your people finding their individual motivators and working on these hot buttons to improve morale attitude and results in my book to people peel and in my engagement presentations we cover many strategies a leader can implement immediately they cost virtually nothing and a guaranteed to make people feel great about themselves which is a real secret to getting the best out of people and engaging them some of these strategies in five minute desk chats these are a way to show people you care about them Mary what's on for the weekend sending our personalized handwritten cards that recognize specific contributions are timely and from the heart morning teas to celebrate progress and success stories holding a breakfast of champions to acknowledge effort pretend people have a banner on their forum make me feel special remember people you see leave leaders not organizations and it's a line leaders responsibility for attitude and engagement I recommend you measure your team engagement and implement strategies like the ones above focus on that sweet spot to bring everyone along and create a culture of engagement it really will change your bottom line and retain and attract the best people if you think of the best boss you ever had it'll be someone who helped you believe in yourself cared about you and developed and inspired you in other words they engaged you become a master of eq2 and be the best boss your team ever had you you you

Maurice Vega

19 Responses

  1. Love EQ2. I also love how you never mentioned that the leader should focus on production goals or be a task driver. Often we get short sighted and value leaders that focus on task accomplishment in a way that make people actively disengaged.

  2. Wow what a great and insightful video. It's catchy and makes you want to read the book and download that app the video mentioned

  3. good video very like checkout my article about it https://paperforsell.com/downloads/engaging-others-with-leadership/

  4. Humantelligence is the first company to solve this HUGE PROBLEM in “employee engagement”, “team performance”, and for recruiting and hiring for FIT! ..
    Take the test in 12 minutes, http://bit.ly/2iDbdH7 Or Click to Schedule Your Demo- http://bit.ly/2jJre1s

  5. A great video Ken spot on about engaged employees from my own experience I can say I have come across some inspiring managers that have helped me develop as a person and in my career and also some less inspiring. Your right about disengaged people some people may refer to them as negative or sitting on the fence, but a lot of this is about the job and if it is the right job for them. I have found myself having this conversation with a few people throughout my last 12 months that I could see clearly just needed to focus on what they wanted out of life and sometimes make the move. Fear is a big issue and often people will stay in a job because it's the comfort zone and just need support and guidance to move on. I don't see them as negative to a business if the manager is engaging them and encouraging them to face their fears so all benefit. Inspiring video to listen too. Thank you for sharing

  6. Really like the idea that people are wearing a banner on their head saying "Make me feel Special." I do that all the time with people.

  7. You're making money selling a book which (as far as I can see) tells people to be nice, genuine people. Well done for finding a market niche, but it's disturbing that such a niche exists.

    Is it really that difficult for us all to be kind, caring, and thoughtful?

  8. This video is a wonderful example of the importance of team building in organizations around the world. Mr. Wright did a wonderful job illustrating this throughout his video with the use of visual aids and also with real statistical data that especially highlights how teams impact companies internally and externally. Spending the extra time to learn how to grow your business really pays off in the long run for those who really understand that people drive business goals, not business goals driving people.  

    The concept of teamwork has been discussed in previous posts, but it can never be discussed enough. Realizing the potential and opportunities for growth within your team as a manager or leader is essential. Your people will make or break the end result that you are banking on. Employees want to contribute and employee engagement is critical.

    That is why you have to take the time to learn about every employee that works for you or with you. Everyone is important and can add significant value to the project. You must capture the imagination of everyone involved on a team assignment or project, down to the lowest level. In addition, you must as a leader show him or her that they are valued both individually and also collectively as a member of a very important team. Leaders have the opportunity and obligation to go beyond training initiatives to do the right thing without taking shortcuts.

  9. Thanks Ken!
    As a former colleague and subordinate I can thoroughly attest to your Leadership and Engagement sentiments.
    Lawrence A.

  10. Thanks Ken; this is great!
    As a former colleague and subordinate I can thoroughly attest to your leadership and engagement sentiments.
    Lawrence A

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