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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, 2009.
How to engage a multicultural workforce...?
Replied Apr. 23, 2009
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
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
The most important priority for leaders is to cultivate, appreciate, and leverage the vast untapped potential of every employee in their organizations.
If you focus on engagement, productivity will follow. If you focus on productivity, you may not get it.
To begin engagement, sit down with each employee for 40-60 minutes, privately, quietly, and confidentially, and get to know them better -- thei…
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Manager Tools for Employ…
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Research on EE
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