The document discusses employee retention and turnover. It focuses on the importance of leadership factors in retention and how motivating employees can increase retention. Specifically, it emphasizes that leadership competencies like coaching, empowerment, building relationships and communicating vision/values are critical for retention. It also stresses that identifying motivating factors and loyalty factors for each employee can help engage and retain them.
Executive Summary
Research by AON Hewitt tells us that nearly half of the world’s employees are not engaged, and that each disengaged employee costs your organisation an average of $10,000 in profit annually.
Why is employee disengagement so high? Is it something all organisations just have to “live with” or is there a way of managing it and perhaps converting disengaged employees into team members who are happy and enthusiastic about their work?
There are many benefits to having a workforce that is engaged in their work.
Employees who are actively engaged in their work:
• are happier and less likely to move on to another competitor
• tend to feel less stressed and call in sick less
• feel that their actions matter so are more likely to work diligently which increases quality and productivity
• have positive attitudes about their company, management,
co-workers and customers making them more likely to share their time and talents and bring their best ideas and creativity to their workplace
Unfortunately, the recent climate of economic uncertainty has thrown many organisations into turmoil as they struggle to make changes so they can maintain a competitive foothold in the marketplace. It is the employees who are feeling the strain as their employment or promotional prospects look shaky and internal communications dry up while senior executives work out how to deal with the situation. That’s where employee disengagement enters.
In this paper we pose the following questions:
• Is your workforce destined to remain disengaged?
• What does that do to your business performance?
• More importantly what does it do to morale?
• Is disengagement contagious?
• Is it systemic?
• What can you do to overcome disengagement?
We found that in many cases, employee disengagement is a systemic organisational issue. It is caused or aggravated by out-dated systems which ignore the basic needs of the employee and exist primarily for the benefit of the business. It’s an old strategy which is well past its use-by date.
Successful organisations have identified the main factors behind disengagement and have begun to address them. They have realised that their leaders hold the key to employee engagement because they are the meeting point between employee and organisational needs.
Leadership Development Process - InspireOne - Redefining Learning JourneysInspireone
Development & Business results are interlinked comprehensively. Unless business leaders &
HR/OD leaders don’t work together to create and
support this linkage, a virtual tug of war will pull
people in opposite directions. InspireOne provides complete leadership development solution for your company.
Each member of the Engage for Success Special Interest Group on Engaging Leadership were asked to distil their knowledge and experience down to just 5 critical points.
There was a high degree of consensus around a number of issues - authenticity, inspiration, communication, integrity, humanity, coaching and accessibility.
We hope the following pages provoke some reflection and encourage you to analyse and challenge your own behaviour and the behaviour of colleagues.
Executive Summary
Research by AON Hewitt tells us that nearly half of the world’s employees are not engaged, and that each disengaged employee costs your organisation an average of $10,000 in profit annually.
Why is employee disengagement so high? Is it something all organisations just have to “live with” or is there a way of managing it and perhaps converting disengaged employees into team members who are happy and enthusiastic about their work?
There are many benefits to having a workforce that is engaged in their work.
Employees who are actively engaged in their work:
• are happier and less likely to move on to another competitor
• tend to feel less stressed and call in sick less
• feel that their actions matter so are more likely to work diligently which increases quality and productivity
• have positive attitudes about their company, management,
co-workers and customers making them more likely to share their time and talents and bring their best ideas and creativity to their workplace
Unfortunately, the recent climate of economic uncertainty has thrown many organisations into turmoil as they struggle to make changes so they can maintain a competitive foothold in the marketplace. It is the employees who are feeling the strain as their employment or promotional prospects look shaky and internal communications dry up while senior executives work out how to deal with the situation. That’s where employee disengagement enters.
In this paper we pose the following questions:
• Is your workforce destined to remain disengaged?
• What does that do to your business performance?
• More importantly what does it do to morale?
• Is disengagement contagious?
• Is it systemic?
• What can you do to overcome disengagement?
We found that in many cases, employee disengagement is a systemic organisational issue. It is caused or aggravated by out-dated systems which ignore the basic needs of the employee and exist primarily for the benefit of the business. It’s an old strategy which is well past its use-by date.
Successful organisations have identified the main factors behind disengagement and have begun to address them. They have realised that their leaders hold the key to employee engagement because they are the meeting point between employee and organisational needs.
