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Jack Needham, Jr.'s Page
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First of all, unless coaching skills are being utilized, there is an assumption being made that the managers know what to do. If managers are not engaged on a regular basis with their leaders, behaviors will show up according to what skills a manage…
This group is intended for anyone who wants to help Managers do a better job promoting employee engagement. What skills does a Manager need? What tools can a Manager use?
Here is some information from Gallup that may assist you!
Blessings,
Jack
The statistics on workforce engagement are surprising.
According to the Gallup Management Journal’s Employee Engagement Index
• 29% of employees are actively engaged in…
Profile Information
- Who are you?
- Jack Needham, the author of Stop Fixing, Start Leading! ® and The Zebra Hunter, is an Executive Coach, Motivational Speaker, and Master Trainer who has spent more than 25 years assisting individuals in transforming the way they live their lives. He lives in Indianapolis, Indiana, with his wife Janet and their two dogs.
- What is your interest or involvement in employee engagement?
- I have been a corporate coach for over five years and discovered that most managers and leaders spend more time trying to "fix" people rather than engaging them to develop their own talents, skills, and abilities for solutions to the business challenges every company faces.
- Where are you located?
- Indianapolis, IN
Comment Wall (2 comments)
- At 8:06pm on March 26, 2009,
Terrence Seamon said…
- Jack,
Welcome to the Manager Tools group!
Terry
- At 8:39am on March 10, 2009,
David Zinger said… - Jack,
I am so pleased you joined the Employee Engagement Network. Welcome. I look forward to your voice and participation in the network and love the title of your books and your focus on engaging.
Great line: most managers and leaders spend more time trying to "fix" people rather than engaging them to develop their own talents, skills, and abilities for solutions to the business challenges every company faces.
Let me know if I can be of assistance.
David
About
Latest Activity
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…
I'd appreciate hearing from others on best practices regarding the frequency of employee engagement surveys. I've seen lots of debates on what is the best interval to use for regular measurement and it wouuld help if you could share how often you do…
Groups
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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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Employee Recognition
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Engaging Books
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Social media in the work…
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Engaging Quotations
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Canada
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UK
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Personal Engagement
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