Unleashing the Power of
Authenticity to Drive Employee
Engagement
Webinar

#FreakFlag

@TalentAnarchy
@JasonLauritsen
@Joe...
HR Consulting
Leadership Training
Facilitation
Performance

Engagement

Innovation
1. be open
2. get involved
3. be authentic

4. stay in touch
5. use karma

6. invest
1. be open
2. get involved
3. be authentic

4. stay in touch
5. use karma

6. invest
au·then·tic
[aw-then-tik]  adjective
1.not false or copied; genuine; 
2.having the origin supported by       
unquestionab...
FLY YOUR FREAK FLAG
• Outlier
• Deviant
• Odd ball • Out on a limb
• Weirdo • Crazy
A hypothesis
Maybe the reason for 
low employee 
engagement is that 
there isn’t enough 
authenticity in the 
workplace.
Investigation
2 Questions
1.Do employees feel that the workplace
encourages authenticity?
2.Is there a linkage between authenticity
and ...
Details
3,630 employees surveyed
Responses from 20 states in U.S.
Past participants in Best Places to Work  Survey
Volunta...
Q1: Do employees feel that
the workplace encourages
authenticity?
Less than half of employees agreed with the 
statement "My organization embraces 
difference."
53% of employees felt that being authentic at 
work might have negative consequences.  
43% of employees believe that
fitting in is an effective strategy
for getting ahead at work
Less than 9%
of employees
disagree that
it is important
to fit in at
work
39% feel that fitting
in is rewarded at
work
What is the biggest reason people choose
not to be themselves at work?
Conclusion #1
Question:
Do employees feel that the workplace
encourages authenticity?
Answer:
Mixed response.
Employees de...
Q2: Is there a linkage
between authenticity and
employee engagement?
Authenticity accounted for over one
third of the variance in engagement scores.
Authenticity

Other Stuff
Breaking it down
1. Encouragement
2. Personal Values
3. Risk
4. Fitting In
5. Being Different
If you build it…
Encouragement Items:
•People are encouraged to try new things where I work.
•My organization values uniqu...
Conclusion #2
Question 2
Is there a linkage between authenticity and
employee engagement?
Answer
YES.
When people feel lik...
FREAK FLAGS
increase
Engagement
HOW
Orbiting the Giant Hairball, Gordon MacKenzie
Getting started…
•Clear language.
•Clear expectations.
•Understand authenticity as a
process, not a thing.
•Support, encou...
AWARENESS

ACCEPTANCE

AUTHENTICITY
DARING

INTEGRITY
awareness
awareness

Getting real
clarity on who
you are and
who you wish
to be.
Encouraging awareness:
•Create time and space for reflection.
•Emphasize importance of knowing
yourself.
•1:1 conversation...
accomplishment
adventure
challenge
change
community
connection
creativity
democracy
discovery
diversity
equality
fairness
...
What would
you do if you
became
independently
wealthy?
What gives you joy?
acceptance
Coming to terms
with who you
are, declaring it
to the world, and
reveling in it.

acceptance
Encouraging acceptance:
•Facilitate group conversations about
individual strengths and weaknesses, how
to best work togeth...
Aligning
what you do
with what
you believe.
Encouraging integrity:
•Reward expression.
•Encourage people to speak up, reward
respectful disagreement.
•Dress code.
•De...
g
r
o
u
p
t
h
i
n
k
groupthink:

mode of thinking that happens when
the desire for harmony in a decisionmaking group overrides a realistic
app...
Inside
the Box
AUTHORITY

