Definitely! From what i've read and also out of my (yes, rather short, by comparison) experience, i can say the power of example makes a difference. A manager is a role-model even if he/she doesen actually intend to be one. Showing the slightest interest can make a big difference. In EEngagement, as i mentioned in my 5s, the "pass-it-on" process seems to me to be crucial.
You're doing a great job.
By the way, i found your diehappytoday.com page. I have to say: personally i've never given so much thought to actually BEEing happy (giggleing) but i truly believe it's a good thing that someone does, and actually shares it.
Thoughts, humous yet wise ones, i might add, coming from an experienced man like you, can help even if only by provoking more thought :)
Hi David!
Should i understand you welcome each and every new member? May i please say: WOW, hat's off to an extremly dedicated host! :)
As opposed to other members, my experience is dangerously close to zero. I take it as a challenge to interact with you and the other members, in the hope of a mutual profitable relationship. With more profit on my side, of course, hihi :P
Hey, show me someone who sais they're not selfish, and i show you a liar! ;)
Looking forward to interaction and knoledge flow!
Ana
Thanks for your welcome David - I'll try to post occasionally - the usual challenge - not enough hours in a day.
Just back from speaking at a Training Conference in Australia - my topic was 'Building a Training Legacy' - the need for us all to start thinking about the next 10 years and the 10 after that .....ann
Thanks David
I haven't been as attentive to the network as I have previously....too busy fighting fires I'm afraid. I see the role has now closed but appreciate the initiative. How's business your side of the pond?
Hi David, and thanks for the warm and personal welcome. I am enjoying reading the discussion boards, and will let you know if I have more contributions or unanswered questions.
Hi David,
Thankyou for your welcome Comment. I have recently joined this network and am still trying to understand its interface and resources, it will take me some time to begin contributing. In the meantime, being a part of such a focussed group gives a high sense of support for OD professionals like me - with experts just a question away and discussions with keen foresight.
I do hope to become an asset to this network.
Thankyou again for reaching out.
Regards,
Aakanksha
Thanks for the welcome, David. I hope to find value. For me that is people who truly want to learn how to become exceptional managers of people. In my experience, there aren't many of them and with so few members I don't have great hopes. But I have joined and will try.
David, thanks for the welcome! The organization I work for has a strong focus on employee engagement as related to health. I'm eager to see what the network holds...
Dear David: I LOVE what you are (we are!) creating here and truly appreciate the individualized comment. It's a sign that we are truly in an engaging community. Keep on keeping on!
Thank you for the welcome. I am pleased to be a part of the discussions and hopefully I can also help others along the way.
In Trinidad & Tobago I think our major challenge is the organizations recognizing the value of the strategic HR professionals within the organization -I do believe we are still seen as the mundane, downstream administrative type...sadly. When we speak as HR professionals to this challenge of employee engagement, it appears to me that it is not given the priority that it should receive. We are at pains to get the organization to understand that engaging employees means first of all engaging them in understanding the business that they are contributing to and getting them engaged in the core values in a tangible and demonstrable way. The appreciation has to be that engagement is more intrinsic than anything, and employees need to act in a way that shows that they see themselves to be the true owners of the business. The method of delivery of that message to the organization is the key and critical factor and more often than not, the message of the seniors in organizations and their behaviour are opposed to varying degrees. It is here that they don't recognize that they are whittling away the moral authority to give the message and unfortunately depend on the authority conferred by their status/position to do it. We all know that is an exercise in failure.
Sadly, when the chips begin to fall, it is only then that they come back to consider the options, but by then it is too late...sensemaking would have taken root and employees' perceptions - both individual and group - would have become their reality. The road to recovery back to square one is then....well virtually non-existent.
There are a few, very few exceptions to the foregoing, but the community of HR professionals here are working toward a national consciousness in this area, among others.
I look forward to your feedback.
Just picked up your message about the conference. For some reason missed the alert amidst the fire fighting I'm doing here !!!!!!!!!! Will look out for your pal. How are things with you?
Thanks for creating this site, it sounds interesting and respected, I believe that joining here is not a waste of time, and I'm going to learn and know new things here. Hopefully my opinions would add value to this community.
Many organizations have seen their voluntary turnover numbers greatly decline during the past 18months (our recessionary window). However, there are two great articles that are indicating that the turnover wave is coming. Those organizations with di…
Recognize that employee engagement is not a fluffy extra but the fundamental way you will get work done with others through conversation, co-creation, community, mutuality, and other inclusive approaches to achieve results that matter to organizatio…
Ah, the script for a boss! That is easy, but a long way from the traditional one.