Leadership Development Process - InspireOne - Redefining Learning JourneysInspireone
Development & Business results are interlinked comprehensively. Unless business leaders &
HR/OD leaders don’t work together to create and
support this linkage, a virtual tug of war will pull
people in opposite directions. InspireOne provides complete leadership development solution for your company.
Each member of the Engage for Success Special Interest Group on Engaging Leadership were asked to distil their knowledge and experience down to just 5 critical points.
There was a high degree of consensus around a number of issues - authenticity, inspiration, communication, integrity, humanity, coaching and accessibility.
We hope the following pages provoke some reflection and encourage you to analyse and challenge your own behaviour and the behaviour of colleagues.
How to Build a Business Case and Measure the Effects of Leadership Developmen...Human Capital Media
Leadership development is essential to successfully navigate at today’s business speed. This webinar will offer practical and credible advice on how to construct a business case to substantiate leadership development initiatives and measure the effects. Development of your leaders can have big payoff in terms of revenue generation and organizational risk mitigation, but how will you know if you’ve been successful if you don’t have a formal plan and strategy to evaluate impact? Join us for an insightful webinar by one of the industry’s leading authorities on measurement and analytics, Jeffrey Berk, COO of KnowledgeAdvisors.
Learning objectives:
Developing the business case for a leadership development initiative.
Defining the leadership development measurement strategy to evaluate impact.
Identifying what analytics are important.
Communicating the results of leadership development investments to executives.
Keynote-Leadership Development for Getting Things Done: Ted Abernathy, Managing Partner, Economic Leadership. Presented ate the Women's Economic Development Network 2017
10 strategies to highly effective board meetings final.pptxmrollins57
Slides from a panel I moderated about running highly effective board meetings. I implemented many of these ideas into the board I now chair. It definately had a positive affect.
Is Leadership Development Worth the InvestmentWiley
Successful companies know that they must invest in their employees and develop leaders from within. But leadership development is often hard to measure. Here are some reasons why we answer YES to the question "Is Leadership Development Worth the Investment?"
Learn more about the Leadership Challenge: http://leadershipchallenge.com
5 Ways to Build a Better Leadership Development Program | Webinar 12.04.14BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com
ANYONE can Learn to be a Charismatic Leader: Six of the Most Critical Behaviors
Be a Beacon of Positivity
Communicate Effectively
Tailor Your Vision
Be Energetic & Enthusiastic
Recognize the Greatness in Others
Use the Charismatic Power of Belief in People
We've been studying employee engagement for the last 25 years. What have we learnt in that time and what is next for the study and practice of employee attitudes and leadership?
How to Build a Business Case and Measure the Effects of Leadership Developmen...Human Capital Media
Leadership development is essential to successfully navigate at today’s business speed. This webinar will offer practical and credible advice on how to construct a business case to substantiate leadership development initiatives and measure the effects. Development of your leaders can have big payoff in terms of revenue generation and organizational risk mitigation, but how will you know if you’ve been successful if you don’t have a formal plan and strategy to evaluate impact? Join us for an insightful webinar by one of the industry’s leading authorities on measurement and analytics, Jeffrey Berk, COO of KnowledgeAdvisors.
Learning objectives:
Developing the business case for a leadership development initiative.
Defining the leadership development measurement strategy to evaluate impact.
Identifying what analytics are important.
Communicating the results of leadership development investments to executives.
Keynote-Leadership Development for Getting Things Done: Ted Abernathy, Managing Partner, Economic Leadership. Presented ate the Women's Economic Development Network 2017
10 strategies to highly effective board meetings final.pptxmrollins57
Slides from a panel I moderated about running highly effective board meetings. I implemented many of these ideas into the board I now chair. It definately had a positive affect.
Is Leadership Development Worth the InvestmentWiley
Successful companies know that they must invest in their employees and develop leaders from within. But leadership development is often hard to measure. Here are some reasons why we answer YES to the question "Is Leadership Development Worth the Investment?"
Learn more about the Leadership Challenge: http://leadershipchallenge.com
5 Ways to Build a Better Leadership Development Program | Webinar 12.04.14BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com
ANYONE can Learn to be a Charismatic Leader: Six of the Most Critical Behaviors
Be a Beacon of Positivity
Communicate Effectively
Tailor Your Vision
Be Energetic & Enthusiastic
Recognize the Greatness in Others
Use the Charismatic Power of Belief in People
We've been studying employee engagement for the last 25 years. What have we learnt in that time and what is next for the study and practice of employee attitudes and leadership?
