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
Latest Activity
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 m…
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 = 6…
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, h…
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 which…
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
Dear Ray,
Your concern is well founded. Employees look forward to surveys like they do a visit to the dentist! The Horsepower Survey, however, is an employee-focused survey to measure how rewarded employees feel about their work. It consists of sev…
Mike,
I will make mention of this new group in the next newsletter. Thank you for starting this and I wish you well and all European members the best with this focus.
David
Jason:
Good points about trust and aligning the strategic engagement with employee engagement. We need results for all.
I am concerned you will lose readers due to lack of formatting on this post. I encourage you to ensure that you format your pos…
Thanks for sharing this information, Roy.
When I was Research Director at The Loyalty Institute, we found that the #1 driver of employee commitment was an organization's efforts to build a sense of spirit and pride. This was true in the US as well…
As a survey consultant I guess that I should like the idea of conducting monthly surveys, but I am concerned that employees may feel that they are being "over surveyed."
There are options, of course. An organization might randomly assign each emplo…
This is a great read, a great story. I smiled the whole time as I read this. If this conversation is possible in your organization, then I'd say your leadership is trusted and transparent. Thanks for this story.
I won't be wishing you "Season's Greetings" or "Happy Holidays" this December. These secular, generic salutations are popular in corporate America because they are not specific to any one religion or belief system. The business world, like America's…
Hello Paul:
"if you want to improve productivity and reduce costs, you need to
tap into human nature’s pleasure-fueled engine."
I could not agree more but if we wait until after we hire someone we have waited too long.
Bob
A Manager shall know one's team member more than his/her mother knows him/her.
Offered by Shweta Mohanty Posted by David Zinger
"If managers cannot commit, then they shouldn’t expect their employees to commit either."
Well said and very true. I much enjoyed your article and share your views.
Bob Carpenter's experiences in turnarounds are the same as mine although I only di…
listen actively, be honest, and prepare yourselves both for great results
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