Personal Engagement
Information
In this group we will look at how we foster, enhance, and extend our own personal engagement in work.
Members: 34
Latest Activity: Dec. 21, 2009
Personal Engagement
This group's purpose is to look at our own engagement with work.
What is working for us? What is not working for us?
What do we need from other members of this group?
What are we prepared to give?
What is working for us? What is not working for us?
What do we need from other members of this group?
What are we prepared to give?
Discussion Forum
How do you personally stay engaged with your work? 10 Replies
Started by David Zinger. Last reply by Monique Howat Aug. 8, 2009.
Scattered Engagement 4 Replies
Started by David Zinger. Last reply by Stephen Randall May. 2, 2009.
Comment Wall
Comment
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Comment by Julie Noonan on November 5, 2009 at 6:32pm - I stay engaged by keeping two concepts front and center. 1) My attitude, actions and accomplishments all contribute to my personal brand. 2) I want to ensure that my employer receives exceptional return on their investment in me. I also make it a point to always be watching for my next opportunity to make positive impacts even if it has to be put on a waiting list due to other priorities.
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Comment by Stephen Randall on May 1, 2009 at 9:40pm - Zane, you said working on what's important is important to stay engaged. I agree. However, I find that I can work on what's important in a way that there's little engagement--I may just be putting in my time. Once you've chosen an important task, how do you increase your engagement in that task?
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Comment by Stephen Randall on May 1, 2009 at 9:32pm
- Shanath wrote "being personally engaged is living your life the way it is meant to be." Shanath, specifically how IS it meant to be?
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Comment by Shanath Kumar on September 30, 2008 at 1:33am -
Hi
For me personal engagement is all about being curious.I am very curious about things and people around me.I am curious becuase I exist.Yes, I feel being personally engaged is living your life the way it is meant to be.
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Comment by Zane Safrit on April 28, 2008 at 6:03pm - I stay engaged by working on what's important. Importance comes from an ascending set of priorities. And I stay engaged with balance. If I'm not enthusiastic about what I'm doing, if I can't find the enthusiasm and I've tried all the little steps to find it...I stop. I resume when the excitement resumes.
About
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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.
The management equivalent of ‘Air’ is to practice transparency with team members by managers.
Dr. Jose M F, India, Bangalore
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