ABILITY

PERMISSION

RESOURCES
daring
Continuing to
gather new
awareness of
your capabilities
through
adventure.
daring
Encouraging daring:
•Job shadowing & exploration.
•Individualized development plans.
•Different conferences, different rol...
GET CONNECTED

talentanarchy.com
.com/TalentAnarchy
twitter
JASON LAURITSEN
jason@talentanarchy.com
twitter.com/jasonlauri...
Unleashing the Power of Authenticity to Drive Employee Engagement
Unleashing the Power of Authenticity to Drive Employee Engagement
Unleashing the Power of Authenticity to Drive Employee Engagement
Unleashing the Power of Authenticity to Drive Employee Engagement
Unleashing the Power of Authenticity to Drive Employee Engagement
Unleashing the Power of Authenticity to Drive Employee Engagement
Unleashing the Power of Authenticity to Drive Employee Engagement
Unleashing the Power of Authenticity to Drive Employee Engagement
Unleashing the Power of Authenticity to Drive Employee Engagement
Unleashing the Power of Authenticity to Drive Employee Engagement
Unleashing the Power of Authenticity to Drive Employee Engagement
Unleashing the Power of Authenticity to Drive Employee Engagement
Unleashing the Power of Authenticity to Drive Employee Engagement
Unleashing the Power of Authenticity to Drive Employee Engagement
Unleashing the Power of Authenticity to Drive Employee Engagement
Unleashing the Power of Authenticity to Drive Employee Engagement
Upcoming SlideShare
Loading in...5
×

Unleashing the Power of Authenticity to Drive Employee Engagement

6,128
-1

Published on

Our employees aren’t engaged, at least not as engaged as we need them to be. And, figuring out what to do about it is tricky. Finding solutions can feel overwhelming and complicated. But, we may be overlooking one simple and powerful truth.

Creating an environment where people can show up authentically and be embraced for who they are drives engagement. This has always felt intuitively true. Now, there is data to support it.

Join Jason Lauritsen and Joe Gerstandt, the founders of Talent Anarchy, as they share original research that reveals the powerful connection between authenticity and employee engagement. Then, learn how leaders and human resources professionals can cultivate authenticity to drive sustainable engagement in any organization.

Published in: Business, Technology
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
6,128
On Slideshare
0
From Embeds
0
Number of Embeds
11
Actions
Shares
0
Downloads
25
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide
  • {"27":"This is why we talk about “flying your freak flag,” rather than simply saying be authentic to remind people that it is an activist thing. If you are being true to who you are, then there will be times when you are the fly in the ointment, the outlier, the weirdo…being authentic requires that we are willing to play that role. And this is why authenticity is hard. The desire to fit in, to belong, to be a part of, is a pretty powerful drive for us humans. This is a big part of why we sometimes keep our ideas and our questions to ourselves.  When was the last time that you were the oddball? When was the last time that you were in the minority? \n","16":"The flip side of the same coin reveals that employees feel that there are some negative consequences that come with being authentic. So, to further explore this idea, we asked a series of questions related to the importance of fitting in at work. \n","5":"In the book, we share our 6 laws of social gravity. These laws are the essential the how to rules for growing an amazing network of relations that fuels your personal and professional success. I’m not going to dive into these as that would be an entire webinar to itself, but I will draw your attention to law #3, be authentic. \n","22":"Getting clear on what innovation means to your company is just the first step. Then we need to make it happen.\n","11":"So, we decided to do some research.