First, I suggest the boss do a quick read of Douglas McGregor's "The Human Side of Enterprise" to gain an understanding of the theory behind X and Y. Then commit the…
Jon...
Great stuff. Particularly like the piece about attacking "internal friction".
I still think the macro issues, namely around what kind of relationships does the organisation wish to have with specific groups/classes of employees need to be c…
4 hours ago
Ray Seghers Brainstorming new Blog ideas for 2010.
My view on this is that where you treat employee engagement like a ‘big bang’ corporate change programme it will always carry a significant risk of turning into an ‘organisational Vietnam’. Don’t go to war in the first place!
Do it by taking lots a…
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Thanks for the nice welcome, yes, I think people need a break from all doom and gloom.
Josh
Thank you for the warm welcome.
Donna
You're doing a great job.
By the way, i found your diehappytoday.com page. I have to say: personally i've never given so much thought to actually BEEing happy (giggleing) but i truly believe it's a good thing that someone does, and actually shares it.
Thoughts, humous yet wise ones, i might add, coming from an experienced man like you, can help even if only by provoking more thought :)
It's past midnight in Romania.
Till next time!
Ana
Should i understand you welcome each and every new member? May i please say: WOW, hat's off to an extremly dedicated host! :)
As opposed to other members, my experience is dangerously close to zero. I take it as a challenge to interact with you and the other members, in the hope of a mutual profitable relationship. With more profit on my side, of course, hihi :P
Hey, show me someone who sais they're not selfish, and i show you a liar! ;)
Looking forward to interaction and knoledge flow!
Ana
Just back from speaking at a Training Conference in Australia - my topic was 'Building a Training Legacy' - the need for us all to start thinking about the next 10 years and the 10 after that .....ann
I haven't been as attentive to the network as I have previously....too busy fighting fires I'm afraid. I see the role has now closed but appreciate the initiative. How's business your side of the pond?
Ian
Cheers,
Heather
Thankyou for your welcome Comment. I have recently joined this network and am still trying to understand its interface and resources, it will take me some time to begin contributing. In the meantime, being a part of such a focussed group gives a high sense of support for OD professionals like me - with experts just a question away and discussions with keen foresight.
I do hope to become an asset to this network.
Thankyou again for reaching out.
Regards,
Aakanksha
Thanks again, Ben
Rgds,
Virgil
I'm looking forward to actively participating in moving this cause forward locally and globally.
Cheers,
Mark
Warmest regards,
Cindy
Regards
Mathew
Thank you for the welcome. I am pleased to be a part of the discussions and hopefully I can also help others along the way.
In Trinidad & Tobago I think our major challenge is the organizations recognizing the value of the strategic HR professionals within the organization -I do believe we are still seen as the mundane, downstream administrative type...sadly. When we speak as HR professionals to this challenge of employee engagement, it appears to me that it is not given the priority that it should receive. We are at pains to get the organization to understand that engaging employees means first of all engaging them in understanding the business that they are contributing to and getting them engaged in the core values in a tangible and demonstrable way. The appreciation has to be that engagement is more intrinsic than anything, and employees need to act in a way that shows that they see themselves to be the true owners of the business. The method of delivery of that message to the organization is the key and critical factor and more often than not, the message of the seniors in organizations and their behaviour are opposed to varying degrees. It is here that they don't recognize that they are whittling away the moral authority to give the message and unfortunately depend on the authority conferred by their status/position to do it. We all know that is an exercise in failure.
Sadly, when the chips begin to fall, it is only then that they come back to consider the options, but by then it is too late...sensemaking would have taken root and employees' perceptions - both individual and group - would have become their reality. The road to recovery back to square one is then....well virtually non-existent.
There are a few, very few exceptions to the foregoing, but the community of HR professionals here are working toward a national consciousness in this area, among others.
I look forward to your feedback.
Kind Regards.
Just picked up your message about the conference. For some reason missed the alert amidst the fire fighting I'm doing here !!!!!!!!!! Will look out for your pal. How are things with you?
Ian
Thanks for creating this site, it sounds interesting and respected, I believe that joining here is not a waste of time, and I'm going to learn and know new things here. Hopefully my opinions would add value to this community.
All the best
Ma'amoun, lives in Dubai
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