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Paul Hebert's Discussions
Help Validating a New Measure of Engagement
Started Dec. 16, 2009
Forum #6: Employee Engagement Advice in One Sentence
Replied Oct. 16, 2009
Is Organizational Science really a Science?
Replied Apr. 16, 2009
Paul Hebert's Page
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Daniel Pink is very clever and knows how to position his work very well. He writes and markets well. I fully salute him for what he has done but a person who lives in a FREE AGENT NATION with A WHOLE NEW MIND also knows how to think for themselves.
Agree. There is some good - my concern was for those that would take this and run with it without thinking about how it fits with other ways of influencing behavior. The early buzz was this is th IT thing for motivation. Thanks for the comments!
Paul:
I so much appreciate your thoughtful review of Pink's book. Often to "SELL" books there are strong statements made and people should always be cautious. I look forward to reading the book but I have also liked the idea: "It is good to have an…
Yesterday I gave you the short answer on Dan Pink’s new book “Drive.”
Good book, but not the be-all and end-all of books on motivation.
That is an important sentence.
Do not use this book as your bible for employee motivation. While the book’s m…
It seems I've typed the name Dan Pink more than my own over the past few months. His marketing machine has been working overtime and I give a tip 'o the hat to those folks. Not many books focused on motivation get the amount of attention that his bo…
Thanks Terry - somethings are just timeless I guess. ;)
Hi Paul,
Great point. They (i.e. most CEOs) just don't care. So don't sweat it. Decide what you care about and pursue it!
Terry
PS - I notice you posted this in September. And I remember reading it then. But why has it taken me this long to respond?
Thanks Sam - appreciate the comments. I don't really think it requires stepping into the unknown because I believe doing these things will bring results. I do think it is more about what you mentioned - the "control" issue. Setting goals and objecti…
I wholeheartedly agree, Paul. Intention is the difference between Employee Engagement and...er... Employee Engagement :-)
To do things the way you suggest, however, requires that leaders do something they're often very, very uncomfortable doing (as…
The Enterprise Engagement Alliance is on track with launching its Enterprise Engagement Indicator (EEI) in early January 2010.
And you can help!
We need to do some tweaking and testing on the survey and you can be part of that process. It is easy…
Validate their contribution and their reason for being there.
Twitter pointed me to this post by Guy Kawasaki on a recent Philip Kotler presentation about the new definition of Marketing. The image that Guy put up is below.
I like the idea that marketing is now about connecting the companies "why, what & how…
"We’re so focused on getting the job done (sales generated, products produced, costs contained) that anything that distracts from that takes a back seat.
We know in our hearts that recognition works but it’s a distraction."
That quote came from a…
For 20+ years I've been seeing information on how to motivate, engage, retain, and influence, employees and channel partners.
For 20+ years I've been seeing the SAME information on how to motivate, engage, retain and influence employees and channel…
That's the way to do it! Make it part of the genetic code of the organization. But - to be clear - I'm not against individual incentive activity - I'm just against ad hoc, disconnected incentive activity!
Great metaphor! It has certainly worked that way at Prestwick House. In fact, we have never had a “motivation program” per se, but wrote a commitment to employee satisfaction into the company’s DNA ten years ago.
Profile Information
- Who are you?
- I am the Managing Director of i2i. We are a motivation, incentive and influence planning consultancy that combines deep knowledge of the incentive and reward industry with behavioral economics and social psychology to help clients create the most effective influence, reward and incentive program strategy.
i2i focuses on the design of the program not the fulfillment of the award giving clients unbiased advice and best-in-class recommendations.
As Managing Director of i2i I provide:
Incentive, reward, recognition and engagement program diagnostic services focusing on improving return on expense and increased results.
Strategic design recommendations for a company's entire portfolio of initiatives designed to align audience behavior with company objectives.
Training services on how to best design and operate incentive and rewards systems.
Analysis of incentive company fulfillment capabilities to better match client needs to vendor offerings.
- What is your interest or involvement in employee engagement?
- Consultant and Practitioner
- Website:
- http://www.i2i-align.com
- Where are you located?
- Greenville, SC
Paul Hebert's Blog
Part II - Review of Dan Pink's Book Drive
Yesterday I gave you the short answer on Dan Pink’s new book
Posted on January 5, 2010 at 3:18pm — 3 Comments
Drive - The Surprising Truth About Motivation You Won't Find in This Book
It seems I've typed the name Dan Pink more than my own over the past few months. His marketing machine has been working overtime and I give a tip 'o the hat to those folks. Not many books focused on motivation get the amount of attention that his book “Drive - The Surprising Truth About What Motivates Us” is getting. Mad props to your marketing team!
Starting with his… Continue
Starting with his… Continue
Posted on January 4, 2010 at 12:07pm —
Reward Programs are NOT About Manipulation
Twitter pointed me to this post by Guy Kawasaki on a recent Philip Kotler presentation about the new definition of Marketing. The image that Guy put up is below.
… Continue
… Continue
Posted on October 13, 2009 at 9:08am —
The Ultimate Employee Engagement Quote
"We’re so focused on getting the job done (sales generated, products produced, costs contained) that anything that distracts from that takes a back seat.
We know in our hearts that recognition works but it’s a distraction."
That quote came from a comment to a post by Ben Eubanks on his new bl… Continue
Posted on September 21, 2009 at 9:19am —
Why Incentive and Engagement Programs Fail (not what you think)
For 20+ years I've been seeing information on how to motivate, engage, retain, and influence, employees and channel partners.
For 20+ years I've been seeing the SAME information on how to motivate, engage, retain and influence employees and channel partners.
I continue to ask myself - "Why?" Why does it seem that nothing has been accomplished? Why do we continue to recycle the same information? How may times have you seen:
* Communicate with your audience
* Provide reinforcement for be… Continue
For 20+ years I've been seeing the SAME information on how to motivate, engage, retain and influence employees and channel partners.
I continue to ask myself - "Why?" Why does it seem that nothing has been accomplished? Why do we continue to recycle the same information? How may times have you seen:
* Communicate with your audience
* Provide reinforcement for be… Continue
Posted on September 10, 2009 at 7:54am — 4 Comments
Comment Wall (1 comment)
- At 7:04am on February 27, 2009,
David Zinger said…
- Paul:
Welcome to the employee engagement network. I love the name i2i. I look forward to your participation and interaction on this network. Let me know how I can be of assistance.
David
About
Latest Activity
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…
Be sure to understand what your employees are 'engaged' with; ie. their job, work group, direct manager, the leadership, the company...
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Manager Tools for Employ…
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Research on EE
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Social media in the work…
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