Lisa Sansom's Discussions (6)
| Discussions Replied To (4) | Replies | Latest Activity |
|---|---|---|
"I'm @LVSConsulting. One possibility is to have a twitter chat at a certain time dur…"Lisa Sansom replied Dec. 20, 2009 to Who's on twitter? Should we all be? |
17 |
Dec. 24, 2009 Reply by Doug Shaw |
"Care for people around you and get to know who they are, what strengths they bring a…"Lisa Sansom replied Nov. 26, 2009 to Our Next Free E-Book: Write One Sentence of Employee Engagement Advice for Managers or Supervisors |
135 |
9 minutes ago Reply by Saurabh Gahrotra |
"Find out what's working and do more of it."Lisa Sansom replied Oct. 15, 2009 to Forum #6: Employee Engagement Advice in One Sentence |
253 |
1 day ago Reply by Melodie Marks |
"Do everything as though people matter."Lisa Sansom replied Oct. 15, 2009 to Forum #6: Employee Engagement Advice in One Sentence |
253 |
1 day ago Reply by Melodie Marks |
About
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A manager should always remember he/she is "on stage"- and his/her subordinates notice every little trait so always exhibit the behavior you would want them to emulate.
As a Leader it is your job to facilitate progress, be the agent of change not the barrier to it.
From Jim's Blog: Changing Winds
I love Leo Babauta’s Zen Habits, in which he writes on simple productivity and life issues. His recent book The Power of Less is a compact and practical guide to reclaiming your life from busyness and inefficiency. I…
Hi Ben...
Thanks for the reply!
Question--what have you seen as a "clear, coherent script" that assures success? And do you think such scripts need updating to address the shifts we've seen in organizations and the marketplace?
All the best from…
In my experience, achieving engagement creates huge increases in productivity per person, morale, retention, profits, sales, and every other "devoutly to be wished" result. So it is always worth the effort.
But the company person, CEO or executive…
Do two things: trust your employees unconditionally and give them more responsibility than they would ever expect; they will rise to the occasion and surpass all expectations.
In the wake of "The Great Recession" and in appreciation of the changes in the economy and in the nature of employee-employer relationships, the idea of “employee engagement” (“Engagement”) presents an intriguing dilemma.
While some say a focus on…
Interesting question. I'm drawn to less is more, and even that may be too much :) My experience has shown me that the more fearful the organisation is, the more often it seeks to measure as a means to try and stave off the fear. It then often ends u…
I would contend never is too soon.
If you understand what engagement is and how to achieve it, then you know what an engaged employee sounds like and acts like as compared to one who is somewhat engaged or disengaged. Surveys turn people off while…
Look beyond generic engagement tools: focus on personal drivers from employees, group them accordingly and align engagement tools.
The real challenge to engage employees is to gain trust by giving them autonomy to shape their own jobs to their own wishes, interests and strengths but always aligned with an open and transparant organisational vision and strategy.
Before you start engaging an employee, know him and respect him as an individual first and engagement will follow.
Listen! Zip your mouth. Don't interrupt them when they are opening up to you and expressing there feelings. Remember, its about them not you!
Engagement is to be seen not as an activity but that is the only way the society works.
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