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Carol Hama's Page
Profile Information
- Who are you?
- Carol Hama has been in the field of Organizational Development for over 20 years. Focusing in on implementing Strategic Learning via a Corporate University Model.
- What is your interest or involvement in employee engagement?
- I am responsible for creating an engagement framework for the City of Richmond
- Website:
- http://carolhama.blogspot.com
- Where are you located?
- Richmond
About
Latest Activity
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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Manager Tools for Employ…
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Research on EE
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Employee Engagement Writ…
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Social media in the work…
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Engaging Quotations
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Canada
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Personal Engagement
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Comment Wall (6 comments)
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Terry
Nice to see a felllow BCer on the network.
Great to get connected again. Great to hook into other OD professionals.
One small point. I tried to visit you blog. I got there and it is well done and interesting. In your website address you did not put a "." between carolhama and blogspot. It should read www.carolhama.blogspot.com
David
Always a treat to have another Canadian or person in Canada join the network. I look forward to your involvement and point of view.
David
Welcome to the EE Network! I'd like to learn more about the engagement framework you created for the City of Richmond.
Terry