Hugh Flouch's Discussions
Tomorrow's Global Talent - how it can be led and engaged.
1 Reply
Started this discussion. Last reply by Jon Ingham May 1.
Engaging Conversations
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Agnes, I have replied to your forum post here.
Agnes, you might be interested to read this research paper undertaken in a group of leading global companies.
Out of that research an approach was developed which is now used by some of those same companies and many others focussing on supporting...
I'm on Twitter http://twitter.com/snoopdougydoug and I use it to pick up quick ideas and for fun too. Blogging I do at a couple of places, notably http://stopdoingdumbthingstocustomers.wordpress.com/
I am curious about your point on blog posts = ...
Great piece of work Hugh
How will leading companies create value through people?
Talent has never been more important - a new report by Career Innovation & Tomorrow's Company report looks at who has it, where it is, how it can be harnessed and engaged. And, critically,...
Ashim, there's a report here about cross-cultural conversations as a key tool for engagement. The study was carried out in 45 leading global companies. The report has also been picked up here by Diversity Executive. It builds on another study whic...
Thanks for sharing Hugh. Am still a Twitter newbie - this is really helpful.
Cheers,
Shereen
Thanks Hugh:
It looked good and I set up a follow.
David
Comment Wall (2 comments)
- At 10:04am on November 4, 2008,
Terrence Seamon said… - Hugh,
Welcome to the Manager Tools group. Please weigh in on the discussions there.
Terry
- At 9:11am on October 17, 2008,
David Zinger said…
- Hugh,
I am very pleased you joined the network and I so much appreciate the detail you gave us about your work. I also believe that conversation is a pipeline to engagement. I teach Crucial Conversations and often use the tools for both engagement and performance. I look forward to your input in the network. Let me know how I can be of assistance to you.
David
Profile Information
- Who are you?
- Talent management professional currently working with conversations based approaches to building engagement
- What is your interest or involvement in employee engagement?
- Research and solutions
- Website:
- http://www.careerinnovation.com
- Where are you located?
- London, England
Conversation Based Approach to Engagement
In 2004 the Ci Group set out to understand the impact of conversations in the workplace and investigate how invisible conversation pathways could leverage an organisation's true potential. The research, conducted inside an international group of some of the world's leading companies, provided detailed insights on the impact of the quality, frequency and topics of conversation on an organisation's capability.
The results, published in the Conversation Gap report by Ci, offer a picture of a business dimension that is all too often overlooked. The study revealed a direct link between dialogue patterns and levels of:
Ci are now using conversation-based tools and approaches in a number of global organisations.
The results, published in the Conversation Gap report by Ci, offer a picture of a business dimension that is all too often overlooked. The study revealed a direct link between dialogue patterns and levels of:
- Trust
- Engagement
- Retention
- Motivation
Ci are now using conversation-based tools and approaches in a number of global organisations.
About
Latest Activity
The presentation went off really well. The demonstration of the network went really well too. So far 25% of the staff have signed up. Regrettably, there is virtually no activity on the network yet. I feel that there is a lot of hesitation in start...
Understand every member of your teams motivation, align their aspirations to a clearly communicated business direction, give them all the tools to do the job and then empower them to deliver.
Care for people around you and get to know who they are, what strengths they bring and what's important to them.
Every day do a quick maintenance check. Do people know Why?, How?, When? and What? they are doing and are they free to ask these questions of you?.
Check your own engagement regularly. You need support, recognition and inspiration as much as your employees, in order provide an environment that will engage your people fully.
Engagement is a relationship that requires regular maintenance.
Start from where they are at.
Reach out to their hearts and values. Look beyond the Employee ID number and make a genuine effort to see and hear the person.
Open yourself to influence by others and they will open themselves to your influence.
Don't just listen to your people but also act on what they're telling you.
Only hire people with passion for what they do; create a work environment that fosters and facilitates the expression of that passion and use a communication style that makes it safe to stretch, fail and grow.
Assist each employee to understand the deeper purpose of his or her work - who or what cause is it helping - and why.
Be congruent and transparent, say what you mean and do what you say.
Managers or Supervisors can engage employees by demonstrating little acts of kindness for absolutely no reason at all. eg. Can I help you carry that? Is there anything I can get for you? etc. etc.
Engagement should be treated as newborns! Everyone takes place in the growing process and they should never be left unattended.
For great managers, the path toward engaging employees and keeping them engaged begins with asking them what they want and what is important in order to be effective in their roles.
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