Engage Canada

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Comment by Jordan Hart on October 11, 2011 at 1:04pm

She dreamed of being a lawyer one day. Until she realized her calling was to build brands,CMO, Jennifer Lumba - http://bit.ly/oEvL2d

Comment by Bill Scott on February 24, 2011 at 1:55pm

Hello all,

I'd like to invite you to join Hilary Howard and I for a complimentary introduction to the In-Powering People and Teams via webinar.on March 10, 2011 at 9:00 a.m. Pacific, 12:00 noon Eastern and 5:00 p.m. in London. We currently have 4 seats left for this session.

CoreClarity has developed a proprietary framework that categorizes the 34 StrengthsFinder Assessment themes into 4 broad categories and teaches individuals how to get the most out of their talents and how teams can benefit from understanding and leveraging one another’s talents. CoreClarity takes the results of the StrengthsFinder and makes them memorable, usable and teachable.

Using color, graphics and a proprietary system for interpreting the more than 33 million potential combinations, the CoreClarity program allows individuals to understand and clearly articulate who they are at their core and so raise the level of engagement in their work.

The IPPT program is a unique opportunity to understand how your innate talents become strengths. Just as important, this program allows you to understand how individual team members’ talents interact and how to leverage that interaction to improve job satisfaction, team performance and organizational productivity. 

If you have any interest in this event, please download our flyer at www.elpisconsulting.com.

Thanks for taking the time to consider this opportunity.

Comment by Jean Douglas, CMC on February 8, 2011 at 5:41pm

I have conducted an annual engagement survey for a Construction company in Western Canada since 2007. In 2009 and 2010, we included onsite construction workers. The level of engagement was very high. In follow-up focus groups with some of the workers, the findings were very much in line with what Kevin said - it was being treated with respect and dignity by the contracting company and their staff, being recognized as the professionals they are, having clear direction, supervisory support, a safe worksite, and capable coworkers. There is a very strong feeling of pride in workmanship among professional construction workers that I think sometimes eludes people in other professions.  

Comment by Les Hudson on December 21, 2010 at 10:56am

Kevin, I couldn't agree more. When you watch a construction site in BC, most of which are highly organized into unions, those folks really scoot. They also take great pride in doing professional work so I believe their engagement is high with the added factor of the cohesion of the brotherhood and sisterhood. Most unionized positions, I would guess, are fairly easy to measure re: productivity so what is expected is clear. It would be interesting to see a comparison across sectors of those who are unionized and those not specific to engagement. A sub factor would be those in the private versus the public sector.

Comment by Kevin Savage on December 20, 2010 at 7:46pm

As a manager in a unionized environment I would have to say that I don't find unionized employees lazy, even though they do have more job security. It is harder to get rid of unionized staff who aren't performing but not impossible. It just takes more work. I don't think engagement is tied to being a union or non union employee but rather to recognition, career opportunities, meaningful work and support from you team and manager. One comment I would add is that some long term employees develop a sense of entitlement especially in regards to promotions or other opportunities where seniority is a major consideration in the hiring process, however this too is changing as generally the best qualified applicant gets the job.

 

Comment by Jenny Lau on December 20, 2010 at 7:05pm

I definitely look forward to Blaine's book on "Engaging Unionized Employees". Often times I hear negative things about unionized organizations as being lazy because the unionized workers know for sure that they would have more job security than their counterparts. Therefore they are not as worried as their counterparts and can possibly lead to decrease in productivity.  Productivity ties hand in hand with employee engagement.

Comment by Diane Desjardins on October 9, 2010 at 10:43am

Great topics. Welcome Blaine. Looking forward for your take on those subjects. Human needs and responsibility are for all, unionized or not.

Comment by Blaine Donais on October 9, 2010 at 2:54am

Hi all:

I am from Toronto - originally from Sask. I started the Workplace Fairness Institute a few years ago and it is kicking into high gear this year. I have a special interest in two engagement topics:

1. Engaging Unionized Employees - I have a book coming out on this topic published by Canada Law Book

2. Engaging employees in conflict management - this follows from my other book Workplaces That Work.

I look forward to talking more with all of you

Comment by David Zinger on September 4, 2010 at 9:29am

I have changed the name of this group from simply "Canada" to Engage Canada. I believe at 77 we have quite a strong group in numbers and I trust we will grow in activity in the near future.

Comment by abe lewis on August 27, 2010 at 12:27pm

Hi everyone

I was wondering if anyone knows of any good Speakers to speak about Collaboration

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