Business Transformation and Strategy for Large Companies in the Age of AI - P...Sri Ambati
Business Transformation and Strategy for Large Companies in the Age of AI - Peter Evans, The Center for Global Enterprise
- Powered by the open source machine learning software H2O.ai. Contributors welcome at: https://github.com/h2oai
- To view videos on H2O open source machine learning software, go to: https://www.youtube.com/user/0xdata
SYMPOSIUM 2016 : CONFÉRENCE 803 - REVIEW OF BUSINESS TRANSFORMATION FRAMEWORK...PMI-Montréal
Business transformation is a radical and risky change approach that enables organizations to add substantial value and survive in face of increasing environmental pressures. To succeed, business transformations should be managed as projects. In academic and practice literature, frameworks were suggested to guide organizations through a business transformation journey. We analyze three business transformation frameworks from a project management perspective. We find that such frameworks could be seen as project delivery approaches. Nonetheless, project management knowledge areas are not evenly embraced by all frameworks. We conclude with a discussion on the practical and research challenges of the use of these frameworks
BIOGRAPHIES
Sedki Allaoui is a business optimization specialist at CN (Canadian National Railway Company). He has experience in manufacturing, transportation and supply chain industries. He acted as a change agent and project manager for various change initiatives such as information systems implementation, process improvement and organizational structuring. Recently, he is focusing on more radical change initiatives that transform organizations and enable their competitive advantage in face of business and economic turmoil. He is also a PhD candidate at Ecole Polytechnique de Montreal. His research is focused on developing a collaborative planning model for transformational projects.
Sedki is a member of the OIQ (Ordre des Ingénieurs du Québec), a PMI student member, and an APICS student member. Academically, he is a member of the Jarislowsky / SNC-Lavalin Research Chair in the Management of International Projects, and of the CIRRELT (interuniversity research center on enterprise networks, logistics and transportation).
Sedki has a bachelor in industrial engineering, and a master in technology management from Ecole Polytechnique de Montreal. He is also a certified lean project leader and six sigma green belt from McGill University.
Using agile and lean to lead business transformation agile 2010Dennis Stevens
Companies need a sustainable model for leading continuous change - yet most leadership teams are too busy running the business to effectively lead change. Many transformation efforts fail due to false starts, organizational resistance, and a lack of effective governance. We will explore a strategic change project management model that has repeatedly resulted in successful ongoing change initiatives. The model draws on Agile and Lean principles and techniques to lead change initiatives in a way that is simple, provides focus and transparency, and builds trust.
Organisational change, Innovation and Transformation communicationStephen Tindi
The global business environment is turbulent and successful organisations must effectively communicate change, innovation and transformation to all stakeholders.
IT Transformation: Program management delivers interdependent initiatives for benefits that align to key strategic goals. Business Transformation process and cycle
1
Observation Paper
Observation Paper for Equity Management
Taihessa Lee
Organizational Leadership
Professor Stephen D. Griffin
June 30, 2013
The purpose of this paper is to describe the observable aspects of my current organization’s culture. I will address my perceptions using the following three viewpoints: vision, mission and core values. I am currently employed at Equity Management Corporation, which is a leading third party management company throughout the property management industry. It is a highly competitive organization that works on creating opportunity for their employees and managing with integrity. On the grounds that I work for Equity Management I know first-hand the extent they will go to meet their expectation out of every department and one thing they will always strive to be number one in the housing market. The greater part of these things are expressed inside Equity Management’s vision and mission statement. Their vision and mission are similar as it precisely what the company does and how it plans to develop.
The Mission: Managing with integrity. The Vision: Creating opportunity. The Core Values: will focus on the heart of our company. There are many other parts of Equity. Leasing Agents are the face of Equity. Property Managers are the arms of Equity. Regional Directors represent the head of Equity. But it takes one fundamental body part to keep all this going- the heart. Ultimately, the heart has to beat to make the parts all function together. The heart is where love, care and concern reside evidenced by our commitment to the job, one another and the people we serve. As Equity pays attention to the condition of our personal and corporate heart they can experience a deeper commitment to our everyday activities. The owner’s vision is to improve the heart of Equity in a deeper way. The owner realizes that our hearts inspire us to be our best, and create loyalty in ourselves. Becoming #1 in the industry means being financially strong and growing. But being #1 is also found in a company filled with loyal employees with high integrity, stellar performance while showing you care. I have witnessed this in my current employment with Equity.
