Why Leaders and Those Who Train Leaders Should Care About Engagement

Think of posing this question to your people:  “How many of you think you possess far more talent, intelligence, capability, and creativity than your present job requires or even allows?”   What if the majority answer, “yes?”  Does it make a difference to your bottom line results? 

It does.  Engagement is a function of being a valued member of a team working toward an inspiring goal—tapping into many capabilities on a regular basis.  And engaged employees are more productive employees.  They work harder, more effectively overcoming barriers to success, and they stay. 

Not only that, but work is such a huge part of life—learning who we are, how to get things done in a group; in fact, there is no greater opportunity to develop focus, patience, and empathy than at work—it is just better to have some sense of meaning.  Of course, since it is work, there is no meaning without margin! 

The problem:  2010 Gallup fund found the number of people self-reporting as actively disengaged went up 21% last year.  Deloitte found the 30% were working the job market, ½ would consider leaving. 

Three simple suggestions: 

1.        Fully engage yourself.  To ignite the talent and passion of others, you must be fully engaged yourself. 

2.       Train/coach/evaluate leaders on ability to create conditions for engagement.

 3.       Teach individuals how to take responsibility for their own engagement and their careers.

My next blogs will focus on detail on these three suggestions!

To hear more, come see Jennifer at Training2011. http://www.trainingconference.com/session_details.cfm

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