\n","6":"We found that one of the really powerful ways to create great relationships and to draw people to you was to be really be yourself, to reveal to the world who you really are and celebrate what makes you unique. We call this being authentic. \nThis message was not only in our book, but was we have been sharing these 6 laws through our keynote speaking for years. And while the overall message we share tends to resonate with people, it is when we talk about authenticity that you see the fire. The reaction of people to the call to be more authentic was at first surprising to us. But, the more we talked with people, the more we realized how powerful the desire for authenticity was in our lives and particularly in our workplaces. It has become common for people to approach us with their stories about how they can’t be themselves at work and how much that sucks for them. \n","12":"This research was designed to help us get clarity around two questions. \n","18":"42% agree that it is important to fit in at work\n","7":"But, authenticity has almost reached buzzword status. People have come to toss the word around like it’s an easy, simple, common thing. But, we’ve found that it is not any of those things. True authenticity is rare, particularly at work. And people long for it. \nWhen you look at definitions of the word, it can feel a bit like an academic or conceptual concept, but it is not. It is a full contact pursuit. \n","13":"Here’s how we gathered our data. We partnered with our friends at Quantum Workplace to conduct an employee survey. For those of you who don’t know Quantum, they provide tools that help achieve and recognize workplace awesomeness. They have an awesome engagement survey product that powers the Best Places to Work competition in over 40 major cities in the US. \nWe crafted a survey to measure employee perceptions of authenticity in the workplace. Quantum shared an invitation to our survey with a list of employees who had recently taken the best places to work survey. It simply asked them if they would complete a survey about authenticity in the workplace and offered the chance to win a Starbuck’s giftcard. \nThe first encouraging finding was the response rate. Our goal was to secure 1,000 responses, but within days we had over 3,500 responses. At least an indicator that people cared about this idea of authenticity. \n","8":"This is why we talk about “flying your freak flag,” rather than simply saying be authentic to remind people that it is an activist thing. If you are being true to who you are, then there will be times when you are the fly in the ointment, the outlier, the weirdo…being authentic requires that we are willing to play that role. And this is why authenticity is hard. The desire to fit in, to belong, to be a part of, is a pretty powerful drive for us humans. This is a big part of why we sometimes keep our ideas and our questions to ourselves.  When was the last time that you were the oddball? When was the last time that you were in the minority? \n","14":"So, let’s look at the responses through the lens of the first question we were trying to answer. I’ll share a few data points. \n","3":"The model is hacking. Now before you freak out, we aren’t talking about the hackers who steal your identity and crash your companies computer network. We don’t call those people hackers. We call them criminals. \n","9":"Authenticity does not mean being different for the sake of being different. It does not mean that you have to be tattooed or pierced or dyed or that you have to live in Austin and play the ukulele. It is going to look differently for every single one of us, as it means being true to who you are…it is about having some real clarity about who you are and acting accordingly.\n","15":"In our sample, less than half of employees agree that their organization embraces difference. Perceptions about how much difference is embraced are important to making a decision about how safe it is to be different. \n","4":"I want to start with a story about how we came to be interested in the power of authenticity. Joe and I cowrote a book called Social Gravity. The book is about how to harness the power of relationships in your personal and professional life. The book is based on a combination of our own experiences building and growing a powerful network of relationships and the research and science about how relationships form and grown. \n","10":"So, as we thought about this observed desire for greater authenticity at work and the seemingly endless studies we see all the time about how disengaged and dispassionate our workforce has become, we started to suspect that the two may be connected.\n"}
  • Unleashing the Power of Authenticity to Drive Employee Engagement

