Rudra's Discussions
Engaging to Sell.....
Started Jul. 17, 2008
Good things come to those who...
Replied Jul. 17, 2008
Rudra's Page
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Make your organisation the best sought address in the industry
It does work. we have started the EOM in our company after the Gallup survey gave us very low figures in recognition. Its how we frame the policies to not to make it look as a forceful thing being done by the team leaders for their members.
We pla...
Comment Wall (6 comments)
- At 3:38pm on February 17, 2009,
Tim Rutledge said…
- I'm happy to say that my book is now in its second printing.
- At 1:02pm on February 12, 2009,
Anja S said…
- Hi Rudra,
nice to meet you :) and thank you for your message.
My initial ideas for the cards were these two:
1. To give the opportunity to new young people managers (supervisors, teamleaders) to observe and coach themselves in people management skills
2. To give companies a tool that they can use as an incentive for their managing staff (i.e. in combination with a promotion) which also has some ROI (since the staff can use it to increase their performance as managers and as a result retain the good people in their teams).
I initially designed them for young, newly promoted managers, that's why I made them in this unusal format, to spark their interest and "make it fun". My other reason to target this group was because most training budgets are spend on the executives in the companies, while many young managers are left alone and are not trained in management skills after their promotion. Not only do their teams suffer from that, but also the managers themselves. While the cards are not replacing training, they help you to observe yourself, your knowledge level and skills and help you to pinpoint areas which need improvement. Sometimes you can improve just by paying more attention, sometimes you need the help of a mentor and sometimes you need a specific training. Whatever it is, the cards specific coaching questions will help you to move forward in your development as a people manager.
I have found, though, that companies have actually given them to their executive managers on the highest ranks, which surprised me a little, but then - why not :) The more people use them, the more good managers we will create in the world!
The cards cover all angles of people management (Planning, Organization, People skills, Motivation and Growth of Staff) and they can be used by the managers themselves (there are 52 cards, one for each week of the year), though I do think it's more productive and creative (from a brainstorming and sharing experiences point of view) if they are used in a coaching context in a group, or at least 1:1.
I can send you more information by email, if you like. I know my current website is not very transparent, but hopefully the new one will be up within a weeks time. You can contact me at hello@yellowumbrella.eu
I've seen you're new in the position of EE - if you want to bounce off ideas at any point, I'm glad to help! But then, so are all the other people in this group, so you've come to the right place :)
What kind of company are you working at right now?
Best regards
Anja
Hi Anja,
Can you share the theory of self coaching cards with me. Actually we have got the gallup survey done for our company and this field was really found wanting in our employees. May be your innovative idea can help us.
Thanx
- At 12:02pm on February 12, 2009,
Peter Hart said…
- Hi Rudra, Welcome to the Employee Recognition group! I hope you find it benefical! peter
- At 3:21am on August 8, 2008,
Vijay Kumar Shrotryia said… - I am at my hometown,,,,let me be back to my workplace, I shall try....Let me know little more about your project....
- At 10:37am on July 17, 2008,
David Zinger said… - Rudra:
You could pose that request in a forum. If you need help setting that up let me know.
David
- At 2:59pm on July 9, 2008,
David Zinger said…
- Rurda:
Welcome to the network. I love the image you posted. I think novices are so very important because you bring fresh eyes and thoughts to employee engagement. Please join in the discussions and ask fro what you need.
David
Profile Information
- Who are you?
- Hello ,
I have been associated with the armed forces for more than twelve years and am in the process of transition phase to the corporate world.
- What is your interest or involvement in employee engagement?
- I have been recently placed in the posiiton of EE. so am basically a novice in the field.
- Where are you located?
- Delhi, India
About
Latest Activity
I summarized some high-level thought leadership from firms such as DDI, McKinsey, Towers Perrin, and Hewitt in my latest blog post. These are all papers from the last several months discussing engagement: bit.ly/3a4uft
I know that Towers Perrin a...
Thanks a lot for your help !
I actually did have a look on Gallup's 12 Questions, the only worry is that it measures more the enablers of employee engagement than employee engagement itself. I have however grouped the items into themes, and only o...
Not sure if this is the same as the one mentioned but Gallup has 12 Questions that they use.
http://www.workforce.com/section/09/article/23/53/40.html
Hi Maggie,
Acually we have a training module for this exact circumstance. We call it cynics, victims and bystanders it is part of The Conversations Workshop. We wrote a book last year called Authentic Conversations which has a great deal to say ab...
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