- Blog Posts
- Discussions (1)
- Groups (4)
- Videos
Bill Scott's Groups
-
Canada
51 members
-
Manager Tools for Employ…
200 members
-
Engaging Books
73 members
-
Employee Engagement Writ…
81 members
Bill Scott's Discussions
Bill Scott's Page
Latest Activity
Treat your people like an asset on the balance sheet rather than an expense on the income statement.
Hi Jean,
An interersting topic and I'm not sure I have resources I can refer you to, but I thought I'd pass on an idea.
I am very much involved with a variety of appreciative processes in an effort to assist my clients in engaging their people. One…
A group for people from Canada or people interested in Employee Engagement in Canada
This group is intended for anyone who wants to help Managers do a better job promoting employee engagement. What skills does a Manager need? What tools can a Manager use?
This group is for anyone who want to talk about books on engagement, work, leadership or management. You can recommend a book, ask others about a book, or join in a discussion about a book.
This group is for people who write blogs, books, or other resources on employee engagement.
Profile Information
- Who are you?
- I'm an independent consultant specializing in the implementation of strengths-based, appreciative processes in the context of organizational life. I am passionately and enthusiastically committed to valuing people rather than evaluating performance.
- What is your interest or involvement in employee engagement?
- Development of appreciative alternatives to personnel evaluation; development of appreciative recruitment and orientation strategies
Comment Wall (5 comments)
- At 12:54pm on August 16, 2009,
Terrence Seamon said…
- Bill,
Welcome to the Manager Tools group!
I like your line "I am passionately and enthusiastically committed to valuing people rather than evaluating performance."
I hope to learn more about your practice in this regard
Terry
- At 10:04am on July 29, 2009,
David Zinger said…
- Bill:
Click on the Group. Go to group page. Should be an admin option near top middle of page. Click on link and this should have you in.
David
- At 9:46am on July 29, 2009,
David Zinger said…
- Hi Bill:
In some ways there is a lot of complexity here. You can comment on a blog or forum. You can watch a video. You can reach out and comment on another members site. You can post your own blog or create a forum topic.
The options are based on what you want to get and contribute here. I would love you to let us know more about your appreciative alternatives and how that impacts engagement.
David
- At 1:02am on February 6, 2009,
David Zinger said…
- Bill:
Rath book is his latest: Strengths Based Leadership. Not a lot of new but a good title.
David
- At 6:46pm on February 4, 2009,
David Zinger said…
- Hi Bill:
I have been quite involved in strength based leadership and I think it fits very well with employee engagement. The appreciative inquiry process is also a nice fit. Did you read Tom Rath's latest book. I wasn't over impressed with it but I appreciate any movement towards more of a strength based focus. I think Marcus Buckingham really uses the word strengths for those activities that engage you.
Look forward to hearing from you and always nice to have another Canadian join our network.
David
About
Latest Activity
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
The most important priority for leaders is to cultivate, appreciate, and leverage the vast untapped potential of every employee in their organizations.
If you focus on engagement, productivity will follow. If you focus on productivity, you may not get it.
To begin engagement, sit down with each employee for 40-60 minutes, privately, quietly, and confidentially, and get to know them better -- thei…
I'd appreciate hearing from others on best practices regarding the frequency of employee engagement surveys. I've seen lots of debates on what is the best interval to use for regular measurement and it wouuld help if you could share how often you do…
Groups
-
Manager Tools for Employ…
200 members
-
Research on EE
86 members
-
Employee Engagement Writ…
81 members
-
Employee Recognition
75 members
-
Engaging Books
73 members
-
Social media in the work…
66 members
-
Engaging Quotations
55 members
-
Canada
51 members
-
UK
50 members
-
Personal Engagement
34 members
Engage Today. Join the growing employee engagement network.
© 2010 Created by David Zinger on Ning. Create a Ning Network!