    1. 1. Unleashing the Power of Authenticity to Drive Employee Engagement Webinar #FreakFlag @TalentAnarchy @JasonLauritsen @JoeGerstandt
    2. 2. HR Consulting Leadership Training Facilitation Performance Engagement Innovation
    3. 3. 1. be open 2. get involved 3. be authentic 4. stay in touch 5. use karma 6. invest
    4. 4. 1. be open 2. get involved 3. be authentic 4. stay in touch 5. use karma 6. invest
    5. 5. au·then·tic [aw-then-tik]  adjective 1.not false or copied; genuine;  2.having the origin supported by        unquestionable evidence;                 authenticated; 
    6. 6. FLY YOUR FREAK FLAG • Outlier • Deviant • Odd ball • Out on a limb • Weirdo • Crazy
    7. 7. A hypothesis Maybe the reason for  low employee  engagement is that  there isn’t enough  authenticity in the  workplace.
    8. 8. Investigation
    9. 9. 2 Questions 1.Do employees feel that the workplace encourages authenticity? 2.Is there a linkage between authenticity and employee engagement?
    10. 10. Details 3,630 employees surveyed Responses from 20 states in U.S. Past participants in Best Places to Work  Survey Voluntary participants 29 items, 2 open-ended Data Gathered Q4 2012 TM www.QuantumWorkplace.com
    11. 11. Q1: Do employees feel that the workplace encourages authenticity?
    12. 12. Less than half of employees agreed with the  statement "My organization embraces  difference."
    13. 13. 53% of employees felt that being authentic at  work might have negative consequences.  
    14. 14. 43% of employees believe that fitting in is an effective strategy for getting ahead at work
    15. 15. Less than 9% of employees disagree that it is important to fit in at work
    16. 16. 39% feel that fitting in is rewarded at work
    17. 17. What is the biggest reason people choose not to be themselves at work?
    18. 18. Conclusion #1 Question: Do employees feel that the workplace encourages authenticity? Answer: Mixed response. Employees definitely feel the tension at work between the desire to be more authentic and the expectation to fit in.
    19. 19. Q2: Is there a linkage between authenticity and employee engagement?
    20. 20. Authenticity accounted for over one third of the variance in engagement scores. Authenticity Other Stuff
    21. 21. Breaking it down 1. Encouragement 2. Personal Values 3. Risk 4. Fitting In 5. Being Different
    22. 22. If you build it… Encouragement Items: •People are encouraged to try new things where I work. •My organization values uniqueness in its employees. •My organization encourages people to speak up. •My manager encourages people to be themselves at work. •People are encouraged to be themselves where I work. •My organization embraces difference. •I can be myself at work. •My manager works effectively with all types of people. •Being authentic at work has negative consequences.
    23. 23. Conclusion #2 Question 2 Is there a linkage between authenticity and employee engagement? Answer YES. When people feel like their work environment actively encourages them to be themselves and operate in alignment with their values, they are more engaged.
    24. 24. FREAK FLAGS increase Engagement
    25. 25. HOW
    26. 26. Orbiting the Giant Hairball, Gordon MacKenzie
    27. 27. Getting started… •Clear language. •Clear expectations. •Understand authenticity as a process, not a thing. •Support, encourage and reward all parts of the process.
    28. 28. AWARENESS ACCEPTANCE AUTHENTICITY DARING INTEGRITY
    29. 29. awareness
    30. 30. awareness Getting real clarity on who you are and who you wish to be.
    31. 31. Encouraging awareness: •Create time and space for reflection. •Emphasize importance of knowing yourself. •1:1 conversations about your own journey. •Talk to people about their strengths and weakness, about their values, about how they work best, how they like to be managed.
    32. 32. accomplishment adventure challenge change community connection creativity democracy discovery diversity equality fairness faith family friendship generosity gentleness global view goodwill goodness gratitude happiness harmony health integrity justice leadership love loyalty money patriotism peace personal growth power quality of work reliability resourcefulness respect for others responsiveness self-reliance service spirituality status success, tradition tranquility truth unity
    33. 33. What would you do if you became independently wealthy? What gives you joy?
    34. 34. acceptance
    35. 35. Coming to terms with who you are, declaring it to the world, and reveling in it. acceptance
    36. 36. Encouraging acceptance: •Facilitate group conversations about individual strengths and weaknesses, how to best work together. •Get people involved in setting their own goals, identifying their own development needs, opportunities. •Proclaiming goals, values, priorities.
    37. 37. Aligning what you do with what you believe.
    38. 38. Encouraging integrity: •Reward expression. •Encourage people to speak up, reward respectful disagreement. •Dress code. •Decorate office / cubicle. •Provide people with opportunities to play different roles, demonstrate different skills / passions. •Accountability partners, support, conflict
    39. 39. g r o u p t h i n k
    40. 40. groupthink: mode of thinking that happens when the desire for harmony in a decisionmaking group overrides a realistic appraisal of alternatives. Group members try to minimize conflict and reach a consensus decision without critical evaluation of alternative ideas or viewpoints.
    41. 41. Inside the Box AUTHORITY ABILITY PERMISSION RESOURCES
    42. 42. daring
    43. 43. Continuing to gather new awareness of your capabilities through adventure. daring
    44. 44. Encouraging daring: •Job shadowing & exploration. •Individualized development plans. •Different conferences, different roles, use non-profit opportunities. •Put people in over their heads, give them the opportunity to fail and make sure that they learn how to learn from that when it happens.
    45. 45. GET CONNECTED talentanarchy.com .com/TalentAnarchy twitter JASON LAURITSEN jason@talentanarchy.com twitter.com/jasonlauritsen JOE GERSTANDT joe@talentanarchy.com twitter.com/joegerstandt
    1. A particular slide catching your eye?

      Clipping is a handy way to collect important slides you want to go back to later.

    ×