The document discusses developing an engagement culture in organizations. It argues that engagement requires aligning employee values and goals with the company's vision, strategy, and expectations. An engaged workforce is important for business success but currently only 31% of global employees are engaged. The document recommends coaching as a powerful tool to facilitate engagement. It provides a structured model with four directions and three dimensions to develop engagement at the personal, team, and organizational levels.

1. NAVIGATE TOWARDS
ENGAGEMENT CULTURE
IN ORGANISATION
Tan Hok Eng
Director / Coach / Facilitator
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2. ENGAGEMENT CULTURE, WHY?
• Everyone has their potential
• Business environment
• Increase of choices
• It is about the people:
Values
Motivation
Empowerment
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3. © All Rights Reserved

4. WHY? SOME COMPANY DO BETTER?
• Employee first
• Higher Level of Engagement
• Engagement at all level
• Aligned to organisation
vision, mission & values
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5. WHAT IS ENGAGEMENT?
Engagement is a process to align
employee’s personal values, goals
and drivers with
the organization’s
vision, strategy
and expectations.
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6. ENGAGEMENT SURVEY
• Fewer than 1 in 3 employees worldwide (31%) are
Engaged. 17% are Disengaged. India has the most
engaged employees at 37%.
• Employees who know their manager “as a person”,
more likely to be engaged.
• Employees who trust their manager or executive,
more likely to be engaged.
• Engage employees demonstrated clearer & visible
actions, while disengaged ones, only talk! No action!
BlessingWhite's global Employee Engagement Report 2011
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7. ENGAGEMENT CHALLENGES
• Multi-Generation Workforce
• Business Environment
– Faster, Ever changing & Inevitable
• Lack of supporting
environment
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8. MULTI-GENERATION WORK FORCE
GEN-? Engagement Attitude Work
Baby Praise, Loyal, High Authority,
Boomers Challenge Commitment To Managerial,
1946-1964 & Motivate Works, Burnout Rule Setter
Entrepreneur,
Ambitious &
GEN-X Hands-Off, Result Focus,
Hardworking, Work-
1965-1980 Independence Freedom
Family Balance
(Flexible-Hour)
GEN-Y High Confidence, Bold, Innovation, Team
(Millennial – Engagement, Multi-tasker, Clear Oriented,
Face book) Coaching, division of work / Meaningful
1981 > Open Channels personal privacy Career
Source: http://legalcareers.about.com/
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9. BUSINESS ENVIRONMENT
Technological & Globalisation
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NO FIXED RECIPE!

10. LACK OF SUPPORTING ENVIRONMENT
• Too TASK driven
• Driven by business decision
• Missing managerial skills
• No time to manage peoples!
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11. MOST POWERFUL TOOLS
COACHING
Process of Facilitate & Navigate
“potential, motivation & greatness”
“Need of executive coaching is very strong especially in
new industries that are growing fast and face issues of
leadership depth”
ANURAAG MAINI, DLF PRAMERICA LIFE INSURANCE COMPANY
“With fairly senior leaders, acceptance of young
professionals as a coach or a facilitator may be tough
initially; however what eventually matters is the real
difference one can create.”
© All Rights Reserved AADESH GOYAL, TATA COMMUNICATIONS

12. STRUCTURED & INNOVATIVE MODEL
4 Directions – 3 Dimensions
ORGANISATIONAL
ORGANISATIONAL
INTERPERSONAL
PERSON-1 PERSON-2 PERSON-3
PERSONAL
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13. DEVELOP CULTURE OF ENGAGEMENT
3 DIMENSIONS – 4 DIRECTIONAL
Personal Team Organization
Direction Personal Team Vision /
WHERE? Leadership Leadership Mission
Motivation Self Team
Values
WHY? Motivation Motivation
Skills Team
Self Manage Execution
HOW? Management
Limiting Self Team
Belief Empowerment
Fulfillment Development
WHY NOT?
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14. WHERE TO START?
• Fewer than 1 in 3 employees worldwide (31%) are
Engaged. 17% are Disengaged. India has the most
engaged employees at 37%.
• Employees who know their manager “as a person”,
more likely to be engaged.
• Employees who trust their manager or executive,
more likely to be engaged.
• Engage employees demonstrated clearer & visible
actions, while disengaged ones only talk! No action!
BlessingWhite's global Employee Engagement Report 2011
© All Rights Reserved

15. JOURNEY TOWARDS ENGAGEMENT
• Create a collaborative culture
• Top Management buy-in
• Well train Mid-Level Managers
• Active role from HR
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16. IMPLEMENTATION – WHAT TO DO?
1. Build internal pool of coaches;
*Strategic Business Unit and Human Resources
2. Train Middle Managers on basic coaching skills
3. Get undivided support from top management
4. Select a transparent and structured coaching
approaches
5. Measure the success of program to ensure
Return of Investment / ROI
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17. QUESTIONS & ANSWERS
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18. IN SUMMARY
• Framework to develop engagement culture
• Framework to get good clarity,
commitment and alignment
across organization
• Great Company
• Happy Family
COACHING AS
ENGAGEMENT TOOL
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19. Email: tanhe@newscoaching.com
www.newscoaching.com
Think Talent Services
619, ILD Trade Center,
Sector 47, Sohna Road,
Gurgaon--122002, India.
Ph: +91-124-4055375
© All Rights Reserved bimal.rath@thinktalentindia.com