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Angela Washington Jones's Discussions
Help wanted for a self managing team
Replied Mar. 29, 2009
Angela Washington Jones's Page
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Somewhere along the way, I learned that there are only two foundational emotions that people react from --- fear and love. When we have dysfunctional people who contribute to a dysfunctional team, the real issue probably lies within a fear that they…
Profile Information
- Who are you?
- I am a management consultant with a global strategy firm.
- What is your interest or involvement in employee engagement?
- I am looking for a role where I can focus on employee engagement
- Where are you located?
- Atlanta, Ga
Comment Wall (2 comments)
- At 8:24am on August 20, 2008,
David Zinger said… - Angela:
Welcome to the network. I wish you all the best in finding a role in employee engagement in Atlanta. I look forward to your involvement and participation in this network.
David
- At 9:50am on August 19, 2008,
Oneka J Cornelius said… - Hi Angela,
Thanks for reaching out and sending me a quick note on my wall. Regarding employee engagement roles in the Atlanta area - I too am a manager within a management consulting firm aligned to Talent & Organization Performance. At this time, I am not familiar with a variety of organizations that are aligning themselves "specifically" to employee engagement as a practice. What I do find, however, is that organizations are looking at the full life cycle of Talent Management - with employee engagement as a subset of TM work.
It sounds like you already have the education to support going into this area - but I would recommend that you cast a wider net into Talent Management - and then look for ways to build employee engagement skills and points of view within each of the larger segments of TM (i.e., Rewards/Recognition, Performance Management, Learning, etc...)
I hope that helps!
Good Luck,
Oneka
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.
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