In The Jungle
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George A Guajardo's Discussions
George A Guajardo's Page
Profile Information
- Who are you?
- I am an Industrial/Organizational Psychologist, associated with Lightspeed Research- The Foresight Group. I wear many different hats: research design, data analyst, marketing, blogger.
I have a passion for helping organizations and employees be the best version of themselves.
- What is your interest or involvement in employee engagement?
- Employee Engagement surveys, research and application
- Website:
- http://jungleblog.foresightint.com
- Where are you located?
- Lake Zurich, IL
Latest Activity
Greetings Agnes,
in answer to your second question, this is a good approach in theory. However, I have seen it executed in two different places to little effect. The first reason I think it did not work, is that the engagement score was linked to ...
I am not entirely familiar with Hewitt's engagement models; I should be, as we have begin to work closely with them in recent months. However, my understanding is that Hewitt's model is an a priori model. The working hypothesis is that the same va...
I think there are a couple of points that need to be made here. The first is that there is a real difference between Psychology, as a field, and Organizational Psychology as a specialization within that field. Developmental Psychology, Physiologic...
George,
Sorry hear that psychologists still haven't figured out the rules for people.
As concerns the very narrow arena of managing people in a business environment, I believe that there are a set of rules/laws and methods complying with those l...
Ben,
That is the million dollar question; its answer depends on who you ask (and what they are selling). The short answer is no. We have not discovered a universal set of principles that may be applied to the effect you mentioned. The only stateme...
George,
Glad to hear that psychology has improved.
Has it developed to the point of having a set of rules and techniques by which a manager can unleash the full potential of each employee, given each a strong sense of ownership, and made them hi...
I am happy to learn you have found a formula that works for you. However, it is my experience that your success is not representative of managers in the field. Too many managers believe their approach to be unassailable, even in the absence of dat...
Thanks for the link. I looked it over, but need to go back for a more complete read. I have also provided this link for my readers.
This strikes me as an "individual differences" discussion. Arming individuals with the same knowledge, skills and abilities does not guarantee homogeneity of performance. It does, however, results in a reduction in behavior variance... in organiza...
Paul,
I suppose that for a psychologist the issue makes for interesting discussion. But for me, a manager searching for ways to manage people in a way to unleash their full potential of creativity, innovation, productivity, motivation, and commit...
I just posted on this issue yesterday linking to both you and Punk Rock on this issue. I'm in your boat. But I believe the issue isn't so much about whether it is a science but most folks want some sort of "rule" based on the science - like physic...
Bob,
Some responses to your questions.
You have proven that executives who believe they can teach their employees to be leaders will have a MUCH EASIER TIME creating effective leaders than executives who hire for leadership talent as well as com...
Comment Wall (3 comments)
- At 5:08pm on September 17, 2009,
Patty Jones said…
- Hi George! I love how much you contribute here! I hope you can join on the 25h (see 9/1 invite). Can you drop me a quick line and let me know if this type of in-person is of interest and if you can join on the 25th? Patty
p.s. I now reside downtown, but worked in Long Grove and lived in Wauconda for a very long time.
- At 3:03pm on September 1, 2009,
Patty Jones said…
- Opportunity for In-Person Networking & Mind Sharing
To: Individuals interested and passionate about Employee Engagement, and local to downtown Chicago, IL area
I sincerely appreciate the information and dialogue found on David Zinger's EE Site! I've spoken with some of the individuals and we have a strong interest in coming together in-person to network, share expertise, and create topic-focused interactive exchanges.
Towards that goal, listed below are details for bringing us together:
Date: Friday, September 25, 10am/CT to Noon/CT
Location: Downtown Chicago Loop location TBD (based upon # responses)
Potential Topic: Given the far-reaching changes across the economy and it's cascading impact to business and people -> Impacts/Opportunities in the EE arena
Cost: None
To obtain an estimate for the number of people, please forward the following by Friday, September 4:
1) Generally, are you interested in connecting in-person? What are some of the desires you would like to achieve from the in-person connection? What value can it bring for you? What ideas/topics are of interest?
2) Can you be there on September 25th at 10am/CT?
I hope you feel as excited as myself for this opportunity! Feel free to pass this along to anyone that would find this valuable.
Patty
Patricia Jones
pjonesinc@hotmail.com
224.305.2911(m)
- At 8:07am on April 16, 2009,
David Zinger said…
- George:
Thanks for coming "out of the jungle" into this network. I appreciate the level of your active involvement. You make a difference on this network.
Welcome to the employee engagement network. I look forward to your contributions and interactions. Let me know if I can be of assistance.
David
About
Latest Activity
I think we all generally agree that engaged employees are a powerful force for delivering company success. I think we all also agree that you cannot force employees to engage. You can, however, create work environments and cultures in which employ...
Treat people the way they want to be treated, not the way you want to be treated.
I am looking for some discussion topics. I have a team that really needs to come together as a group. (or, I have a group that really needs to come together as a team). I've done a few team building activities, but this time, I would like to have ...
Great word ownership, Kurt.
Without a strong sense of ownership by the employee we don't get their full engagement, their complete commitment to the work.
The formula for employee ownership for any boss is to listen to the employee and that give...
Remember, recognition is free. It's not material. It's a communication tool. I agree with Ben that employees need a voice and a safe place to use it. They also want some ownership in the processes and acknowledgment that the tasks they perform mea...
Recognition is important, but possibly not in the way you think. Rewards have negative effects down the road no matter how good they look. On this subject, read Alfie Kohn's "Punished by Rewards".
I managed people for over 30 years. In order to s...
I think recognising your staff becomes all the more important in today's climate of budget cuts, pressures and downsizing. We all want to feel valued, both as employees and human beings, and to have someone else say 'thank you, your continued supp...
Hi Leigh
I am an Employee Engagement Specialist in the department of Organizational Effectiveness. I work for a company about the size that you are looking for. We began kicking off employee engagement surveys last April. As of now we have a year...
... master the art of asking questions!
Teach your employees how to Manage Up: Some people think this is brown nosing, but it's really about helping your boss understand who you are.
Angela,
I think recognition is always essential but we have to look at the deeper reason why. Reward and recognition confirms value. Every human being wants to know, "Does my life matter?" This is the questions we help answer when we reward and re...
Be real, don't use jargon, and be honest. If something is going to hurt people would rather be prepared!
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