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Beyond	  Employee	  Engagement	                                           Douglas	  Reid	                                 ...
Objec8ves	  	  •  Engagement	  today	  and	  advantage	  •  Priori4es	  for	  a5en4on,	  improvement	  
How	  we’ll	  not	  do	  this	  
Engagement:	  	  Individual	  discre8onary	  effort	  
Urgency	  	  Focus	  	  Intensity	  	  Enthusiasm	  	  Persistence	  	  Proac4vity	  	  Role	  Expansion	  	  Adaptability...
What	  engagement	  isn’t…	                                     “What	  do	  I	  have	  to	  say	  to	                    ...
It	  also	  isn’t	  “happiness”.	  
Engagement	  is	  a	  necessary	  but	  not	  sufficient	  condi4on	  for	  survival	  and	  growth.	  	  Engagement	  does	...
A	  compe44ve	  differen8ator	  
Engagement	  makes	  you	  more	  relevant	  to	  the	  future…	  
Custo                      willin      mer	  	                               gness                                   	  to...
Implementa8on	  happen	  	  primarily	  by	  changing	  	  the	  alloca8on	  of	  resources	  consistent	  with	  objec8ve...
Money	  Brands,	  equipment,	  IP,	  	  licenses,	  machinery,	  	  informa4on,	  etc.	                        Any	  non-­...
People	     Skills	  
Time	     Dura3on,	  sequence	  and	  	             project	  choices	  to	  which	  	             you	  apply	  the	  mon...
Targets	  Resources	                  Strategy	  
DOING	  DIFFERENTLY	   WITH	  LESS	  
What’s	  working	  for	  you	  now?	  
GeYng	  to	  We	  
The	  power	  of	  We	  
“Culture	  is	  the	  byproduct	  of	  consistent	  behaviour.”	  	  ReWork	  Fried	  &	  Hansson	  
How	  We-­‐Centric	  is	  Your	  Culture?	       Compe44ve/exclusion	                    Co-­‐crea8ng	      Community	  /	...
Reciprocity	      Having	  desired	  	                 results	  (value)	  Connec4vity	      	  	                 Managing...
Autonomy	  	  Mastery	  	  Purpose	  
Choice	  
Competence	  
Meaningfulness	  
Progress	  
GeQng	  There…	  
20   10
You	  can’t	  achieve	  anything	  worthwhile	  through	  things	  that	  you	  do	  “reasonably	  well,	  most	  of	  the...
You are here."             "Where do you want to go next?"
Douglas	  Reid	                             	  douglas.reid@queensu.ca	                reidthis.ca	              @douglasr...
Thank	  you!	  	  
50 best managed Douglas Reid 2012
50 best managed Douglas Reid 2012
50 best managed Douglas Reid 2012
50 best managed Douglas Reid 2012
50 best managed Douglas Reid 2012
50 best managed Douglas Reid 2012
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50 best managed Douglas Reid 2012

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My presentation to the 2012 50 Best Managed companies in Canada conference, on employee engagement. Please contact me if you want to learn more or have me take you through the presentation.

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50 best managed Douglas Reid 2012

  1. 1. Beyond  Employee  Engagement   Douglas  Reid     douglas.reid@queensu.ca   reidthis.ca  Genera4ng  real  a5en4on,  focus  and  produc4vity     @douglasreid  
  2. 2. Objec8ves    •  Engagement  today  and  advantage  •  Priori4es  for  a5en4on,  improvement  
  3. 3. How  we’ll  not  do  this  
  4. 4. Engagement:    Individual  discre8onary  effort  
  5. 5. Urgency    Focus    Intensity    Enthusiasm    Persistence    Proac4vity    Role  Expansion    Adaptability  
  6. 6. What  engagement  isn’t…   “What  do  I  have  to  say  to   get  them  to  be  more   interested  in  their  work,  or   even  just  do  what  they’re   told,  and  like  it,  without   complaining?”  
  7. 7. It  also  isn’t  “happiness”.  
  8. 8. Engagement  is  a  necessary  but  not  sufficient  condi4on  for  survival  and  growth.    Engagement  does  predict  greater  resilience.    Engagement  makes  a  claim  on  scarce  resources,  hence  best  approached  from  perspec4ves  of  op8mality  and  efficiency.  
  9. 9. A  compe44ve  differen8ator  
  10. 10. Engagement  makes  you  more  relevant  to  the  future…  
  11. 11. Custo willin mer     gness  to  pa What   y   outcomes  you’re  being   hired  to   create   ring     s   elive  buy d Co st  of   tomer at  th e  cus wh
  12. 12. Implementa8on  happen    primarily  by  changing    the  alloca8on  of  resources  consistent  with  objec8ves  
  13. 13. Money  Brands,  equipment,  IP,    licenses,  machinery,    informa4on,  etc.   Any  non-­‐human  asset   of  an  organiza3on  that   a  manager  can  deploy    
  14. 14. People   Skills  
  15. 15. Time   Dura3on,  sequence  and     project  choices  to  which     you  apply  the  money  and     people  that  you  have  
  16. 16. Targets  Resources   Strategy  
  17. 17. DOING  DIFFERENTLY   WITH  LESS  
  18. 18. What’s  working  for  you  now?  
  19. 19. GeYng  to  We  
  20. 20. The  power  of  We  
  21. 21. “Culture  is  the  byproduct  of  consistent  behaviour.”    ReWork  Fried  &  Hansson  
  22. 22. How  We-­‐Centric  is  Your  Culture?   Compe44ve/exclusion   Co-­‐crea8ng   Community  /  inclusion         Distrust  /  judging   Humanizing   Trust  /  respect  /  apprecia4on         Stagnant  /  limi4ng   Op8mizing   Growth  /  possibili4es  /  expanding         Withholding  /  silos   Interac8ng   Sharing  /  exploring         Compe4ng  /  persuading   Catalyzing   Wondering  /  innova4ng         Dictate  /  control   Expressing   Encouraging  /  developing         Compliance  /  resistance   Synchronizing   Spirit  /  commitment  /  crea4ng  Source:  Glaser,  Crea3ng  We  
  23. 23. Reciprocity   Having  desired     results  (value)  Connec4vity       Managing  what   Equity    Transparency   happens       (control)   Achievement  Balance         Establishing   Camaraderie  Courage   what’s  real   (truth)  
  24. 24. Autonomy    Mastery    Purpose  
  25. 25. Choice  
  26. 26. Competence  
  27. 27. Meaningfulness  
  28. 28. Progress  
  29. 29. GeQng  There…  
  30. 30. 20 10
  31. 31. You  can’t  achieve  anything  worthwhile  through  things  that  you  do  “reasonably  well,  most  of  the  4me.”  The  essen8al  ques4ons  of  strategy  are:    •  Which  of  our  habits  are  we  really   prepared  to  change,  permanently  and   forever?    •  Which  lifestyle  changes  are  we  really   prepared  to  make?    •  What  issues  are  we  really  ready  to   tackle?  There  is  no  benefit  in  claiming  to  pursue  a  goal  that  everyone  can  tell  you  don’t  have  the  guts  to  pursue.  
  32. 32. You are here." "Where do you want to go next?"
  33. 33. Douglas  Reid    douglas.reid@queensu.ca   reidthis.ca   @douglasreid  
  34. 34. Thank  you!    

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