Brad Federman's Groups
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Engagement Directors & P…
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Influential Leaders
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High Potentials and Succ…
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Research on EE
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Engaging Films
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Brad Federman's Discussions
The Engagement Factor
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Welcome, Brad Federman!
Latest Activity
Thank you Terry. I appreciate the mention.
Leigh,
If you want me to post this on my linkedin Engagement group as well, I am happy too.
Brad
How about...
"Great minds discuss ideas; average minds discuss events; small minds discuss people...."-Eleanor Roosevelt
Jill,
I was asked to write a book on Engagement for Jossey Bass. The book was to serve as a comprehensive view on the subject. It has just been published and it may be of value to you. You can find it and order it at:
http://www.engagementleader.c…
I like to use real events and news footage when possible. However one of my favorites is Good Will Hunting. You can not truly engage until you deal with fear and begin to focus on others.
Are you responsible for engagement in your organization? Is it in your job title? Let's form a group where we can share best practices and ask questions as the practitioners of 'corporate' engagement!
What makes an influential leader? Let's have a conversation about leadership and the challenges you or your clients might be facing.
This group is for anyone who wants to explore the research, best practices, and practical issues associated with identifying and engaging high potentials, and in managing their careers.
Profile Information
- Who are you?
- Brad Federman is the president of Performancepoint, LLC, a client-driven management consulting firm specializing in Employee Engagement. Having spent over 18 years focusing on the human impact in organizations, Federman has become a recognized leader in the corporate world and the performance improvement industry. He has traveled the globe consulting in North America, Asia, Europe, and the Middle East working with organizations of
various industries and types. Federman has spoken at international conferences such as the American Society for Training and Development, and has been quoted in publications such as Fortune Small Business, HR Magazine and the Los Angeles Times.
- What is your interest or involvement in employee engagement?
- My company's focus is on employee engagement
- Website:
- http://www.performancepointllc.com
Brad Federman's Blog
Employee Engagement Defined
Why Employee Engagement?
To increase the productivity and tenure of (key) employees in a manner that creates healthier organizations both on and off of the balance sheet.
What is Employee Engagement?
The degree to which people commit to an organization and the impact that commitment has on how profoundly they perform and their length of tenure.
Three central tenets of high Employee Engagement levels are:
• Clearer Connections: Individuals fortify commitment based on increasing the number an… Continue
To increase the productivity and tenure of (key) employees in a manner that creates healthier organizations both on and off of the balance sheet.
What is Employee Engagement?
The degree to which people commit to an organization and the impact that commitment has on how profoundly they perform and their length of tenure.
Three central tenets of high Employee Engagement levels are:
• Clearer Connections: Individuals fortify commitment based on increasing the number an… Continue
Posted on May 19, 2009 at 8:02am — 1 Comment
Learning From a Child
I have two children, both boys, and they are a blessing. Every day I learn from them probably more than they learn from me. Sometimes I learn positive things about myself and at other times I gain less flattering insights; and then sometimes they provide me flashes of brilliance that are timely and relate to my work. After all children are just small adults. This is one of those moments.
My oldest was 7 years old and my youngest was 4 years old. We were on vacation and came upon a rock climbing… Continue
My oldest was 7 years old and my youngest was 4 years old. We were on vacation and came upon a rock climbing… Continue
Posted on May 11, 2009 at 7:51am — 1 Comment
15 Tips on Responding to Feedback
Whether it is a 360 degree feedback tool, a performance review, or an organizational survey of some sort, getting feedback can be a challenging experience. I have seen people cry, visibly get upset, seek retaliation, and even quit their jobs. Many of us cannot help our reactions. We, as human beings, are built to protect ourselves and when we receive feedback that feels painful or threatening to our self image we can respond more like 2 year old than a 40 year old. Here are some tips on how we s… Continue
Posted on May 7, 2009 at 3:55pm — 4 Comments
Comment Wall (5 comments)
- At 1:46pm on August 7, 2009,
Terrence Seamon said…
- Hi Brad,
Welcome to the Manager Tools group! I can see that you are already participating here at the EE Network. Feel free to get something started at the Manager Tools group too.
Terry
- At 4:54am on May 3, 2009,
sujata dev said… - Thank you David .I would like guidance in implementing step by step employee engagement in an organization which is busy concentrating on client delivery than on employees delivering it.
Excellence as it is said is "exceeding customer expectation" which every one is striving hard to do but the internal customer has been neglected and somehow we have not been able to bring in a culture of having engaged employees despite using tools like GALLUP to gauge the organization temperature, doing some scattered interventions. I feel that this is a grey area as we have not mapped interventions properly hence they are not interlinked and thus the results have been nothing great.
I want to understand from where to start and why to start from there and how will it impact if we go in a certain way etc. etc.
As Brad pointed out that some of the drivers that impact engagement are:
1. Managers / 2. Senior Leadership / 3. Work / 4. Work Environment / 5. Compensation / 6.Benefits / 7. Culture ( I feel for us ( 1,2,4,& 7 ) are the areas where lot needs to go in
Now what can be done under each rather how do we go about it. E.g lets pick up the 1st one which is "MANAGER"---what are the various aspects I should look into which are connected with this. I would like to draw up a check sheet having various aspects / methodology / impact measurement tool .
Well , do let me know
Regards
- At 1:13pm on May 2, 2009,
David Zinger said… - Brad:
Welcome to the employee engagement network. You obviously get the points of performance and I am glad you joined us to offer your perspective and approach. Let me know if I can be of assistance and I trust you will find both valuable interactions and information.
David
- At 10:23am on April 27, 2009,
sujata dev said…
- Brad , thanks a lot. Please send me the white paper , the definition and other material plus do share your comments also as books can teach no doubt but the advise one gets from a seasoned professional is of great value .
In india we are very firm believers of this thus, learning from the more experienced in the family runs from generations to generations and believe me that knowledge is no where in the books.
I think I have said more than I should have.
Regards & all the best for your new book , I am certain it will do really well.
My e-mail ID - sujatadev@hotmail.com
- At 11:51am on April 25, 2009,
sujata dev said…
- Hi, Brad my organization has assigned me the role of engaging emoloyees and I need suggestions on what can I do to strengthen employee engagement.
About
Latest Activity
Does employees’ satisfaction with workplace diversity positively impact employees’ overall satisfaction with their jobs?
The attached research gives us some insight into this topic. I look forward to your comments.
All the best,
Kevin Sheridan
As a consultant, I often have the privilege of acting as my client’s right hand or lending a listening ear for what’s going on in their business. I am not a certified coach, but years of being a performance improvement specialist has taught me much…
Appreciate the question--but what if you consider that there is more than one type of "true" engagement, and that different types of engagement may involve more or less spiritual, intellectual or participatory involvement?
Create and support one language for your employees by clearly communicating the mission, values, and team agreements of your organization.
Say hello and ask them how their day is going.
Men get engaged when you acknowledge what they do, and women become engaged when you acknowledge who they are.
Yonica:
I appreciated the statement: "an invisible grandfather clause." Staying power and growth not just sticking around because of the pension. Well said.
David
Finding a candidate with some staying power is such an awesome thing. There are a lot of candidates out there who are willing to stick with a good employer, and there are others who are just looking to build their resume.
Though you may find candid…
Groups
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Manager Tools for Employ…
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Employee Engagement Writ…
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Research on EE
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Employee Recognition
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Social media in the work…
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Engaging Quotations
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UK
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Canada
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Personal Engagement
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