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<ul><li>The Performance Edge: </li></ul><ul><li>Leading for Engagement </li></ul>
What does it take to engage employees for winning performance?
The Key Objective: Engage employees through a culture of ownership and lose the employee mentality
<ul><li>The value of employee engagement: </li></ul><ul><li>31% less turnover </li></ul><ul><li>12% higher customer satisf...
The value of employee engagement: More money, more time and less stress
The Solution: Under your control
What are the elements of leading for engagement?
The Central Issue: Leading others is more about feelings and less about facts. We need to ask the audience to understand t...
The Goal: Empowerment Act as an owner
The Five Levels of Empowerment: Level 5 – Wait to be told Level 4 – Ask for permission Level 3 – Make recommendations Leve...
<ul><li>The Investment: </li></ul><ul><li>Clarify role and contribution </li></ul><ul><li>Focus on delegation </li></ul><u...
The Contribution: Show people the connection of their role to the big picture, how their actions create value in the custo...
The Delegation: How work is transitioned is vital for success. The number one challenge for most professionals and manager...
The Ceiling of Complexity Ceiling of Complexity
<ul><li>Top feedback to leaders: </li></ul><ul><li>Micro-managing or getting overly involved </li></ul><ul><li>Engaged in ...
The Feedback: Regularly and candidly communicate with people how they are doing, what is working and where improvement is ...
Hope is not the answer. Hope is not the answer. www.bluteaudevenney.com
“ The leader of the past knew how to tell. The leader of the future will know how to ask.” Peter Drucker
Take a consultative approach to engage and invest employees.
As a leader, you need to determine: What are the challenges and blocks for people to change? What are the opportunities to...
As a leader, you need to determine: What are the results and outcomes desired from the change? What are the feelings from ...
The foundation of engagement is the ability of leaders to communicate effectively and consultatively to coach the performa...
The Higher Law: When you appeal to the highest level of thinking you get the highest level of performance.
The solution to employee engagement is under the control of the leader: Invest time and communicate.
Ppt 3 Leading For Engagement
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Ppt 3 Leading For Engagement

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Transcript of "Ppt 3 Leading For Engagement"

  1. 1. <ul><li>The Performance Edge: </li></ul><ul><li>Leading for Engagement </li></ul>
  2. 2. What does it take to engage employees for winning performance?
  3. 3. The Higher Law: When you appeal to the highest level of thinking you get the highest level of performance.
  4. 4. The Key Objective: Engage employees through a culture of ownership and lose the employee mentality
  5. 5. <ul><li>The value of employee engagement: </li></ul><ul><li>31% less turnover </li></ul><ul><li>12% higher customer satisfaction </li></ul><ul><li>18% higher productivity </li></ul><ul><li>12% higher profitability </li></ul>
  6. 6. The value of employee engagement: More money, more time and less stress
  7. 7. The Solution: Under your control
  8. 8. What are the elements of leading for engagement?
  9. 9. The Central Issue: Leading others is more about feelings and less about facts. We need to ask the audience to understand the audience.
  10. 10. The Goal: Empowerment Act as an owner
  11. 11. The Five Levels of Empowerment: Level 5 – Wait to be told Level 4 – Ask for permission Level 3 – Make recommendations Level 2 – Take action & report back ASAP Level 1 – Take action & responsibility
  12. 12. <ul><li>The Investment: </li></ul><ul><li>Clarify role and contribution </li></ul><ul><li>Focus on delegation </li></ul><ul><li>Follow through with feedback </li></ul><ul><li>Invest in communication! </li></ul>
  13. 13. The Contribution: Show people the connection of their role to the big picture, how their actions create value in the customer equation, and how their work is important
  14. 14. The Delegation: How work is transitioned is vital for success. The number one challenge for most professionals and managers is how to delegate effectively.
  15. 15. The Ceiling of Complexity Ceiling of Complexity
  16. 16. <ul><li>Top feedback to leaders: </li></ul><ul><li>Micro-managing or getting overly involved </li></ul><ul><li>Engaged in tasks that could be done effectively by others </li></ul>
  17. 17. The Feedback: Regularly and candidly communicate with people how they are doing, what is working and where improvement is needed.
  18. 18. Hope is not the answer. Hope is not the answer. www.bluteaudevenney.com
  19. 19. “ The leader of the past knew how to tell. The leader of the future will know how to ask.” Peter Drucker
  20. 20. Take a consultative approach to engage and invest employees.
  21. 21. As a leader, you need to determine: What are the challenges and blocks for people to change? What are the opportunities to the change? What are the capabilities needed for people to support the change?
  22. 22. As a leader, you need to determine: What are the results and outcomes desired from the change? What are the feelings from the change?
  23. 23. The foundation of engagement is the ability of leaders to communicate effectively and consultatively to coach the performance of others for success.
  24. 24. The Higher Law: When you appeal to the highest level of thinking you get the highest level of performance.
  25. 25. The solution to employee engagement is under the control of the leader: Invest time and communicate.

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