Working at the corporate office was hard for me at times because of how clan culture the company is however it likewise has numerous motivating forces as well. I started my employment with Equity Management three years prior. This employment has been assisting me to develop passionately and also professionally. They are showing me to strive to be passionately and the best constantly. The major lesson I am learning while at Equity Management is their Core Values which is the heart of an employee to keep it functioning properly.
A great deal can be learned about an organization by analyzing and exploring the various aspects of organizational observation. My observation of Equity’s leadership and organizational culture would be healthy organization culture. .
Engaged employees provide immeasurable benefits to your organization. It begins at the organizational then managerial, finally employee levels of the organization.
Leadership and Employee Engagement in Tomorrow Organization - InspireOneInspireone
When employees are engaged they lead more fulfilling and rewarding lives. An engaged workforce and distinct leadership behavior can create more organizational succes.
Leadership and Employee Engagement - InspireOneInspireone
Employee engagement is an organizational imperative. InspireOne's evidence-based research shows that organizations with a more engaged workforce consistently outperform their competitors. If your employees are motivated and willing to put in extra effort, your organization can benefit from improved bottom line business results.
Our latest brochure with the latest information on who we are, the case for action for developing the foundation for success, our practices areas and our people.
Leaderonomics India Roundtable Sessions - Presentation SlidesRoshan Thiran
In February 2019, Roshan Thiran (Leaderonomics Group CEO) together with Parthiban Vijaraghavan and Riddhi Parikh (from Leaderonomics India) conducted roundtable sessions with India business leaders and HR directors in Hyderabad, Bangalore and also in Mumbai. Attached are the slides presented by both Roshan and also Parthi/Riddhi.
Alain Deniau held this presentation at the 2014 SME Assembly in Naples, Italy: "Dynamic Governance - Public Institutions & SME".
Find out more at:
http://blogs.ec.europa.eu/promotingenterprise/
How Senior Leadership Engage/Disengage in NonprofitsTalentMap
Many Nonprofits eagerly measure employee engagement only to discover that the most important determinant of employee engagement is staff’s perception of the senior leadership team. How do you tell colleagues that “we’re the problem”, and more importantly, how do you address and change leadership behaviours?
Organizations seek to maximize the productivity and profitability of their staff !
Individuals seek satisfaction from their work !
If both can be achieved concurrently , there is a true Win-Win !
The impact of an ‘engaged’ workforce over an ‘unengaged’ one is dramatic
In November 2009 Lander Associates held a Leadership Symposium which comprised of fourteen business professionals with a range of backgrounds: recruitment; HR; finance; academia and consultancy who met to exchange views on the challenges and opportunities posed by a new decade – and to share ideas on how to successfully manage those challenges and opportunities.
Lander Associates has produced a white paper detailing the challenges leaders face and looking forward to 2010 and beyond.
As a result of this symposium we developed a brand new suite of leadership courses which focus on the real skills needed by front line managers/team leaders post recession. We then partnered with Chartered Management Institute (CMI) to become an Approved Centre. This means we can now offer the only recruitment specific, international leadership qualification. Visit www.landerleadership.com to find out more.
4 Reasons CEOs Struggle to Align Employee Goals to Corporate StrategyKhorus
As CEO, your job is to ensure your company is profitable. If your employees aren’t sure how their job contributes to that purpose, you might be fighting an uphill battle. Getting your employees on the same page with the executive team starts with recognizing where the breakdown is occurring. As they say, the first step to recovery is admitting there is a problem.
One of the most revealing metrics in determining if your employees understand their purpose is if they can answer the simple question, “What is it you do every day and how does that affect why we exist?” If not, it’s likely due to a lack of communication from the top down – that means you. This eBook can serve as a wakeup call for any CEO wondering how they can get the most out of their employees and ensure everyone is working towards the corporate vision.
15. Every effective leader I've known is
passionate about what he or she is doing.
The time and energy devoted to work
demand a commitment and conviction
bordering on love.
…. Warren Bennis
44. “When people are encouraged to do the work they enjoy,
and inspired by their superior in a harmonious team
environment, the results are borne out through improved
motivation, engagement and results”
Continuous Motivation Checklist
for Optimum Retention
45. • Leadership competencies
• Motivation programs
• Coaching Programs
• Executive Coaching & Mentoring
• Vision, Values, Purpose workshops
• Executive Teambuilding
At FocusOne, we can help you improve
your retention results: